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The DC Human Rights Act (DCHRA), D.C. Code § 2-1401.01 et seq., is among the broadest anti-discrimination statutes in the country. It applies to employers with one or more employees, so effectively every employer in the District is covered — a far wider reach than the federal ADA’s 15-employee threshold.
The Act protects a longer list of traits than federal law and prohibits discrimination on the basis of disability across hiring, terms of employment, promotion, and discharge.
Employers must provide reasonable accommodations to qualified employees and applicants with disabilities unless doing so would impose an undue hardship. Accommodations may include modified schedules, assistive equipment, accessible facilities, job restructuring, reassignment to a vacant position, or adjustments to workplace policies.
Separately, the Protecting Pregnant Workers Fairness Act of 2014 (D.C. Code § 32-1231.01 et seq.) requires accommodations for employees whose ability to perform job duties is limited by pregnancy, childbirth, breastfeeding, or a related medical condition. That Act binds all District employers regardless of size, and its listed accommodations include more frequent or longer breaks, time off to recover from childbirth, temporary transfer to less strenuous duties, relocating a work area, and providing a private non-bathroom space for expressing milk.
Employers must engage in a good-faith, timely interactive process once an accommodation need is raised. Under the Protecting Pregnant Workers Fairness Act there are two concrete obligations that catch employers out: a workplace poster must be displayed in a conspicuous place, and an individual written notice of rights must be given to an employee within 10 days of that employee notifying the employer of a pregnancy or related condition.
Requests for medical documentation should be limited to the condition, the need for accommodation, and the probable duration.
Complaints go to the DC Office of Human Rights (ohr.dc.gov), which handles mediation and investigation; where probable cause is found, administrative law judges at the Commission on Human Rights make the final determination. The filing window under the DCHRA is one year for private-sector employees and 180 days for District government employees — notably longer than the federal 300-day window in most cases.
Remedies can include back pay, reinstatement, provision of the denied accommodation, compensatory damages, and attorney’s fees.
Managing accommodation requests under the DC Human Rights Act (D.C. Code § 2-1401.01 et seq.) can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.
