Colorado employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Employers must provide 1 hour of paid sick leave for every 30 hours worked, up to 48 hours per year, and additional leave during public health emergencies.

C.R.S. § 8-13.3-401 et seq. · effective Jan 2021 · source

Colorado's FAMLI program provides up to 12 weeks of paid, job-protected family and medical leave, funded by employer and employee premiums.

C.R.S. § 8-13.3-501 et seq. · effective Jan 2024 · source

Employers must display the COMPS Order poster, HFWA poster, and FAMLI poster in a conspicuous workplace location.

7 CCR 1103-1, Rule 7.4; C.R.S. § 8-13.3-408; C.R.S. § 8-13.3-511 · effective Jan 2024 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Upon involuntary termination, employers must pay all earned wages immediately, with limited exceptions. If an employee resigns, they must be paid on the next regular payday.

C.R.S. § 8-4-109 · effective Jan 2023 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Colorado state minimum wage

C.R.S. § 8-6-109 · effective Jan 2024

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Colorado requires overtime pay of 1.5 times the employee's regular rate for hours worked over 40 per workweek, over 12 per workday, or over 12 consecutive hours.

7 CCR 1103-1, Rule 4 · effective Jan 2024 · source

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Employers must disclose the hourly rate or salary range, a general description of benefits, and how to apply in all job postings.

C.R.S. § 8-5-101 et seq.; 7 CCR 1103-13 · effective Jan 2024 · source

Colorado requires a 30-minute duty-free meal period for shifts over 5 hours and a paid 10-minute rest break for every 4 hours of work.

7 CCR 1103-1, Rule 5 · effective Jan 2024 · source

Non-compete agreements are void unless they apply to highly compensated employees and meet strict notice requirements.

C.R.S. § 8-2-113 · effective Aug 2022 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Employers are prohibited from inquiring about an applicant's criminal history on an initial employment application.

C.R.S. § 8-2-130 · effective Sep 2021 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990