Employment Law in Colorado
Colorado is an at-will employment state, but state and federal law set real limits. The Colorado Anti-Discrimination Act bars discrimination, Colorado has its own daily overtime rule, your final paycheck is due immediately if you're fired, and the state requires both paid sick leave and paid family leave. This hub explains the statewide essentials, then links a guide for each topic.
By Find Local Law Editorial Team · Last reviewed: May 26, 2026
Researched and drafted with AI assistance and verified against primary sources (statutes, Judicial Council forms, and official court websites). This is general information, not legal advice.
This is general information, not legal advice. Employment cases turn heavily on your specific facts and deadlines — talk to a Colorado attorney about your situation.
Colorado employment law pairs a common-law default (at-will) with state and federal statutes that limit what employers can do.
Colorado is at-will
Colorado follows the at-will employment doctrine — a court-recognized common-law rule, not a single statute. Either party may end the employment at any time, for any lawful reason. The key limit: you cannot be fired for an illegal reason, such as unlawful discrimination, retaliation for protected activity, or a discharge that violates public policy.
Anti-discrimination law (CADA)
The Colorado Anti-Discrimination Act (CADA) (C.R.S. § 24-34-402) prohibits employment discrimination based on disability, race (including protective hairstyles), creed, color, sex, pregnancy, sexual orientation, gender identity, gender expression, marital status, religion, age, national origin, and ancestry. It’s enforced by the Colorado Civil Rights Division, and the 2024 POWR Act modernized CADA, including its harassment standards. Federal laws also apply — Title VII, the ADA, and the ADEA.
Colorado’s own daily overtime rule
Colorado has its own overtime rules under the COMPS Order (7 CCR 1103-1). Covered employees earn time-and-a-half for hours over 40 in a week, over 12 in a day, or 12 consecutive hours — whichever yields the greater pay. This daily overtime trigger is unusual and broader than the federal FLSA.
Final pay due immediately if fired
Under the Colorado Wage Act (C.R.S. § 8-4-109), if you are fired, your wages are due immediately (with narrow timing allowances if the payroll unit is offsite). If you quit, wages are due on the next regular payday.
Paid sick leave (HFWA) and paid family leave (FAMLI)
Colorado requires paid sick leave under the Healthy Families and Workplaces Act (HFWA) and offers paid family and medical leave through the state FAMLI program.
The guides
Pick your topic below. To get matched with a local Colorado employment attorney, connect with a lawyer.
Guides
- Colorado At-Will Employment
Colorado follows the at-will employment doctrine — a court-recognized common-law rule, not a single statute. Either party may end the employment at any time for any lawful reason. The key limit: you cannot be fired for an illegal reason, such as unlawful discrimination, retaliation for protected activity, or a discharge that violates public policy.
- Colorado Minimum Wage
Colorado's minimum wage is set by the state constitution (Colo. Const. Art. XVIII, § 15) and adjusted annually for inflation (CPI), with the new rate announced each fall and effective January 1, by the Colorado Division of Labor. Some localities, such as Denver, set higher local minimum wages. Because the rate changes every year, always check the current figure.
- Paid Leave in Colorado
Colorado requires paid sick leave under the Healthy Families and Workplaces Act (HFWA, C.R.S. § 8-13.3-401 et seq.) — employees accrue 1 hour per 30 hours worked, up to 48 hours a year. Colorado also has paid family and medical leave through the state FAMLI program (C.R.S. § 8-13.3-501 et seq.), which provides partial wage replacement for up to 12 weeks for family or medical reasons; benefits began in 2024.
- Colorado Wages and Overtime
Colorado has its own overtime rules under the COMPS Order (7 CCR 1103-1) — covered employees earn time-and-a-half for hours over 40 in a week, over 12 in a day, or 12 consecutive hours, whichever yields the greater pay. This daily trigger is broader than the federal FLSA. Under the Colorado Wage Act (C.R.S. § 8-4-109), final wages are due immediately if you're fired, or the next regular payday if you quit.
- Workplace Discrimination in Colorado
The Colorado Anti-Discrimination Act (CADA), C.R.S. § 24-34-402, prohibits employment discrimination based on disability, race (including protective hairstyles), creed, color, sex, pregnancy, sexual orientation, gender identity, gender expression, marital status, religion, age, national origin, and ancestry. It's enforced by the Colorado Civil Rights Division, the 2024 POWR Act modernized it, and federal laws also apply.
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