CO State Leave Regulation
Colorado’s leave framework is centered around two major statewide programs: Colorado Family and Medical Leave Insurance (FAMLI) and the Healthy Families and Workplaces Act (HFWA). FAMLI provides paid family and medical leave benefits and may provide job protection once the employee meets the applicable tenure requirement. HFWA provides paid sick leave that can also cover certain safe-leave, bereavement, public health, and emergency-related reasons.
Colorado also has several shorter protected absence rights, including domestic violence / victim protection leave, jury duty leave, and voting leave. These rights should be tracked separately from FAMLI because they may apply even when an employee does not have a qualifying serious health condition or family-care event.
CO State Leave Regulation
Colorado’s leave framework is centered around two major statewide programs: Colorado Family and Medical Leave Insurance (FAMLI) and the Healthy Families and Workplaces Act (HFWA). FAMLI provides paid family and medical leave benefits and may provide job protection once the employee meets the applicable tenure requirement. HFWA provides paid sick leave that can also cover certain safe-leave, bereavement, public health, and emergency-related reasons.
Colorado also has several shorter protected absence rights, including domestic violence / victim protection leave, jury duty leave, and voting leave. These rights should be tracked separately from FAMLI because they may apply even when an employee does not have a qualifying serious health condition or family-care event.
State Leave Summary Table
| Field | State-Specific Summary |
| State | Colorado |
| Primary Leave Agencies | Colorado Department of Labor and Employment; Colorado FAMLI Division; Colorado Division of Labor Standards and Statistics |
| Main Leave Categories | Paid family and medical leave, paid sick leave, safe leave, pregnancy/childbirth complications leave, domestic violence/victim protection leave, jury duty leave, voting leave |
| Federal Interaction | Colorado FAMLI may overlap with federal FMLA, but FAMLI has its own eligibility, benefit, and job-protection rules. HFWA paid sick leave should also be evaluated separately from FMLA/FAMLI. |
Job Protected Entitlements
| Leave Type | CO Law/ Program | Job Protected | Paid Leave | Covered Employers | Employee Eligibility | Duration |
| State Family / Medical Leave | Colorado Family and Medical Leave Insurance Program (FAMLI) | Yes, if job-protection requirements are met | Yes | Most Colorado employers; state employees are covered through the state FAMLI program | Employees may qualify for wage replacement if they earned the required Colorado wages; job protection generally applies after 180 days with the employer | Up to 12 weeks; up to 16 weeks for pregnancy or childbirth complications |
| Pregnancy / Childbirth Complications Leave | Colorado FAMLI | Yes, if FAMLI job-protection requirements are met | Yes | Covered Colorado employers | Employee has qualifying pregnancy or childbirth complications | Up to 16 total weeks, reflecting the standard 12 weeks plus 4 additional weeks for pregnancy or childbirth complications |
| Family Care Leave | Colorado FAMLI | Yes, if FAMLI job-protection requirements are met | Yes | Covered Colorado employers | Employee needs leave to care for a covered family member with a serious health condition | Generally, up to 12 weeks under FAMLI |
| Bonding Leave | Colorado FAMLI | Yes, if FAMLI job-protection requirements are met | Yes | Covered Colorado employers | Employee needs leave to bond with a new child | Generally, up to 12 weeks under FAMLI |
Paid Benefit Programs
| Leave Type | CO Law/ Program | Job Protected | Paid Leave | Administered By | Eligibility Basis | Duration |
| Paid Family and Medical Leave | Colorado FAMLI | Yes, if job-protection requirements are met | Yes | Colorado FAMLI Division / CDLE | Employee must meet Colorado wage eligibility requirements; state employee guidance identifies $2,500 in Colorado wages over the previous year | Up to 12 weeks; up to 16 weeks for pregnancy or childbirth complications |
Job-Protected Leave Entitlement Descriptions
These laws create a protected right to take time away from work and generally require the employer to preserve employment rights, restore the employee to the same or comparable position, or otherwise avoid interference or retaliation.
Colorado Family and Medical Leave Insurance Program (FAMLI)
FAMLI is Colorado’s primary paid family and medical leave program. It provides paid leave for qualifying family, medical, bonding, and related reasons. Employees may qualify for wage replacement if they meet the Colorado wage eligibility requirements. Job protection is a separate requirement and generally applies after 180 days of employment with the employer.
FAMLI is the major wage replacement program for longer family and medical leave events. It should be evaluated separately from HFWA paid sick leave and from federal FMLA. A leave case may involve FAMLI wage replacement, FAMLI job protection, federal FMLA job protection, employer PTO, or some combination of those sources.
Pregnancy and Childbirth Complications Leave
FAMLI provides an expanded leave duration for pregnancy or childbirth complications. The program generally provides up to 12 weeks of paid family and medical leave, with an additional 4 weeks for pregnancy or childbirth complications.
Colorado Paid Sick Leave / HFWA
HFWA requires Colorado employers to provide paid sick leave. Employees have the right to take paid sick leave with full pay and return to work without negative consequences. Employers must provide at least 1 hour of accrued paid leave for every 30 hours worked, up to 48 hours per year.
Public Health Emergency Leave
HFWA includes both accrued paid sick leave and public health emergency leave. Public health emergency leave is not currently in effect, but the category remains part of Colorado’s paid sick leave framework and should be retained in a leave administration workflow for future activation.
*State Leave Law Summaries are for informational purposes only and are subject to change. To the extent possible, we will update these leave laws as and when States update their policies. However, there may be a time lag. Further, for specific applicability with a personal situation, Qcera advises contacting your employer’s HR department for support.