{"id":6678,"date":"2012-05-17T08:43:00","date_gmt":"2012-05-17T13:43:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6678"},"modified":"2026-01-06T09:14:26","modified_gmt":"2026-01-06T14:14:26","slug":"colorado-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/colorado-employment-law\/","title":{"rendered":"Colorado employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">Colorado has many laws that provide greater protections to employees than federal law, including broader antidiscrimination protections, pregnancy accommodation rights, a higher minimum wage and health care continuation coverage obligations for smaller employers, but generally follows federal law with respect to topics such as occupational safety.<\/p>\n\n\n\n<p class=\"\">Select Colorado employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must <a href=\"\/us\/solutions\/hr-compliance\/\">comply<\/a> with both federal and state law.<\/p>\n\n\n\n<p class=\"\">An employer must also comply with applicable municipal law obligations affecting the employment relationship, in addition to complying with state and federal requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/h2>\n\n\n\n<p class=\"\">Key Colorado requirements impacting EEO, diversity and employee relations are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices-co\">Fair employment practices<\/h3>\n\n\n\n<p class=\"\">The Colorado Anti-Discrimination Act (CADA) applies to all employers except religious organizations and associations that do not receive support from public funds. The CADA prohibits discrimination based on protected characteristics, including:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race (including hair texture, hair type and protective hairstyles commonly or historically associated with race)<\/li>\n\n\n\n<li class=\"\">Color<\/li>\n\n\n\n<li class=\"\">Creed or religion<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy)<\/li>\n\n\n\n<li class=\"\">Disability<\/li>\n\n\n\n<li class=\"\">Age (over 40)<\/li>\n\n\n\n<li class=\"\">National origin<\/li>\n\n\n\n<li class=\"\">Sexual orientation<\/li>\n\n\n\n<li class=\"\">Gender identity or gender expression<\/li>\n\n\n\n<li class=\"\">Ancestry<\/li>\n\n\n\n<li class=\"\">Marriage to a co-worker (employers with more than 25 employees)<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-group has-primary-white-color has-alabaster-gray-background-color has-text-color has-background has-link-color wp-elements-2472e1390474567eb6a4c74ae2430754 has-global-padding is-layout-constrained wp-container-core-group-is-layout-ff778368 wp-block-group-is-layout-constrained\" style=\"border-top-right-radius:25px;border-bottom-right-radius:25px;border-left-color:var(--wp--preset--color--secondry-orange);border-left-width:5px;padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer lnrs-hide-block-on-mobile\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h2 class=\"wp-block-heading has-secondary-blue-color has-text-color has-link-color wp-elements-a79f6c401f062e5c370202ec05842760\" style=\"font-size:clamp(17.905px, 1.119rem + ((1vw - 3.2px) * 1.383), 28px);\">Explore most comprehensive collection of Colorado employment law resources managed by trusted HR experts<\/h2>\n\n\n\n<p style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\" class=\"\">The Brightmine HR &amp; Compliance Center helps your organization stay compliant, profitable and ahead of labor and employment law updates in Colorado and other states.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:42px\">\n<figure class=\"wp-block-image size-full is-resized\"><img decoding=\"sync\" src=\"https:\/\/uat.cdn.brightmine.com\/wp-content\/uploads\/sites\/4\/2024\/03\/28101720\/checkmark_80x80.png\" alt=\"\" class=\"wp-image-19783\" style=\"width:35px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Navigate the complexity of Colorado employment law with in-depth coverage.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:42px\">\n<figure class=\"wp-block-image size-full is-resized\"><img decoding=\"sync\" src=\"https:\/\/uat.cdn.brightmine.com\/wp-content\/uploads\/sites\/4\/2024\/03\/28101720\/checkmark_80x80.png\" alt=\"\" class=\"wp-image-19783\" style=\"width:35px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Monitor changes to Colorado employment law with customized alerts and calendar events.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:42px\">\n<figure class=\"wp-block-image size-full is-resized\"><img decoding=\"sync\" src=\"https:\/\/uat.cdn.brightmine.com\/wp-content\/uploads\/sites\/4\/2024\/03\/28101720\/checkmark_80x80.png\" alt=\"\" class=\"wp-image-19783\" style=\"width:35px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Save time with customizable templates and forms, compliance charts, How-To&#8217;s and more.