Washington, D.C.

Find an Attorney in Washington, D.C.

The District of Columbia runs its own court system, its own bar, and one of only four jurisdictions still using pure contributory negligence — a doctrine that can bar your recovery if a jury finds you even 1% at fault. Add the District’s overlap with federal agencies, the DOES workers-comp system, and the dual track of D.C. and federal immigration practice, and D.C. matters call for counsel who works here every day.

Practice areas in Washington, D.C.

Common questions about Washington, D.C. attorneys

D.C. is one of four U.S. jurisdictions (with Alabama, Maryland, and Virginia) that still use pure contributory negligence. If a jury finds you even 1% at fault, you recover nothing. Every other state uses some form of comparative fault, where your recovery is reduced by your share. The "last clear chance" doctrine — where a defendant who could have avoided the accident still bears full liability — is one of the few workarounds.
Three years from the date of injury under D.C. Code § 12-301(8). That’s longer than most states, but a 6-month notice requirement applies for claims against the District government under D.C. Code § 12-309 — miss that window and the case is barred. Medical malpractice has its own 90-day notice-of-intent under D.C. Code § 16-2802 before filing.
Depends on the parties and subject matter. D.C. Superior Court handles most matters between D.C. residents — personal injury, contract disputes, family law, local criminal charges, and D.C. statutory claims. The U.S. District Court for D.C. handles federal-question cases and diversity cases between citizens of different states. Many cases could go either way, and the choice of forum matters significantly — local counsel will know which is better for your situation.
D.C. workers’ comp runs through the Department of Employment Services (DOES) — not the courts — under the District of Columbia Workers’ Compensation Act (D.C. Code § 32-1501). You file with DOES, attend administrative hearings, and can appeal through the Compensation Review Board. Federal employees and longshore/harbor workers have separate systems (FECA and LHWCA, respectively). The D.C. system is generally seen as employee-friendly compared to neighboring Virginia.
In most cases, yes. The D.C. Human Rights Act (D.C. Code § 2-1401.01) covers more protected classes than Title VII — including sexual orientation, gender identity, family responsibilities, source of income, and marital status — and applies to employers of any size, unlike Title VII’s 15-employee threshold. The Office of Human Rights handles charges, with a 1-year filing deadline (much longer than federal). Many D.C. workers can pursue both federal and D.C. claims simultaneously.

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