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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.

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. Whether you’re truly at-will depends on your contract and the laws that apply — talk to a Colorado attorney about your situation.

Colorado is an at-will employment state. Unlike many of the rules on this site, at-will is not a single statute — it’s a court-recognized common-law rule that Colorado courts have long applied.

What at-will means

Either the employer or the employee may end the employment at any time, for any lawful reason. You can quit without giving a reason; likewise, an employer can let you go without one. A written employment contract or an applicable statute can override this default.

The important limits

At-will is not unlimited. You cannot be fired for an illegal reason, including:

  • Unlawful discrimination — for example, on the basis of a protected characteristic. See our workplace discrimination guide.
  • Retaliation for protected activity — such as reporting an employer’s violation of law.
  • Violation of public policy — Colorado courts recognize a public-policy exception that bars firing an employee for reasons society protects.

What to do

If you’ve been fired and suspect the reason was illegal, the timing and facts matter. For the bigger picture, start at the Colorado employment law hub. To get matched with a local Colorado employment attorney, connect with a lawyer.

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Frequently asked questions

What does 'at-will employment' mean in Colorado?
It means either the employer or the employee can end the employment at any time, for any lawful reason. At-will is a court-recognized common-law rule in Colorado, not a single statute.
Can my Colorado employer fire me for any reason at all?
Almost — but not for an illegal reason. You cannot be fired because of unlawful discrimination, in retaliation for protected activity, or in violation of public policy.
How do I know if I'm not at-will?
If you have an employment contract or are covered by a statute or agreement that limits termination, the at-will default may not apply. A Colorado employment attorney can review your situation.

Sources

Related guides

  • 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.
  • 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.
  • 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.
  • 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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