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Recruiting: Colorado

This guide provides HR professionals with an overview of Colorado laws related to recruiting practices, including hiring methods, job applications, pay transparency requirements, and compliance considerations.

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by Stuart R. Buttrick, Taylor L. Lindauer, Lindsey M. Hogan, Alexander E. Preller, Stacey Smiricky and Aaron T. Vance, Faegre Drinker Biddle & Reath LLP

Summary

This guide provides HR professionals with an overview of Colorado laws addressing employer recruiting practices. It covers recruiting methods and sources, advertising dos and don’ts, laws regarding job applications, considerations for recruiting minors, avoiding discrimination risk and more.

In this guide, learn about:

  • Methods and sources
  • Colorado anti-discrimination act
  • Transparency in pay and opportunities for promotion or advancement
  • Age-related inquiries
  • Recruiting promises
  • Discrimination against unemployed applicants
  • Outsourcing and independent contractors
  • Undocumented workers
    • Employment eligibility verification
  • Recruiting underage workers
  • Veterans preference
  • Inquiries regarding expunged criminal records
  • Ban the box
  • Future developments

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Jurisdiction: Colorado

Latest updates

Updated to reflect law restricting age-related inquiries on job applications, effective July 1, 2024.

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About the author

Faegre Drinker Biddle & Reath LLP

Faegre Drinker Biddle & Reath is an international law firm headquartered in the United States with locations from coast to coast and in the United Kingdom and China. They have a broad range of practice areas and support various industries such as financial services, technology and health and life sciences.

Faegre Drinker has an extensive labor and employment practice that helps employers manage the employment relationship and comply with labor and employment laws and regulations. Their areas of expertise include HR and compliance, litigation, immigration and global mobility, labor relations and workforce safety.

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