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

EEOC Deferral

300 days

Min. Wage

$15.16

Colorado State Laws (4)

CADA

Colo. Rev. Stat. §§ 24-34-401 to 24-34-406

300 days

1+ employees

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

disabilityracecreedcolorsexsexual orientation (including transgender status)religionage (40+)national originancestrymarriage to a coworker

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

Back payFront payCompensatory damagesPunitive damagesReinstatementInjunctive reliefAttorney fees and costs

File with: Colorado Civil Rights Division (CCRD)300 days

CO Equal Pay

Colo. Rev. Stat. § 8-5-101 et seq.

— days

1+ employees

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

sex

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

Unpaid wages and lost compensationLiquidated damagesInjunctive reliefAttorney fees and costs

File with: Colorado Department of Labor and Employment or private lawsuit2 years (3 years for willful violations)

CO Paid Sick Leave

Colo. Rev. Stat. § 8-13.3-401 et seq.

— days

1+ employees

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

Reinstatement of leave balancesUnpaid wagesPenalties and finesProtection from retaliation

File with: Colorado Department of Labor and Employment2 years

CO FAMLI

Colo. Rev. Stat. § 8-13.3-501 et seq.

— days

1+ employees

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

Paid leave benefits (up to 90% of wages for lower-income workers)Job protection during leaveReinstatement to same or comparable positionProtection from retaliation

File with: Colorado FAMLI Division, Department of Labor and EmploymentBenefits must be claimed within applicable timeframes

Local Ordinances in Colorado (1)

Denver

Denver ADO

Denver Rev. Municipal Code §§ 28-91 to 28-116

300 days

1+ employees

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

racecolorcreedreligionnational originancestrysexsexual orientationgender identitygender expressiondisabilityagemarital statusfamilial statusmilitary status

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.

Title VII15+ employees

Section 19811+ employees

WARN Act100+ employees

— days

Rehabilitation Act1+ employees

300 days

SOX Section 8061+ employees

180 days

INA Section 1324b4+ employees

180 days

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 Rights

This 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: February 2025.