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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.

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. Wage claims involve specific records and deadlines — talk to a Colorado attorney about your situation.

Colorado does not simply borrow federal wage rules — it sets its own overtime and final-pay standards.

Colorado’s own daily overtime rule

Under the COMPS Order (7 CCR 1103-1), covered employees earn time-and-a-half for hours worked:

  • Over 40 in a workweek, or
  • Over 12 in a day, or
  • 12 consecutive hours

— whichever yields the greater pay. That daily overtime trigger is unusual and broader than the federal FLSA (29 U.S.C. § 207), which counts only weekly hours over 40.

Final paychecks

The Colorado Wage Act (C.R.S. § 8-4-109) sets when your last check is due:

  • If you’re fired — 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.

Your hourly rate floor is covered in our minimum wage guide. For the full 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

Does Colorado have its own overtime law?
Yes. 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. The daily trigger is broader than the federal FLSA (29 U.S.C. § 207).
When does my Colorado employer have to give me my final paycheck?
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.
What is daily overtime in Colorado?
Colorado pays time-and-a-half not just for over 40 hours in a week, but also for over 12 hours in a day or 12 consecutive hours — whichever yields the greater pay. This daily overtime trigger is unusual.

Sources

Related 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.
  • 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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