District of Columbia Final Wage Payment Demand
District of Columbia Final Wage Payment Demand
From: [EMPLOYEE NAME]
Mailing address: [ADDRESS]
Phone/email: [CONTACT]
Date: [__/__/____]
To: [EMPLOYER LEGAL NAME]
Attention: [PAYROLL OR MANAGER]
Address: [ADDRESS]
Re: Earned wages through [LAST DAY WORKED]
I worked for [EMPLOYER] as [POSITION] from [START DATE] through [LAST DAY]. My work ended or was suspended on [DATE] because ☐ I was discharged ☐ I resigned ☐ work was suspended by a labor dispute. I request the earned wages itemized below.
| Work or pay period | Wage basis and work | Wages earned | Wages paid | Unpaid balance |
|---|---|---|---|---|
| [DATES] | [HOURS/RATE, SALARY, OR OTHER BASIS] | $[AMOUNT] | $[AMOUNT] | $[AMOUNT] |
| [DATES] | [HOURS/RATE, SALARY, OR OTHER BASIS] | $[AMOUNT] | $[AMOUNT] | $[AMOUNT] |
| Total | $[AMOUNT] | $[AMOUNT] | $[TOTAL] |
The next regular payday was [DATE]. My role ☐ did ☐ did not make me responsible for money belonging to the employer. I ☐ did ☐ did not have a written employment contract for more than 30 days. I ☐ was ☐ was not covered by a collective agreement between the employer and a bona fide union; if yes, the relevant terms are [TERMS].
Under D.C. Code § 32-1303, discharge generally calls for payment by the next working day, subject to the statute's four-day accounting period for an employee responsible for employer money. For resignation without a written contract longer than 30 days, the deadline is the earlier of the next regular payday or seven days after resignation. A labor-dispute suspension calls for payment of earned wages by the next regular payday. These rules are subject to a qualifying collective agreement. For the facts above, I calculate the applicable payment date as [DATE] because [EXPLAIN THE SELECTED BRANCH].
Please pay the outstanding $[TOTAL] by [REQUESTED DATE] and send a written payroll calculation if you dispute any item. Send payment and your response to [ADDRESS OR USUAL PAYROLL CHANNEL]. This request preserves any remedy that the law and proven facts support.
Temporary staffing arrangement, if applicable: I was employed by [STAFFING FIRM] and performed work for [CLIENT EMPLOYER]. I am sending this notice to both entities at [ADDRESSES]. Section 32-1303(6) requires notice to the temporary staffing firm and employer at least 30 days before filing a claim for the violations addressed there. The alleged violation is [SPECIFY].
Sincerely,
Signature: [SIGNATURE]
Printed name: [NAME]
Enclosures: [TIME RECORDS, PAY STUBS, CONTRACT OR COLLECTIVE AGREEMENT, CORRESPONDENCE, OR NONE]
Official source
About this template
- Last updated
- October 27, 2026
- Citations checked
- October 27, 2026
- Jurisdiction
- District of Columbia
- Category
- Employment & HR
Legal authority
- D.C. Code § 32-1303(1)-(4) (final wages after discharge, resignation, or suspension)
- D.C. Code § 32-1303(6) (temporary staffing liability and notice)
Employment documents govern the relationship between a company and its workers, from offer letters and employment agreements through handbooks, performance reviews, and separations. Done right, they set clear expectations, protect against wrongful termination and discrimination claims, and give both sides a record to rely on. Done poorly, they invite lawsuits, agency complaints, and costly disputes.
Not legal advice
This template is provided for informational purposes. We recommend having an attorney review any legal document before signing, especially for high-value or complex matters.
Checked against the law it cites
A reviewer verified this template's legal citations against the official source on October 27, 2026.
D.C. Code § 32-1303(1) (checked October 27, 2026): "Whenever an employer discharges an employee, the employer shall pay the employee’s wages earned not later than the working day following such discharge"
D.C. Code § 32-1303(2) (checked October 27, 2026): "Whenever an employee (not having a written contract of employment for a period in excess of 30 days) quits or resigns, the employer shall pay the employee’s wages due upon the next regular payday or within 7 days"
D.C. Code § 32-1303(3) (checked October 27, 2026): "When work of an employee is suspended as a result of a labor dispute, the employer shall pay to such employee not later than the next regular payday"
D.C. Code § 32-1303(6) (checked October 27, 2026): "The District, the employee, or the employee’s representative shall notify the temporary staffing firm and employer of the alleged violations at least 30 days before filing a claim for these violations."
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