Colorado Employment Law
Colorado Anti-Discrimination Act covers all employers with 1+ employees. Includes Equal Pay Act, paid family leave (FAMLI), and paid sick leave protections.
At-Will
Yes
Right-to-Work
No
EEOC Deferral
300 days
Min. Wage
$15.16
Colorado State Laws (10)
CADA
Colo. Rev. Stat. §§ 24-34-401 to 24-34-406
Colorado's comprehensive anti-discrimination statute covering all employers with one or more employees. Protects employees against discrimination based on a broad range of characteristics including disability, race, sex, sexual orientation (including transgender status), age, and marriage to a coworker. Administered by the Colorado Civil Rights Division.
Protected Classes
Key Provisions
- ✓No minimum employee threshold — covers all employers
- ✓Broad protected classes including sexual orientation with explicit transgender coverage
- ✓Protects against discrimination based on marriage to a coworker
- ✓Prohibits discrimination in hiring, firing, promotion, compensation, and terms of employment
- ✓Administered by the Colorado Civil Rights Division
- ✓300-day filing deadline is more generous than most states
Remedies
CO Equal Pay
Colo. Rev. Stat. § 8-5-101 et seq.
Prohibits employers from discriminating on the basis of sex by paying different wages for substantially similar work. Requires employers to disclose pay ranges in job postings and notify employees of promotional opportunities. One of the most progressive equal pay laws in the nation.
Protected Classes
Key Provisions
- ✓Prohibits pay discrimination based on sex for substantially similar work
- ✓Requires employers to include pay ranges in all job postings
- ✓Requires employers to disclose promotional opportunities to all employees
- ✓Prohibits employers from asking about or relying on wage history
- ✓Employers must maintain records of job descriptions and wages for each employee
- ✓Protects employees from retaliation for discussing or inquiring about wages
Remedies
CO Paid Sick Leave
Colo. Rev. Stat. § 8-13.3-401 et seq.
Requires all Colorado employers to provide paid sick leave to their employees. Employees accrue one hour of paid sick leave for every 30 hours worked, up to 48 hours per year. Leave may be used for the employee's own illness, care of a family member, or for reasons related to domestic violence, sexual assault, or stalking.
Key Provisions
- ✓Requires paid sick leave for all employees regardless of employer size
- ✓Accrual rate of 1 hour per 30 hours worked, capped at 48 hours per year
- ✓Leave can be used for personal illness, family care, or domestic violence-related needs
- ✓Provides additional leave during public health emergencies
- ✓Prohibits retaliation for requesting or using paid sick leave
Remedies
CO FAMLI
Colo. Rev. Stat. § 8-13.3-501 et seq.
Colorado's Family and Medical Leave Insurance (FAMLI) program provides paid family and medical leave benefits to all Colorado workers. Funded through employer and employee premiums, the program provides up to 12 weeks (16 weeks for pregnancy/childbirth complications) of paid leave for qualifying family and medical reasons.
Key Provisions
- ✓Provides paid family and medical leave insurance for all Colorado workers
- ✓Up to 12 weeks of paid leave (16 weeks for pregnancy/childbirth complications)
- ✓Covers bonding with a new child, family member's serious health condition, employee's own condition
- ✓Covers needs related to a family member's military deployment
- ✓Covers needs related to domestic violence, stalking, or sexual assault
- ✓Premiums shared between employers and employees
- ✓Job protection and anti-retaliation provisions
Remedies
CO Job Application Fairness
Colo. Rev. Stat. § 8-2-131
Effective July 1, 2024. Prohibits employers from requesting, requiring, or relying upon an applicant's age, date of birth, dates of attendance at or graduation from educational institutions on initial employment applications.
Protected Classes
Key Provisions
- ✓Effective July 1, 2024. Prohibits employers from requesting, requiring, or relying upon an applicant's age, date of birth, dates of attendance at or graduation from educational institutions on initial employment applications.
Remedies
CO Personnel File Inspection
Colo. Rev. Stat. § 8-2-129
Grants employees the right to inspect their own personnel files at least annually, upon request. Former employees retain right for 1 year after separation.
Key Provisions
- ✓Grants employees the right to inspect their own personnel files at least annually, upon request. Former employees retain right for 1 year after separation.
Remedies
CO Protecting Opportunities and
Colo. Rev. Stat. § 24-34-402 (as amended by S.B. 23-172, eff. Aug. 7, 2023)
Significantly expanded CADA: lowers harassment standard from "severe or pervasive" to conduct that is unwelcome and a reasonable person would consider it more than petty slight or trivial inconvenience; extends protections to all marital statuses; restricts NDAs in discrimination settlements; protects independent contractors and domestic workers.
Protected Classes
Key Provisions
- ✓Significantly expanded CADA: lowers harassment standard from "severe or pervasive" to conduct that is unwelcome and a reasonable person would consider it more than petty slight or trivial inconvenience; extends protections to all marital statuses; restricts NDAs in discrimination settlements; protects independent contractors and domestic workers.
Remedies
CO State Employee Whistleblower
Colo. Rev. Stat. §§ 24-50.5-101 to 24-50.5-107
Protects state employees who report waste, fraud, abuse, or violations of law to appropriate authorities. Prohibits retaliation including discharge, demotion, or other discriminatory action.
Protected Classes
Key Provisions
- ✓Protects state employees who report waste, fraud, abuse, or violations of law to appropriate authorities. Prohibits retaliation including discharge, demotion, or other discriminatory action.
Remedies
CO Public Health Emergency
Colo. Rev. Stat. §§ 8-14.4-101 to 8-14.4-104
Enacted in 2020 in response to COVID-19. Protects workers (including independent contractors) from retaliation for raising reasonable concerns about workplace health/safety violations during a declared public health emergency, or for voluntarily wearing PPE not provided by employer.
Protected Classes
Key Provisions
- ✓Enacted in 2020 in response to COVID-19. Protects workers (including independent contractors) from retaliation for raising reasonable concerns about workplace health/safety violations during a declared public health emergency, or for voluntarily wearing PPE not provided by employer.
Remedies
CO Restrictive Employment Agreement
Colo. Rev. Stat. § 8-2-113 (as amended by H.B. 22-1317)
Voids non-compete and non-solicit agreements except in narrow categories: highly compensated employees ($112,500+ for non-competes; $67,500+ for non-solicits in 2024), trade secret protection, and during the sale of a business. Imposes notice and disclosure requirements.
Key Provisions
- ✓Voids non-compete and non-solicit agreements except in narrow categories: highly compensated employees ($112,500+ for non-competes; $67,500+ for non-solicits in 2024), trade secret protection, and during the sale of a business. Imposes notice and disclosure requirements.
Remedies
Local Ordinances in Colorado (1)
Denver ADO
Denver Rev. Municipal Code §§ 28-91 to 28-116
The Denver Anti-Discrimination Ordinance prohibits employment discrimination and covers all employers with 1 or more employees operating in the city. It provides protections that complement and in some cases exceed Colorado state law, including protections based on gender identity, gender expression, and familial status in the employment context. The ordinance is enforced by the Denver Agency for Human Rights and Community Partnerships.
Protected Classes
Federal Laws That Apply in Colorado
These federal statutes protect workers nationwide, including in Colorado. As a deferral state, the EEOC filing deadline is extended to 300 days for most claims.
Check which laws apply to your situation in Colorado
Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.
Check My RightsThis information is provided for educational purposes only and does not constitute legal advice.Colorado laws are subject to legislative changes. Consult a qualified employment attorney in Colorado for advice about your specific situation. Last reviewed: March 2026.