Colorado Employment Attorneys

At DearLegal, we connect you with experienced Colorado employment attorneys who handle CADA discrimination, wage, retaliation, and wrongful-termination claims for workers across Denver, Boulder, Colorado Springs, Fort Collins, and the I-70 corridor. Whether you're facing a tech termination, a healthcare retaliation, a non-compete dispute, or unpaid overtime, we'll match you with the right attorney — at no cost.

CADA (C.R.S. § 24-34-401 et seq.) prohibits discrimination based on race, creed, color, sex (including pregnancy), sexual orientation (which expressly includes transgender status), gender identity, gender expression, religion, age (40+), national origin, ancestry, disability, and marital status. Caregiver status was added in 2023. Employers of any size are covered for harassment claims (POWR Act).

The Protecting Opportunities and Workers' Rights (POWR) Act of 2023 (effective August 2023) eliminated the federal "severe or pervasive" standard for harassment in favor of a broader "subjectively and objectively offensive" test, limited employer affirmative defenses, expanded protected classes to include caregiver status and marital status, and restricted nondisclosure provisions in settlement agreements.

File with the Colorado Civil Rights Division (CCRD) within 300 days of the discriminatory act. CCRD has a work-share arrangement with the EEOC, so a single filing typically preserves both state and federal claims. CCRD investigates, attempts conciliation, and can issue probable-cause findings.

Mostly no. Under C.R.S. § 8-2-113 (as amended in 2022), non-competes are void for workers earning under the "highly compensated" threshold ($123,750 in 2024). Above the threshold, non-competes are only enforceable to protect trade secrets and must be reasonable in scope, time, and geography. Non-solicitation clauses face a lower threshold ($74,250 in 2024).

COMPS Order #38 (7 CCR 1103-1) requires 1.5x for hours over 40 in a week, OR over 12 in a day, OR over 12 consecutive hours regardless of when the workday started — whichever yields the greater overtime. Many industries have specific exemptions and modifications.

Yes. The Healthy Families and Workplaces Act (HFWA, C.R.S. § 8-13.3-401) requires 1 hour of paid sick leave per 30 worked, up to 48 hours annually, for nearly all Colorado employers. Used for the employee's or family member's illness, preventive care, or public-health emergency closure.

Not without legal review. POWR Act limits NDA provisions in employment settlements. Severance releases typically waive CADA, Title VII, ADEA (21-day consideration), FMLA, and wage claims. With Colorado's broader protected classes and HFWA / FAMLI accrued benefits, severance offers often undervalue the claim.

Why Do You Need a Employment Attorney in Colorado?

The Colorado Anti-Discrimination Act (CADA, C.R.S. § 24-34-401 et seq.) covers more protected classes than federal Title VII, including disability, race, creed, color, sex, sexual orientation (which expressly includes transgender status), gender identity, gender expression, religion, age (40+), national origin, ancestry, marital status, and pregnancy. Employers of any size are covered for harassment. Charges are filed with the Colorado Civil Rights Division (CCRD) within 300 days. The POWR Act (2023) eliminated the "severe or pervasive" standard for harassment, replacing it with a broader workplace-conditions test, and expanded protections for marital status and caregiver status. Colorado follows at-will employment with public-policy exceptions. Non-competes are restricted under C.R.S. § 8-2-113 (2022 reform — banned for workers earning under $123,750 in 2024, with narrow exceptions). Colorado minimum wage is $14.42/hour (2024), with Denver at $18.29; daily overtime applies under COMPS Order #38 after 12 hours.

When Do You Need a Employment Attorney in Colorado?

Our network includes Colorado employment attorneys who handle every kind of case, including:

Types of Employment Cases in Colorado

From the moment you connect with a Colorado employment attorney, they go to work protecting your claim. The most common case types we handle:

Missing the 300-day CCRD / EEOC filing deadline

Signing a severance release that violates POWR Act NDA restrictions — making the entire release potentially invalid

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Accepting a final paycheck waiver without legal review

Missing the 300-day CCRD / EEOC filing deadline

Signing a severance release that violates POWR Act NDA restrictions — making the entire release potentially invalid

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Accepting a final paycheck waiver without legal review

Common Colorado Employment Mistakes

Even a small misstep can hurt your case. Here’s what to avoid:

How Much Do Colorado Employment Attorneys Cost?

33%

Typical starting contingency fee — you pay nothing unless your attorney recovers compensation for you.

Colorado employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. CADA, the POWR Act, the Colorado Wage Act, and federal employment statutes all shift attorney fees to the employer when the worker prevails. Fee-shifting frequently becomes the largest single component of recovery.

What Can Your Colorado Employment Compensation Include?

Back Pay

Lost wages and benefits from termination to judgment under CADA and Title VII. Uncapped.

Front Pay

Future lost earnings when reinstatement isn't feasible. Awarded in lieu of reinstatement.

Compensatory Damages

Emotional distress and out-of-pocket losses. Federal Title VII / ADA cap $50K–$300K by employer size. CADA caps non-economic damages at $50K–$300K by employer size (mirrors federal), but the POWR Act and § 24-34-405 also allow uncapped economic losses.

Punitive Damages

Available under CADA and federal statutes for malicious or reckless conduct. CADA punitives subject to general Colorado punitive cap (C.R.S. § 13-21-102 — generally limited to amount of actual damages).

Liquidated Damages

FLSA: doubles unpaid wages. ADEA: doubles back pay for willful violations. Colorado Wage Act (C.R.S. § 8-4-109) provides additional penalties for willful nonpayment of wages.

Attorney Fees and Costs

Prevailing employees recover reasonable attorney fees under CADA, Title VII, ADA, ADEA, FLSA, FMLA, and Colorado Wage Act. POWR Act strengthens fee-shifting.

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DearLegal is a legal referral service, not a law firm. We connect individuals with licensed attorneys who can evaluate their case. Nothing on this page constitutes legal advice. Results vary based on individual circumstances.

Colorado Employment Attorneys

Why Do You Need a Employment Attorney in Colorado?

When Do You Need a Employment Attorney in Colorado?

Types of Employment Cases in Colorado

Common Colorado Employment Mistakes

How Much Do Colorado Employment Attorneys Cost?

What Can Your Colorado Employment Compensation Include?

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