District of Columbia Break Laws

November 21st 2025

Understanding DC labor laws is key to maintaining fair and healthy working conditions. While the District of Columbia does not require employers to provide rest or meal breaks, certain rules still protect employees’ rights, especially for nursing mothers and minors.

This guide explains everything you need to know about DC break laws, including rest and meal break policies, breastfeeding breaks, special rules for young workers, and the penalties for violations.

This Article Covers

Rest Breaks in the District of Columbia (DC)

Employers In the District of Columbia, are not required to offer rest breaks to employees. Offering such breaks is at the employer’s discretion.

However, if an employer covered by federal law chooses to provide rest breaks, they must follow some general guidelines by the Fair Labor Standards Act (FLSA). Short rest breaks lasting five to 20 minutes must be paid.

These rest break hours are counted as hours worked and considered during overtime calculations. Additionally, compensable rest breaks cannot be offset against other work hours, such as on-call or waiting times.

Meal Breaks in the District of Columbia (DC)

Employers in the District of Columbia are not required by law to provide meal breaks to employees.

However, if an employer chooses to offer a break, this bona fide meal period must be at least 30 minutes long as per guidelines under the FLSA. Meal breaks under federal rule are also unpaid, provided the employee is free from job duties during this time. A shorter meal break may be given under special conditions.

Employers may not allow an employee to leave the work premises during their meal break but the employee should be completely relieved from work duties.

Breastfeeding Breaks in the District of Columbia (DC)

Employers in the District of Columbia (DC) must provide daily reasonably-timed unpaid breaks for employees to express breast milk as needed. These breaks can overlap with existing paid or unpaid break periods.

Employers are also required to make efforts to provide a private, clean space (not a bathroom) near the work area where employees can express milk.

However, if providing such breaks or space would cause undue hardship to the business operations, the employer may be exempt.

Explore your rights as a salaried employee in DC.

Breaks for Minor Employees in the District of Columbia (DC)

Minors who are employed in theatres, performances, or sports must be given adequate rest periods as per District of Columbia break laws. The following rules help ensure the safety and well-being of minor performers in DC:

  • Minors under 18 are entitled to ample rest breaks between work periods. They can only do up to two live shows per day or eight per week, and cannot work between 11:30 p.m. and 7:00 a.m.
  • Infants under six months of age can spend a maximum of two hours at the workplace; out of which they can only do 20 minutes of work.
  • Minors who are 6-30 months old can only work for two hours and spend a maximum of four hours on site; the remaining two hours must be rest breaks or playtime.
  • Minors who are 30 months to seven years old can only work for three hours and spend a maximum of six hours at the workplace. The remaining hours should be rest periods and can be used for resting, recreation, or education.

Penalties for Violating Break Laws in the District of Columbia (DC)

In the District of Columbia, denying a woman her right to breastfeeding breaks or a private space for expressing milk is considered unlawful discrimination.

Also, DC laws limit the number of hours minors can work. Employers in DC must keep accurate daily records of all employees under 18. If a minor works longer beyond the legal limits, it counts as a violation.

Anyone who employs a minor in violation of child labor laws or interferes with officials inspecting workplaces for minors is committing an offense, which could lead to penalties, as follows:

  • First offense: Fine between $1,000 and $3,000, or 10–30 days in jail, or both.
  • Second or later offenses: Fine between $3,000 and $5,000, or 30–90 days in jail, or both.

Each day the violation continues is treated as a separate offense.

Additionally, under the FLSA, if an employee extends a rest break beyond the time authorized by their employer, that extra break time doesn’t count as paid work hours and may result in disciplinary action.

Important Cautionary Note

This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.