Employers in the District of Columbia with tipped employees should be aware of upcoming deadlines under the Tipped Wage Workers Fairness Amendment Act (TWWF). To maintain compliance with workplace protection standards, specific reporting and policy submissions must be completed through the Office of Human Rights (OHR) portal between January 1, 2026, and May 31, 2026.
Key Reporting Requirements
Covered businesses, defined as any business employing at least one tipped worker, are required to provide the following information regarding the 2025 calendar year:
- Sexual Harassment Complaints: Employers must report the total number of sexual harassment “instances” reported to management during 2025.
- Harasser Classification: Reports must detail the role of the alleged harasser, categorizing them as a non-managerial employee, managerial employee, owner, or operator.
- Zero-Claim Reporting: Even if no complaints were received in 2025, employers are still required to log into the portal and certify that the number of claims is zero.
Sexual Harassment Policy Standards
In addition to reporting claims, employers must submit a copy of their current sexual harassment policy to the OHR. To be considered compliant, your policy must:
- Clearly outline the internal process for employees to report harassment to management.
- Provide explicit instructions on how employees can file a complaint directly with the DC Office of Human Rights.
- Be distributed to all employees and posted in a conspicuous location within the workplace.
Additional 2026 Compliance Reminders
The TWWF and related legislation also impose ongoing training and payroll obligations:
- Anti-Harassment Training. All employees, managers, and owners must complete OHR-certified training every two years. Training compliance must be reported to the OHR within 30 business days of the session.
- Pay Stub Transparency. Effective January 1, 2026, pay stubs must now itemize all compensation components, including base wages, tips, commissions, and bonuses.
- Wage Increases: Note that the tipped minimum wage remains $10.00 per hour until July 1, 2026, when it is scheduled to increase to 56% of the full minimum wage.
Next Steps for Employers
To ensure your organization meets the May 31 reporting deadline, employers should take the following actions:
- Review 2025 Records: Gather all internal documentation regarding sexual harassment complaints from the past year, including the classifications of those involved.
- Audit Your Policy: Verify that your sexual harassment policy includes the mandatory language regarding OHR reporting and has been properly distributed to your team.
- Access the OHR Portal: Log in to the OHR Tipped Wage portal early to upload your policy and complete the required certifications before the deadline.
- Update Payroll Systems: Ensure your 2026 pay stubs reflect the itemization requirements for tips.
