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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.

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. Discrimination claims involve strict deadlines and fact-specific proof — talk to a Colorado attorney about your situation.

Colorado bars workplace discrimination through its own state statute, layered on top of federal protections.

The Colorado Anti-Discrimination Act (CADA)

Under CADA (C.R.S. § 24-34-402), it is unlawful to discriminate in employment based on:

  • Disability
  • Race, including protective hairstyles
  • Creed, color
  • Sex and pregnancy
  • Sexual orientation, gender identity, gender expression
  • Marital status, religion
  • Age
  • National origin, ancestry

CADA is enforced by the Colorado Civil Rights Division.

The 2024 POWR Act

The POWR Act (Protecting Opportunities and Workers’ Rights), enacted in 2024, modernized CADA, including its harassment standards.

Federal law also applies

Federal statutes overlap with CADA — Title VII, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA).

What to do

If you suspect discrimination, deadlines for filing matter. A related limit on firings is covered in our at-will employment 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

What does CADA protect against in Colorado?
The Colorado Anti-Discrimination Act (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.
Who enforces discrimination law in Colorado?
The Colorado Civil Rights Division enforces CADA. Federal laws — Title VII, the ADA, and the ADEA — also apply and are enforced by the EEOC.
What changed under the 2024 POWR Act?
The POWR Act modernized CADA, including its harassment standards. The exact effect depends on your facts, so consider talking to a Colorado employment attorney.

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.
  • 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.

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