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:42px\">\n<figure class=\"wp-block-image size-full is-resized\"><img decoding=\"sync\" src=\"https:\/\/uat.cdn.brightmine.com\/wp-content\/uploads\/sites\/4\/2024\/03\/28101720\/checkmark_80x80.png\" alt=\"\" class=\"wp-image-19783\" style=\"width:35px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Get answers to your compliance questions from in-house human HR experts.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-5b5683f2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-custom-font-size wp-element-button\" href=\"\/us\/quote\/\" style=\"border-radius:25px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);\">Request a Quote<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p class=\"\">Harassment is a form of illegal discrimination and is prohibited under the CADA. An employer may be responsible for harassment at the workplace if it knew or should have known of the conduct and failed to take immediate and appropriate remedial measures.<\/p>\n\n\n\n<p class=\"\">The CADA regulations also prohibit retaliation against a person who opposes, reports or assists another person in opposing unlawful discrimination.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay-co\">Equal pay<\/h3>\n\n\n\n<p class=\"\">The Colorado Equal Pay for Equal Work Act prohibits discrimination on the basis of sex (alone or in combination with another protected characteristic) in the payment of wages for substantially similar work. As a defense against wage discrimination claims, an employer must be able to demonstrate that wage differentials are based on a factor other than sex such as seniority, merit, quantity or quality of production, geographic location, education, training, experience, or regular and necessary travel. The law also includes requirements for recordkeeping of wages and transparency in pay and opportunities for promotion or advancement.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"discussion-of-wages-co\">Discussion of wages<\/h3>\n\n\n\n<p class=\"\">The Wage Transparency Act prohibits an employer from taking adverse actions against employees who discuss their wages with others. An employer is also prohibited from requiring that employees not disclose their wages and from requiring an employee to sign a waiver or other document that limits the employee&#8217;s right to disclose his or her wage information.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation-co\">Pregnancy accommodation<\/h3>\n\n\n\n<p class=\"\">Colorado employers are required to provide reasonable accommodations to employees and applicants for health conditions related to pregnancy or the physical recovery from childbirth. Reasonable accommodations include, but are not limited to:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">More frequent or longer break periods<\/li>\n\n\n\n<li class=\"\">More frequent restroom, food and water breaks<\/li>\n\n\n\n<li class=\"\">Obtaining or modifying equipment or seating<\/li>\n\n\n\n<li class=\"\">Lifting limitations<\/li>\n\n\n\n<li class=\"\">Temporary transfer to a less-strenuous or less-hazardous position, if available<\/li>\n\n\n\n<li class=\"\">Job restructuring<\/li>\n\n\n\n<li class=\"\">Light duty, if available<\/li>\n\n\n\n<li class=\"\">Assistance with manual labor<\/li>\n\n\n\n<li class=\"\">Modified work schedules<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Access to personnel files<\/h3>\n\n\n\n<p class=\"\">An employee has a right to access personnel records used to determine his or her qualifications for:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Employment<\/li>\n\n\n\n<li class=\"\">Promotion<\/li>\n\n\n\n<li class=\"\">Additional compensation<\/li>\n\n\n\n<li class=\"\">Discipline<\/li>\n\n\n\n<li class=\"\">Termination<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Current employees have the right to access their personnel files at least annually. A former employee has the right to access his or her personnel file once.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring<\/h2>\n\n\n\n<p class=\"\">Key Colorado requirements impacting recruiting and hiring are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"credit-checks-co\">Credit checks<\/h3>\n\n\n\n<p class=\"\">Colorado&#8217;s Employment Opportunity Act prohibits employers with four or more employees from using consumer credit information for employment purposes subject to certain limited exceptions. The law&#8217;s protections apply to both job applicants and employees. Certain employers and positions are exempt from these provisions, including:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Banks or financial institutions<\/li>\n\n\n\n<li class=\"\">Employers required by law to obtain such information<\/li>\n\n\n\n<li class=\"\">Some high-ranking executive or management personnel and their professional staff<\/li>\n\n\n\n<li class=\"\">Positions involving contracts with defense, intelligence, national security or space agencies of the federal government<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Consumer reports<\/h3>\n\n\n\n<p class=\"\">The Colorado Consumer Credit Reporting Act (CCCRA), while similar to the federal Fair Credit Reporting Act, has unique provisions specific to an employer in Colorado. For example, the CCCRA prohibits consumer reports from containing certain information such as bankruptcy cases more than 10 years old; arrest, indictment or conviction records more than seven years old; and medical information, unless the consumer consents.