Get CO Regulations Concerning Employment Security 2016-2023

The Colorado Job Protection and Civil Rights Act of 20131 provides strong, sweeping protections for employees from certain types of discrimination. An employer may not discriminate against an employee based on gender, race, age, sexual orientation, religion, disability, or marital status.

§ 8-70-141. Wages - definition. (1) "Wages" means: (a) All remuneration for personal services, including the cash value of all remuneration paid in any medium other than cash, other than remuneration paid in other than cash to an agricultural worker or a domestic worker.

The Colorado Job Protection and Civil Rights Act of 20131 provides strong, sweeping protections for employees from certain types of discrimination. An employer may not discriminate against an employee based on gender, race, age, sexual orientation, religion, disability, or marital status.

Colorado also created the Worker and Employee Protection Unit, which will work under the Colorado Attorney General to investigate violations of the Colorado Employment Security Act and potential misclassification of workers as independent contractors. Colorado expanded whistleblower protections for employees.

Under Colorado law, employees are entitled to certain leaves or time off, including paid family and medical leave, family care leave, paid sick leave, domestic violence leave, Civil Air Patrol leave, qualified volunteers leave and voting leave.

Under Colorado law, employees are entitled to certain leaves or time off, including paid family and medical leave, family care leave, paid sick leave, domestic violence leave, Civil Air Patrol leave, qualified volunteers leave and voting leave. See Time Off and Leaves of Absence.

No work shall be considered hazardous if the working conditions surrounding a worker's employment are the same or substantially the same as the working conditions generally prevailing among workers performing the same or similar work for other employers engaged in the same or similar type of activity.

Beginning January 1, 2023, employers that do not pay wages owed within 14 days will face an automatic penalty of the greater of: (1) two times the amount of the unpaid wages or compensation; or (2) $1,000. Thus, in most cases, the penalty will be increased from 1.25 to two times the amount owed.