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Colorado is one of the worker-friendly states of America, which has different terms and laws regarding wages and worker protections. Here in this blog, we will discuss the state of Colorado labor laws in 2025 with the details of minimum wage, health and safety, taxes, and many more.
Employers must adhere to laws and regulations to avoid severe penalties. Check the federal, local, and state labor laws in Colorado below.
Minimum Wage And Overtime
Colorado workers’ compensation – minimum wage rate in 2025 is $14.81 per hour. In Denver, the minimum wage is $18.81 per hour.
At Stub Creator, we identify the minimum wage violations as per the state or local regulations and ensure compliance.
Tipped Minimum Wage
Tipped employees get minimum wage under Colorado workers’ comp laws: $11.79 per hour. In this case, the $3.02 per hour tips can be used from the minimum wage they get. As per the Colorado labor laws, only those who regularly receive more than $30 in tips can be considered tipped employees.
Employers can’t apply the tipped minimum wage if they require employees to share tips for the non-tipped employees.
Meal And Rest Breaks
As per the Colorado labor laws lunch break regulations, the meal and rest breaks are important for both employees and employers. Colorado labor laws 2025 provide the outline of when breaks must be provided and when not!
Meal Breaks
- 30-Minute Meal Break: As per the Colorado Labor Laws, employees are entitled to a 30-minute unpaid meal break after working 5 consecutive hours.
- Break Scheduling: An employee can take a 1-hour meal break after starting the shift and 1 hour before the end of the shift whenever possible.
- Relieved of Duties: As this is an unpaid break, the employee is fully relieved of all job duties.
- Paid Meal Breaks: If the employee is not completely relieved from the duties during the break, then the break must be paid.
Rest Breaks
The State of Colorado laws of 2025 also have regulations regarding paid rest breaks. Here are some requirements for rest breaks by the shift length of the employees.
| No rest break | 2 Or fewer hours worked |
| 1 rest break | 2 to 6 hours worked |
| 2 rest breaks | 6 to 10 hours worked |
| 3 rest breaks | 10 to 14 hours worked |
| 4 rest breaks | 14 to 18 hours worked |
| 5 rest breaks | 18 to 22 hours worked |
| 6 rest breaks | Over 22 hours worked |
Employee Compensation And Benefits
As per the Colorado workers’ comp laws 2025, there are several regulations regarding employee compensation.
Pay Frequency
As per Colorado’s Equal Pay For Equal Work Act, it is required to include compensation and benefits in job postings and notify all employees of promotion opportunities. Pay frequency and transparency are necessary, and there are several laws regarding that. These laws are made as per the age, gender, ethnicity, and other required factors to consider.
As per the act, if employers don’t follow the rules and regulations as per the job descriptions and salary information, it results in a fine between $500 to $10,000 per violation.
Leave Policies
There are some leave-related laws, as employees need time off regarding family, personal reasons, medical, or maternal leave. These Colorado labor laws for salaried employees can help every worker take leave without fear of losing their jobs.
Family and Medical Leave
As per the federal Family and Medical Leave Act (FMLA), Colorado employees are entitled to take job-protected, unpaid leave for medical or other family reasons.
Employees can take the unpaid leave if they have worked at least 12 months for their employer and have worked 1250 hours in the past year.
- Employees may take unpaid leave up to 12 weeks of leave in 12 months.
- Military caregivers may take unpaid leave for up to 26 weeks of leave in 12 months.
Paid Family and Medical Leave
The new law was introduced 2020 Paid Family and Medical Leave Insurance (FAMLI), and is still in effect. Full benefits became available on January 1, 2024. As per this program, employees get paid leave.
FAMLI Act Benefits
Employees can get 12 weeks of paid leave per year under the following conditions:
- To care for your health condition.
- Childbirth, adoption, and foster placement.
- To care for the family member who has a serious health condition.
- To make arrangements for the family member’s military deployment.
- Need safety and support due to domestic violence.
Those who have pregnancy or childbirth complications can get an additional 4 weeks, total of 16 weeks leave per year.
Child Labor Laws
There are several Colorado labor laws that minors must follow. Children younger than 9 years old are prohibited from working in the state. People are considered minors till they turn 18 and complete high school.
The federal Fair Labor Standards Act (FLSA) provides additional protections for minors. Employers who violate the Colorado labor laws for minors must face penalties.
| Under 16 years of age | 16-17 years of age | |
| Hours limit | They can work between 7 am and 7 pm while schools are in session, and in summer holidays, they can work between 7 am and 9 pm. | There are no restrictions for them. |
| Types of work limit | Minors can’t work in this:
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| Hours when school is in session | Can work up to a maximum of 3 hours a day and 18 hours a week. | Can work up to 8 hours a day and 40 hours per week. |
| Hours when schools aren’t in session | Can work up to a maximum of 8 hours a day and 40 hours a week. | Can work up to 8 hours a day and 40 hours per week |
Workplace Safety And Health
Colorado employers must follow the Colorado labor laws 2025 to provide a non-hazardous and safe workplace. As per the OSHA rules, they must offer safety training, keep injury records, protective equipment, etc.
