Disclaimer: This information is for educational and informational purposes only and does not constitute legal advice. Labor laws change frequently—verify current requirements with official government sources before making compliance decisions. Consult with qualified legal counsel for specific compliance questions. Use of this information does not create an attorney-client relationship.
Colorado Labor Law Poster Requirements (2026)
Colorado employers face one of the nation's most complex poster compliance landscapes, with 5 local jurisdictions setting minimum wages above the state rate and 9 or more required state posters. The Colorado Department of Labor and Employment (CDLE) mandates display of the COMPS Order, FAMLI notices, HFWA/PHEW workplace rights posters, and several others—all updated for 2026.
This guide covers every federal and Colorado state poster requirement for 2026, including the first-in-nation FAMLI NICU leave expansion, Denver's $19.29 minimum wage, and specific penalty information that most compliance guides overlook. For a broader overview, see our complete guide to labor law posters.
Quick Compliance Check: Managing Colorado's complex local requirements? Check your compliance status free.
2026 Colorado Labor Law Poster Updates
Colorado employers need to address several significant poster changes for 2026:
COMPS Order Poster (Minimum Wage and Overtime)
Effective January 1, 2026
The Colorado Overtime and Minimum Pay Standards Order ("COMPS Order") poster must be updated to reflect 2026 wage rates:
| COMPS Figure | 2026 Amount | Change from 2025 |
|---|---|---|
| State minimum wage | $15.16/hr | +$0.35 |
| Tipped minimum wage | $12.14/hr | +$0.34 |
| Tip credit | $3.02 | Unchanged |
| Exempt salary (weekly) | $1,111.23 | Per PAY CALC Order |
| Exempt salary (annual) | ~$57,784 | For executive/administrative/professional |
| Technical computer employee (hourly) | $34.85/hr | Alternative to salary |
The CDLE requires every employer subject to the COMPS Order to display the current year's poster with applicable dollar figures. The poster must also be included in employee handbooks or employment policies manuals.
Multi-Language Requirement: Employers with employees who have limited English language ability must use the Spanish-language version (if Spanish-speaking) or contact CDLE for versions in Burmese, Arabic, Amharic, and other languages.
Notice of Paydays Update
Updated January 2026
The Colorado Notice of Paydays poster was revised to include:
- Three new QR codes linking to relevant laws and guidance
- English and Spanish versions
- Links to other required labor law posters
Under C.R.S. 8-4-107, employers must post their regular paydays and the time and place of payment.
FAMLI Program Notices (Major 2026 Change)
Updated January 1, 2026
Colorado's Family and Medical Leave Insurance (FAMLI) program requires two workplace posters:
- FAMLI Program Notice - General program information
- FAMLI Break Room Poster - Employee rights summary
NICU Leave Expansion (SB 25-144)
First-in-nation: Colorado became the first state to provide paid leave for neonatal intensive care. Beginning January 1, 2026:
| FAMLI Benefit | 2026 Provision |
|---|---|
| Standard FAMLI leave | Up to 12 weeks |
| NICU leave (NEW) | Up to 12 additional weeks |
| Maximum combined leave | Up to 24 weeks |
| Premium rate | 0.88% of wages |
| Employer share | 0.44% |
| Employee share | 0.44% |
Employees caring for a newborn in neonatal intensive care may take NICU leave in addition to standard bonding leave. Employers must update handbooks, display new FAMLI posters, and include this information in new hire paperwork.
Download the updated FAMLI poster from famli.colorado.gov.
HFWA & PHEW Workplace Rights Poster
Required under C.R.S. 8-13.3-408 and 8-14.4-103
The Healthy Families and Workplaces Act (HFWA) and Public Health Emergency Whistleblower (PHEW) poster must be displayed in a conspicuous and accessible location. Key provisions:
- All employers (regardless of size) must provide paid sick leave
- Accrual rate: 1 hour per 30 hours worked
- Annual cap: Up to 48 hours per year
- Covered reasons: Illness, injury, medical appointments, care for family members, bereavement, inclement weather closures, evacuations
If more than 5% of your workforce speaks Spanish as their primary language, post both English and Spanish versions.
Remote worker note: If no physical workplace exists or employees telework, provide notice through electronic communication or conspicuous posting on web-based platforms.
2026 Minimum Wage Rates: State and Local Requirements
Colorado's local minimum wage landscape is among the most complex in the nation. Employers operating in these jurisdictions must post local minimum wage notices in addition to state requirements.
Colorado State Minimum Wage
| Category | 2026 Rate | 2025 Rate | Change |
|---|---|---|---|
| Standard | $15.16/hr | $14.81/hr | +2.4% |
| Tipped | $12.14/hr | $11.80/hr | +2.9% |
| Tip Credit | $3.02/hr | $3.01/hr | +$0.01 |
Colorado minimum wage is indexed to the Consumer Price Index (CPI) and adjusts annually. The CDLE announces the new rate each September, effective January 1.