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"ban-the-box-co\">Ban the box<\/h3>\n\n\n\n<p class=\"\">The Colorado &#8220;ban the box&#8221; law, the Colorado Chance to Compete Act, prohibits an employer from:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Advertising that a person with a criminal history may not apply for a position<\/li>\n\n\n\n<li class=\"\">Stating on an employment application, including an electronic application, that a person with a criminal history may not apply for a position<\/li>\n\n\n\n<li class=\"\">Inquiring into, or requiring disclosure of, an applicant&#8217;s criminal history on an initial written or electronic application form<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The law applies to all employers in the state.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry-restrictions-co\">Salary history inquiry restrictions<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/cdle.colorado.gov\/dlss\/equal-pay-for-equal-work-act\" target=\"_blank\" rel=\"noreferrer noopener\">Colorado&#8217;s Equal Pay for Equal Work Act<\/a> prohibits employers from seeking the wage rate of a prospective employee or relying on a prospective employee&#8217;s wage rate history to determine a wage rate. In addition, employers may not discriminate or retaliate against prospective employees for failing to disclose their wage rate history or against employees for invoking the Act on anyone&#8217;s behalf or assisting in its enforcement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour<\/h2>\n\n\n\n<p class=\"\">Key Colorado requirements impacting wages and hours are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage-co\">Minimum wage<\/h3>\n\n\n\n<p class=\"\">Colorado&#8217;s minimum wage is $15.16 per hour. There are exceptions to the minimum wage rate (e.g., minors who are not emancipated may be paid at a lower rate) and a separate minimum wage rate exists for tipped employees.<\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to make smarter, more-informed decisions?<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/us\/products\/hr-compliance-center\/\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime-co\">Overtime<\/h3>\n\n\n\n<p class=\"\">Colorado law requires an employer to pay nonexempt employees one-and-one-half times their regular pay rate for any work in excess of:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">40 hours per workweek<\/li>\n\n\n\n<li class=\"\">12 hours per workday<\/li>\n\n\n\n<li class=\"\">12 consecutive hours without regard to the starting and ending time of the workday (excluding meal periods where the employee was completely relieved of his or her duties) whichever calculation results in the higher payment of wages<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Rest breaks<\/h3>\n\n\n\n<p class=\"\">An employer must provide employees with a 10-minute paid rest break for each four hours worked. If practicable, breaks should be scheduled in the middle of the work period.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"meal-breaks-co\">Meal breaks<\/h3>\n\n\n\n<p class=\"\">Colorado law requires an employer to provide employees with an uninterrupted meal period of at least 30 minutes for shifts exceeding five consecutive hours of work. The break may be unpaid if the employee is relieved of all job duties.<\/p>\n\n\n\n<p class=\"\">If a 30-minute uninterrupted meal period is impractical, the employer must permit the employee to eat a full meal while working, without any loss of time or compensation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks-co\">Breastfeeding breaks<\/h3>\n\n\n\n<p class=\"\">The Workplace Accommodations for Nursing Mothers Act generally requires an employer to provide a nursing mother with reasonable, unpaid break time or to permit the employee to use paid meal and\/or rest breaks to express breast milk for her nursing child for up to two years after the child&#8217;s birth.<\/p>\n\n\n\n<p class=\"\">An employer must make a reasonable effort to provide a room (other than a toilet stall) in close proximity to the employee&#8217;s work area where the employee can express breast milk in private.