District of Columbia Overtime Laws
District of Columbia has its own overtime laws in addition to federal FLSA requirements.
Weekly OT Threshold
40 hrs
Daily OT Threshold
None
Double Time
No
Minimum Wage
$17.95
Overtime Rules
| Weekly Overtime | Hours over 40 in a workweek paid at 1.5x |
| Daily Overtime | Not required by state law |
| Double Time | Not required by state law |
| 7th Consecutive Day | No special rule |
Exemptions
The following categories of employees may be exempt from overtime requirements:
Executive, administrative, and professional employees
Important Notes
DC minimum wage is indexed to inflation.
Current rate is $17.50 (Jan 1 - June 30, 2025), increasing to $17.95 on July 1, 2025.
State Labor Department
District of Columbia Economy and Workforce
The District of Columbia has a government-centered economy with federal and DC government operations accounting for 30% of economic activity and contributing $44.9 billion to GDP. Professional services, technology, and tourism round out the economy, with the tech sector experiencing significant growth and nearly 26 million visitors annually.
Industries with Common Overtime
These District of Columbia industries frequently involve overtime work situations:
Government and Government Contracting
Federal agencies and government contractors employ a large portion of DC's workforce. Government employees and contractors often work overtime during budget cycles, legislative sessions, and project deadlines.
Professional and Business Services
Law firms, consulting companies, and professional services contributed $38.6 billion to the economy. Attorneys, consultants, and analysts frequently work extended hours on client matters and deadlines.
Technology and Cybersecurity
DC topped national lists for tech job postings in 2024, with over 16,000 positions in October alone. IT professionals and cybersecurity specialists often work overtime during implementations and security incidents.
Hospitality and Tourism
Tourism employs approximately 10% of DC's workforce, serving 26 million annual visitors. Hotel, restaurant, and event staff frequently work overtime during peak tourist seasons and major events.
Frequently Asked Questions
DC law requires employers to pay non-exempt employees 1.5 times their regular rate for hours worked over 40 in a workweek. As of 2025, the minimum wage overtime rate is $26.25 per hour (based on the $17.50 minimum wage).
DC has strong enforcement provisions. Employers may be liable for up to 4 times the unpaid overtime amount. Employees can recover 10% of unpaid wages for each day the wages are late, in addition to the wages owed.
Under DC law, you have three years from the date of the violation to file a wage claim. For federal FLSA claims, you have two years (or three years for willful violations). DC's longer statute of limitations may provide additional protection.
How to File a Wage Claim in District of Columbia
If you believe you are owed overtime pay, follow these steps:
Gather evidence including pay stubs, timesheets, employment contracts, and records of unpaid hours
File a complaint with the DC Department of Employment Services (DOES) Office of Wage-Hour
Contact DOES at (202) 671-1880 or visit their website to submit your claim
Alternatively, file with the U.S. Department of Labor at 1-866-4US-WAGE
You may also pursue a private lawsuit to recover wages and potential damages
Important District of Columbia Consideration
DC has a Universal Paid Leave program providing paid family and medical leave to private sector employees, funded by employer contributions. Employees can receive up to 8 weeks for bonding with a new child, 6 weeks to care for a sick family member, and 2 weeks for personal medical care. Additionally, DC is phasing out the tip credit by 2027, when tipped workers will receive the full minimum wage.
Disclaimer: This information is provided for general educational purposes only and should not be considered legal advice. Overtime laws can change and may have exceptions not listed here. For specific situations, consult with your employer's HR department, the state labor department, or an employment attorney.