Colorado Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2026)

FAMLI (Family and Medical Leave Insurance) leave provides up to 12 weeks of paid leave per year for qualifying events.

Parents of newborns needing NICU care can add 12 more weeks under NICU leave rules from SB 25-144. That brings the total to 24 weeks for NICU families. This is a national first among state leave programs.

The 2026 premium rate is 0.88% of wages. The maximum weekly benefit is $1,381.45. Benefits cover roughly 90% of lower-wage workers’ pay.

Employers with 10 or more employees pay half the premium. Those with fewer than 10 employees pay nothing on the employer side.

Colorado sick time law lets employees accrue one hour of paid sick leave for every 30 hours worked. The annual cap is 48 hours. Sick leave covers personal illness, preventive care, domestic violence situations, and caring for family members.

COMPS Order #40 now requires employers to track and document sick leave balances. Employees can request accrual records at any time. New CDLE rules effective February 1, 2026 clarify how to calculate sick leave pay for employees with variable rates, commissions, or shift differentials.

While Colorado law does not mandate vacation time, employers cannot enforce “use-it-or-lose-it” policies regarding accrued vacation days. Employees may carry over unused vaca

Under Colorado Revised Statutes (C.R.S.) § 13-71-126, employers are required to pay employees who are called for jury duty up to $50 per day for the first three days of service.

After this period, the state provides compensation to jurors, and employers are no longer obligated to pay.

This requirement does not extend to temporary or part-time employees, and employers are not required to pay more than the $50 daily rate during those initial days of service.

This policy policy under the FAMLI program provides job-protected leave for employees experiencing domestic violence, stalking, abuse, or sexual assault. Employees can take this leave by providing a simple good-faith attestation, without the need for legal proof.

Colorado law does not require employers to provide paid or unpaid bereavement leave. However, if an employer has a bereavement leave policy, they must adhere to their established policy or practice​.

Colorado law grants military service members up to 15 days of unpaid leave per year for National Guard or U.S. armed forces exercises, with reinstatement rights to their previous position.

Public employees may receive additional benefits, including paid military leave and retention of benefits​.

Employees are entitled to up to 2 hours of paid leave to vote in a primary or general election. The leave must be requested at least one day before the election, and employers may choose when the leave is taken.

However, if the employee’s shift already provides three hours to vote before or after work, the employer is not required to grant voting leave​.

During a declared public health emergency, such as COVID-19, employees are entitled to paid leave. This covers various situations including illness, quarantine, vaccination, and caring for family members affected by school or childcare closures.

The leave is paid at the employee’s regular rate, ensuring that workers are supported during health crises.

Qualified volunteers, such as first responders, are eligible for up to 15 days of unpaid leave per year to respond to emergencies.

This leave ensures that individuals involved in emergency services can perform their duties without risking their employment status.

Construction crews working in Denver earns at least $19.29 per hour. Boulder contractors must pay at least $16.82 per hour. Edgewater projects require at least $18.17 per hour.

Edgewater also set a $4.67 tip credit for 2026 under HB 25-1208. That puts the tipped cash wage floor at $13.50 for Edgewater. Check local postings before every new project.

In Colorado, certain categories of employees are exempt from minimum wage requirements. Here’s a list of those exemptions:

1. Administrative Employees
2. Executives or Supervisors
3. Professional Employees
4. Outside Salespersons
5. Owners or Proprietors
6. Taxi Cab Drivers
7. In-Residence Workers (e.g., casual babysitters, property managers, student residence workers)
8. Bona Fide Volunteers and Work-Study Students
9. Elected Officials and Their Staff
10. Highly-Technical Employees in Computer-Related Occupations
11. High-Earning Employees
12. National Western Stock Show Employees

Additionally, non-emancipated minors can be paid at a rate 15% lower than the statewide minimum wage.

Colorado is an at-will employment state. Employers can terminate at any time, for any legal reason. Employees can resign without notice. Many contractors ask whether Colorado is an at will state when planning crew changes. The answer is yes, but the doctrine has limits.

At-will status does not protect discriminatory terminations. Any firing based on race, gender, disability, religion, age (40+), national origin, sexual orientation, gender identity, or pregnancy violates Colorado employment law.

Colorado is not a traditional right-to-work state. Employees in most workplaces are not required to join a union or pay dues. But the Colorado Labor Peace Act allows mandatory union security agreements after two elections result in 75%+ workforce approval.

Many construction employers ask whether Colorado is a right to work state when setting up union or open-shop agreements. The modified framework means some union agreements can require dues from covered employees.

Colorado’s Ban-the-Box law prohibits asking about criminal history on initial job applications. Employers can request background information later in the hiring process. Drug testing is permitted, but Colorado’s marijuana laws limit how employers can act on positive cannabis results for off-duty use.

Colorado protects employees from discrimination based on race, gender, disability, religion, and other protected characteristics. Employers must provide equal opportunities regardless of these traits.