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor-co\">Child labor<\/h3>\n\n\n\n<p class=\"\">Child labor laws in Colorado restrict the occupations in which minors may be employed and the number of hours and times during which they may work.<\/p>\n\n\n\n<p class=\"\">Minors under the age of 18 are covered by the Colorado Youth Employment Opportunity Act (CYEOA), which prohibits minors from working in hazardous occupations such as manufacturing, transporting or storing of explosives and the operation of certain power-driven machinery. There are exceptions to the prohibition of hazardous occupations in the case of minors who are at least 14 years old and who are working in certain approved educational, training, or apprenticeship programs.<\/p>\n\n\n\n<p class=\"\">With some exceptions, minors under the age of 16 may not work:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">On school days and during school hours, except as provided by a school release permit<\/li>\n\n\n\n<li class=\"\">More than six hours after school hours, unless the next day is not a school day<\/li>\n\n\n\n<li class=\"\">Between 9:30 p.m. and 5:00 a.m., unless the next day is not a school day (except for baby-sitters, actors, models or performers)<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors under the age of 18 generally may not work more than:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Forty hours in a week<\/li>\n\n\n\n<li class=\"\">Eight hours in any 24-hour period, except in the case of certain approved emergencies<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-benefits\">Pay and benefits<\/h2>\n\n\n\n<p class=\"\">Key Colorado requirements impacting pay and benefits are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"payment-of-wages-co\">Payment of wages<\/h3>\n\n\n\n<p class=\"\">Wages must be paid in cash, or by check payable upon demand without discount in cash. Wages may be paid by direct deposit or electronic paycard under certain circumstances.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements-co\">Pay statements<\/h3>\n\n\n\n<p class=\"\">An employer must provide pay statements to each employee at least monthly, or when they are paid, that include the following information:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Employer&#8217;s name, address and telephone number<\/li>\n\n\n\n<li class=\"\">Employee&#8217;s name or Social Security Number<\/li>\n\n\n\n<li class=\"\">Gross wages earned<\/li>\n\n\n\n<li class=\"\">Amount and purpose of each deduction<\/li>\n\n\n\n<li class=\"\">Net wages earned<\/li>\n\n\n\n<li class=\"\">Total hours worked<\/li>\n\n\n\n<li class=\"\">Regular and overtime hours<\/li>\n\n\n\n<li class=\"\">Straight time<\/li>\n\n\n\n<li class=\"\">Overtime pay<\/li>\n\n\n\n<li class=\"\">Allowances claimed as part of the minimum wage<\/li>\n\n\n\n<li class=\"\">Pay date and the beginning and ending dates of the pay period<\/li>\n\n\n\n<li class=\"\">Pay rate(s) and the basis for the rate(s), including whether the employee is paid by the hour, shift, day, week, salary, piece, commission or other basis including overtime rate(s) of pay<\/li>\n\n\n\n<li class=\"\">For piece rate employees, the applicable rate(s) and the number of pieces completed at each rate<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Pay frequency<\/h3>\n\n\n\n<p class=\"\">Employees must be paid on regular paydays at least once a month or every 30 days, whichever is longer. Paydays must occur no later than 10 days following the close of each pay period.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-notices-co\">Wage notices<\/h3>\n\n\n\n<p class=\"\">A Colorado employer is required to post a notice informing employees of the regular paydays, the time and place of payment, and any changes to this information.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-deductions-co\">Wage deductions<\/h3>\n\n\n\n<p class=\"\">A Colorado employer may make deductions from an employee&#8217;s wages if required by state or federal law or court order, with the employee&#8217;s written authorization or for other permissible reasons, including but not limited to retirement or health plan contributions, union dues, creditor garnishments and tax levies.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"health-care-continuation-co\">Health care continuation<\/h3>\n\n\n\n<p class=\"\">Colorado group health policies issued to all employers, regardless of size, generally must include the option for employees and their covered dependents to elect continuation coverage in the event of the employee&#8217;s termination, reduction in hours, death or divorce. Continuation coverage generally lasts up to 18 months.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"time-off-leaves-absence\">Time off and leaves of absence<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"paid-family-and-medical-leave-co\">Paid family and medical leave<\/h3>\n\n\n\n<p class=\"\">Colorado has a paid family and medical leave insurance (FAMLI) program, funded through employer and employee contributions, that provides eligible employees with access to paid leave benefits during certain qualifying events.