Last updated: September 2026
This post covers major Colorado employment law changes that took effect starting in 2023 — several of which are now fully in force with updated requirements. If your policies or payroll haven’t been reviewed since this originally published, several figures below have changed.
FAMLI (Family and Medical Leave Insurance)
Colorado’s FAMLI program has been fully active since January 1, 2024, providing eligible employees up to 12 weeks of paid family and medical leave per year (up to 16 weeks combined with pregnancy/childbirth complications).
- For 2026, the FAMLI premium dropped to 0.88% of wages, split evenly between employer and employee (0.44% each). Employers with 9 or fewer employees are exempt from the employer share.
- Premiums apply to wages up to the $184,500 federal Social Security wage cap for 2026.
- New for 2026: employees may take up to 12 additional weeks of leave if their child requires inpatient care in a Neonatal Intensive Care Unit (NICU).
- Starting in September 2026, the FAMLI Division director will set each year’s premium rate going forward (capped at 1.2%).
Employers should confirm their required FAMLI workplace poster reflects the current NICU leave provision, and that their annual employee headcount is up to date in the My FAMLI+ Employer portal.
Minimum Wage
As of January 1, 2026, Colorado’s state minimum wage is $15.16/hour ($12.14 for tipped employees). Denver’s local minimum wage is higher, at $19.29/hour ($16.27 for tipped food and beverage workers) — employers must pay whichever rate is higher for where the work is performed.
Colorado Secure Savings Program
Colorado employers with 5 or more employees who have been in business 2+ years and don’t already offer a qualified retirement plan are required to either facilitate the Colorado Secure Savings program (a state-run payroll-deduction Roth IRA) or offer their own qualifying plan.
Worth flagging: active penalty enforcement for non-compliance begins in 2026 — fines of up to $100 per eligible employee per year, capped at $5,000 annually. If your business meets the criteria above and hasn’t registered or certified an exemption, this is worth resolving now rather than waiting for a notice.
Keep Your Required Posters Current
Colorado updates its required workplace posters periodically — including FAMLI, minimum wage, and workers’ compensation notices. Confirm your current posters reflect this year’s requirements rather than relying on ones posted in a prior year.
Colorado employment law changes every year — if you’re not sure your policies, payroll, and postings are current, that’s exactly the kind of compliance check Turning the Corner HR helps growing businesses stay on top of. See our current guidance on Colorado sick leave requirements, PTO and paid leave laws, and — if you employ people outside Colorado — our multi-state hiring compliance checklist.
This article provides general information and is not legal advice. Colorado employment requirements can change, and employers should review current Colorado Department of Labor and Employment guidance or consult qualified counsel regarding specific legal questions.