Workplace Protections

If needed, your employer must make reasonable accommodations to make sure you are safe and secure if you are a victim or your family member is a victim of domestic violence, a sexual offense, or stalking. Some examples of reasonable accommodations include:

• being transferred;
• being reassigned;
• changing your schedule;
• taking leave;
• changing your work station;
• changing your work telephone number or email address;
• having locks installed at work;
• getting help with documenting domestic violence, a sexual offense, or stalking that happened at your work; or
• using another safety procedure in response to an incident or threat of domestic violence, a sexual offense or stalking.¹

However, your employer does not have to provide the accommodation if it would cause an “undue hardship” to provide it.² Providing an accommodation would be considered an undue hardship to your employer if it would be very difficult or expensive because of the size of your workplace, your employer’s financial situation, or the way your workplace operates.³

¹ D.C. Code § 2–1402.11(c-1)(4)
² D.C. Code § 2–1402.11(c-1)(2)
³ D.C. Code § 2–1402.11(c-1)(4)(B)