Colorado wage law does not require nor prohibit any paid holidays, and does not require nor prohibit any extra pay for working on holidays. When an employee is paid for a non-work holiday, the holiday hours do not count towards overtime unless actual work was performed on the holiday.
Colorado wage law does not require nor prohibit severance pay. Severance pay is a benefit offered by employers at their own discretion. Severance pay is not wages or compensation for the purposes of the Colorado Wage Act.
Unless you took leave related to the coronavirus COVID-19, Colorado wage law does not require nor prohibit sick pay or leave, bereavement pay, or bereavement leave. For information regarding leave related to the coronavirus, please visit the Colorado Health Emergency Leave with Pay ("Colorado HELP") Rules page.
With the TEMPORARY exception noted above, Colorado wage law does not require employers to provide time off due to illness or injury. For questions regarding family, medical, or sick leave contact the U.S. Department of Labor as federal law may apply, or contact Colorado Workers' Compensation or an attorney for additional guidance.
- Colorado Overtime and Minimum Pay Standards Order ("COMPS Order") #36(Rule 4)
- Colorado Revised Statutes 8-4-101(14)(b) (Severance Pay)
- Colorado Revised Statutes 24-34-402.7 (Domestic Abuse Leave)
- Colorado Health Emergency Leave with Pay (“Colorado HELP”) Rules (COVID-19 related leave effective March 11 - July 14, 2020)
INFO# 6A: Paid Leave Under the Healthy Families and Workplaces Act (COVID-19 related leave effective July 15 - December 31, 2020)
INFO# 6B: Paid Leave Under the Healthy Families and Workplaces Act (Paid leave requirements effective January 1, 2021)
Health Families and Workplaces Act (SB20-205, July 14, 2020)
- Colorado Division of Workers' Compensation
- Colorado Civil Rights Division
- U.S. Department of Labor FMLA Guidance
- Equal Employment Opportunity Commission
Colorado Division of Labor Standards and Statistics | 303-318-8441| Contact Us