Most private-sector workers in Colorado are covered under federal protections, though state and local government employees are not.
Colorado Taxes
As per the Colorado labor laws 2025, employers need to handle several types of payroll taxes. This includes- FUTA- Federal Unemployment Tax Act, SUTA – State Unemployment Tax Act, along with the FICA taxes Social Security and Medicare).
As per the Colorado Development Of Revenue, the income tax rate is set at 4.4% for tax years 2022 and later. Tax rates may vary depending on the employer’s experience rating and other factors for SUTA.
Colorado Employees Should Use a Free Payroll Stub Generator
If you’re an employee and you’re facing challenges in calculating your taxes or managing your finances effectively, then you can rely on our tool to work in an organized manner.
If you’re using any expensive tool that is proving costly to you, then you can use Stubcreator’s free paystub generator, which provides you with accurate Colorado payroll calculation information.
You can use the above information about Colorado labor laws 2025 to update your business.
Curious Minds Also Ask
What is your boss not allowed to do in Colorado?
In Colorado, your boss, meaning employer, cannot retaliate, discriminate, or harass employees on protected characteristics under Colorado state and federal law. They need to follow the breaks, wages, safety, and overtime rights as well, as per the Colorado labor laws and overtime.
How many breaks do you get in an 8-hour shift in Colorado?
You, as an employee, can get a 30-minute unpaid meal break and 2 paid 10-minute breaks in Colorado.
What are the rules for terminating an employee in Colorado?
Employers may terminate employees for any legal reasons, such as retaliation or discrimination. And final wages must be paid promptly.
What is the unpaid time off law in Colorado?
As per the FMLA, employees can get unpaid leave. They get 12 weeks of unpaid leave with certain rules and conditions.
Can I record my boss yelling at me in Colorado?
Yes, you may record a conversation if you are part of it, but secretly recording is not permissible.
Can I skip my lunch break in Colorado?
If you have worked more than 5 hours, you are entitled to a 30-minute break under Colorado labor laws.
Is overtime mandatory in Colorado?
Yes, as per the Colorado labor laws and overtime rules, non-exempt employees must be paid 1.5 times their regular rate if they have worked beyond 40 hours per week.
Can you get fired without a written warning in Colorado?
Yes. Employers do not need to provide a written warning before firing employees unless a contract or company policy requires it.
Is Colorado a use-it-or-lose-it state?
No. Colorado is not a use-it-or-lose-it state.
Does Colorado require PTO payout upon termination?
Yes. Under Colorado labor state law, employers need to give the PTO payout at the time of termination.
Is it illegal to eavesdrop in Colorado?
Yes. Eavesdropping is illegal as per Colorado law.
Is 32 hours considered full-time in Colorado?
32 to 40 hours per week is considered full-time working, as Colorado doesn’t have a full-time employee policy.
Is it illegal to sleep in public in Colorado?
There is no statewide rule, but in some cities, it is against sleeping or camping in public spaces.
Are hidden cameras legal in Colorado?
Hidden cameras are illegal in public places to record, but it’s okay to record on your private property.
Can my neighbor record me on my property in Colorado?
If your property has a plain and public space view, then neighbors may record the video, but still, recording without consent can violate the Colorado privacy laws.
Can an employer ask why you are calling out in Colorado?
Yes. Employers can ask why you are on leave. However, they must comply with the FMLA and ADA laws.
What is the retaliation law in Colorado?
If employees report violations or file complaints against employers, they can’t retaliate against employees.
FAQ's
What is the minimum wage in Colorado for 2025?
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As of January 1, 2025, the statewide minimum wage is $14.81 per hour, while cities like Denver have higher local rates (nearly $19/hour).
What major wage enforcement changes take effect in 2025?
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Starting August 6, 2025, employers face stricter penalties for wage violations, expanded liability for owners with 25% or more control, and higher fines for worker misclassification.
Are there updates for workers with disabilities in 2025?
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Yes. Beginning July 1, 2025, Colorado eliminates subminimum wages, ensuring workers with disabilities earn at least the standard minimum wage.
How do the new laws affect Colorado employers?
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Employers must update payroll and workplace policies to comply with minimum wage changes, liability rules, break requirements, and expanded enforcement to avoid penalties and public violations.