<\/p>\n\n\n\n<p class=\"\">FAMLI leave may be used for the following reasons:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The employee&#8217;s serious health condition<\/li>\n\n\n\n<li class=\"\">To care for a family member with a serious health condition<\/li>\n\n\n\n<li class=\"\">To care for a new child during the first year after their birth, adoption or foster care placement<\/li>\n\n\n\n<li class=\"\">Qualifying exigency leave<\/li>\n\n\n\n<li class=\"\">Safe leave<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Paid sick leave<\/h3>\n\n\n\n<p class=\"\">The Healthy Families and Workplaces Act (HFWA) requires all employers to provide eligible employees with paid sick and safe leave.<\/p>\n\n\n\n<p class=\"\">Leave may be used for the following reasons:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The employee&#8217;s or a covered family member&#8217;s mental or physical illness, injury or health condition; need for medical diagnosis, care or treatment; or need for preventive medical care<\/li>\n\n\n\n<li class=\"\">The employee or a covered family member is a victim of domestic abuse, sexual assault or harassment, and needs to:\n<ul class=\"wp-block-list\">\n<li class=\"\">Seek medical attention to recover from a mental or physical illness, injury or health condition caused by the domestic abuse, sexual assault or harassment;<\/li>\n\n\n\n<li class=\"\">Obtain services from a victim services organization;<\/li>\n\n\n\n<li class=\"\">Obtain mental health or other counseling;<\/li>\n\n\n\n<li class=\"\">Relocate; or<\/li>\n\n\n\n<li class=\"\">Seek legal services, including preparation for or participation in a civil or criminal proceeding relating to or resulting from the domestic abuse, sexual assault or harassment.<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li class=\"\">Closure of the employee&#8217;s place of business or a child&#8217;s school or place of care by order of a public official due to a public health emergency<\/li>\n\n\n\n<li class=\"\">For the employee to:\n<ul class=\"wp-block-list\">\n<li class=\"\">Grieve, attend funeral services or a memorial, or deal with financial and legal matters that arise after the death of a family member;<\/li>\n\n\n\n<li class=\"\">Care for a family member whose school or place of care has been closed due to inclement weather; loss of power, heating or water; or other unexpected event; and<\/li>\n\n\n\n<li class=\"\">Evacuate the their residence because of inclement weather; loss of power, heating or water; or other unexpected event.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Other Time Off Requirements Affecting Colorado Employers<\/h3>\n\n\n\n<p class=\"\">In addition to the FAMLI Act and the HFWA, a Colorado employer is also required to comply with other leave and time off laws, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Family Care Act (FCA) leave<\/li>\n\n\n\n<li class=\"\">Crime victim leave<\/li>\n\n\n\n<li class=\"\">Domestic violence leave (covering employers with 50 or more employees)<\/li>\n\n\n\n<li class=\"\">Jury duty leave<\/li>\n\n\n\n<li class=\"\">Military leave<\/li>\n\n\n\n<li class=\"\">Civil Air Patrol leave<\/li>\n\n\n\n<li class=\"\">Qualified volunteers leave<\/li>\n\n\n\n<li class=\"\">Volunteer firefighters leave<\/li>\n\n\n\n<li class=\"\">Voting leave<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety<\/h2>\n\n\n\n<p class=\"\">Key Colorado requirements impacting health and safety are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smoke-free-workplace-co\">Smoke-free workplace<\/h3>\n\n\n\n<p class=\"\">The Colorado Clean Indoor Air Act generally prohibits smoking in workplaces, with a few limited exceptions. This includes the use of electronic smoking devices (ESDs). Smoking is also prohibited within 25 feet of entryways.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices-co\">Safe driving practices<\/h3>\n\n\n\n<p class=\"\">Colorado prohibits individuals from using a mobile electronic device while operating a motor vehicle. However, the state permits such use if the driver uses a hands-free accessory to access the device&#8217;s features.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit<\/h2>\n\n\n\n<p class=\"\">An employee who voluntarily quits must be paid on the next regular payday.<\/p>\n\n\n\n<p class=\"\">An employee who is terminated must be paid immediately in most cases.<\/p>\n\n\n\n<p class=\"\">An employer that chooses to provide vacation pay benefits must pay all accrued but unused vacation pay to a separated employee according to the terms of any agreement.