Yes, in all three — with different thresholds and exemption rules:

• Washington, DC: Required for all employers with 1 or more employees, full-time or part-time. Domestic workers earning under a low threshold are typically exempt; certain casual labor is exempt.
• Maryland: Required for all employers with 1 or more employees, full- or part-time, with limited exceptions (some agricultural workers, certain domestic employees, very narrow corporate-officer election-out).
• Virginia: Required for employers with 3 or more employees regularly in service (the headcount includes part-time, seasonal, and family-member employees in most cases). Subcontractors are usually counted toward the 3-employee threshold.

Penalties for non-compliance are significant in all three jurisdictions — civil fines, stop-work orders, personal liability for owners, and in egregious cases criminal exposure. Beyond the legal mandate, workers’ comp also provides employers with the “exclusive remedy” shield (see Q6).

We quote across multiple A-rated carriers and the state-mandated assigned-risk pool if needed.