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#recruiting-hiring\">Recruiting and hiring<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#wage-hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#pay-benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#time-off-leaves-absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#health-safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#organizational-exit\">Organizational exit<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get the full picture. Access premium content today.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide with a FREE trial of the HR &amp; Compliance Center.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?intcmp=hrcc-resources|premium-resources|button|hrcenterus-freetrial|start-your-free-trial\" style=\"border-radius:25px\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-10439 resources type-resources status-publish has-post-thumbnail hentry category-hr-news topic-employment-law-updates topic-hr-technology\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-technology\/colorado-delays-implementation-of-ai-discrimination-law\/\" target=\"_self\" >Colorado delays implementation of AI discrimination law<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-9524 resources type-resources status-publish has-post-thumbnail hentry category-hr-news topic-employment-law-updates topic-hr-technology\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-technology\/texas-ai-law-passes\/\" target=\"_self\" >Texas rides in with third state AI law<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-7693 resources type-resources status-publish has-post-thumbnail hentry category-hr-news topic-employment-agreements topic-employment-law-updates\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-agreements\/states-increase-noncompete-agreement-income-thresholds\/\" target=\"_self\" >States increase noncompete agreement income thresholds<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-052304f72847d668e66922a9ed6eab25 is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\" data-type=\"page\" data-id=\"8003\">The Brightmine Editorial Team<\/a><\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-760b88d5d280de129b57cae825769a8f wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/labor-relations\/maryland-enacts-new-labor-friendly-laws\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/04\/25093512\/Strawberry-harvest-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/labor-relations\/maryland-enacts-new-labor-friendly-laws\/\">Maryland enacts new labor\u2011friendly laws<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">This article explains two new Maryland laws that expand protections for employees related to workplace meetings on religious &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/ice-raises-stakes-for-i-9-mistakes\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/01\/13010449\/Brightmine-office-worker-working-on-her-laptop-v2-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/ice-raises-stakes-for-i-9-mistakes\/\">ICE raises the stakes for I-9 mistakes<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">This article explains recent changes by US Immigration and Customs Enforcement (ICE) that reclassify certain Form I\u20119 errors &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/new-jersey-adopts-strict-abc-test-for-independent-contractors\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/01\/28025421\/Business-meeting-contract-signing-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/new-jersey-adopts-strict-abc-test-for-independent-contractors\/\">New Jersey adopts strict \u201cABC test\u201d for independent contractors<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">This article explains New Jersey\u2019s new regulations strengthening the \u201cABC test\u201d for independent contractor classification and outlines how &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Center and stay up to date, compliant and save valuable time.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcenterus-freetrial|take-a-free-trial\" style=\"border-radius:26px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>This Colorado employment law overview reviews requirements employers should know if they have employees working in the state.<\/p>\n","protected":false},"author":24,"featured_media":6836,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-updateable-resources","categories":[13],"tags":[],"topic":[25,77],"class_list":["post-6678","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-hr-compliance","topic-state-compliance"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Colorado employment law overview | Brightmine<\/title>\n<meta name=\"description\" content=\"Colorado employment law overview | This guide provides an overview of key Colorado employment laws employers should know.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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