Denver Minimum Wage (Highest in State)
| Category | 2026 Rate | 2025 Rate | Change |
|---|---|---|---|
| Standard | $19.29/hr | $18.81/hr | +2.56% |
| Tipped (food/beverage) | $16.27/hr | $15.79/hr | +3.0% |
Denver's minimum wage is one of the highest in the nation. Under a 2019 ordinance, annual adjustments are tied to the Consumer Price Index. Employers with workers in Denver must display the Denver local minimum wage poster.
More information: Denver Minimum Wage
Boulder City and Boulder County
| Category | 2026 Rate | 2025 Rate | Change |
|---|---|---|---|
| Standard | $16.82/hr | $15.57/hr | +8.0% |
Boulder's minimum wage applies to both the City of Boulder and unincorporated Boulder County. Employers in these areas must post the local minimum wage notice.
Edgewater Special Provisions (HB 25-1208)
| Category | 2026 Rate | 2025 Rate | Notes |
|---|---|---|---|
| Standard | $18.17/hr | $16.52/hr | +10.0% |
| Tipped | $13.50/hr | $13.50/hr | Unchanged |
| Tip offset | $4.67/hr | — | HB 25-1208 |
Edgewater became the first Colorado city to use the expanded tip offset provisions under House Bill 25-1208, signed in 2025. While the standard minimum wage increased substantially, the city held tipped wages steady by increasing the tip offset to $4.67/hr.
Poster requirement: All Edgewater employers must display a local minimum wage poster stating: "IT IS AGAINST THE LAW TO PAY WAGES BELOW THE EDGEWATER MINIMUM WAGE."
Required Colorado State Posters
Colorado has 9 or more individual labor law notices that employers must display:
1. COMPS Order Poster (Minimum Wage, Overtime, and Labor Rights)
- Who Must Post: All employers subject to the COMPS Order
- Content: Minimum wage, overtime rules, breaks, tip credits, exempt thresholds
- Updates: Annually each January
- Languages: English, Spanish, Burmese, Arabic, Amharic, others available
- Source: CDLE Posters
2. HFWA & PHEW Workplace Rights Poster
- Who Must Post: All employers (any size)
- Content: Paid sick leave rights, accrual rates, protected uses, whistleblower protections
- Legal Authority: C.R.S. 8-13.3-408 (HFWA), C.R.S. 8-14.4-103 (PHEW)
- Languages: English, Spanish required if 5%+ workforce
3. Notice of Paydays
- Who Must Post: All employers
- Content: Regular paydays, time and place of payment
- Legal Authority: C.R.S. 8-4-107
- Updates: January 2026 (new QR codes)
4. FAMLI Program Notice
- Who Must Post: All employers (unless approved private plan)
- Content: FAMLI benefits, premiums, how to apply
- Updates: January 2026 (NICU leave expansion)
- Source: FAMLI Toolkit
5. FAMLI Break Room Poster
- Who Must Post: All employers
- Content: Employee rights summary, premium amounts
- Placement: Break rooms, common areas
6. Employment Security Act (Unemployment Insurance)
- Who Must Post: All employers
- Content: UI benefits eligibility, how to file, employee vs. contractor rights
- Penalty for Misclassification: At least $5,000 per offense
- Source: Colorado UI Employer Information
7. Workers' Compensation Notice (WC 50)
- Who Must Post: All employers with workers' comp coverage
- Content: Notice of injury reporting procedures, employee rights
- Size: 27x40 (Division-supplied) or minimum 11x14
- Penalty for No Coverage: Up to $500 per day uninsured
8. Colorado Anti-Discrimination Notice (CADA)
- Who Must Post: All employers, real estate entities, public accommodations
- Content: Protected classes under Colorado Anti-Discrimination Act
- Protected Classes: Race (including hair texture/protective styles), color, religion, national origin, sex, pregnancy, disability, sexual orientation, gender expression/identity, age, marital status, familial status
- Legal Authority: C.R.S. 24-34-401 et seq.
- Source: Colorado Civil Rights Division
9. Equal Pay Transparency Requirements
While not a standalone poster, the Equal Pay for Equal Work Act creates significant compliance obligations:
- Job posting disclosure: Pay range, benefits, bonus opportunities, application deadline
- Internal notifications: All promotional opportunities must be shared with Colorado employees
- Post-selection notices: Identify who was hired/promoted
- Enforcement: 1,634 complaints filed, $238,000 in fines assessed (as of July 2024)
- Penalties: $500-$20,000 per violation (2025 amendments increased fines)
Required Federal Posters in Colorado
All Colorado employers must also display these federal posters:
1. Fair Labor Standards Act (FLSA)
- Who Must Post: All employers
- Content: Minimum wage ($7.25 federal), overtime, child labor, nursing mothers
- Penalty: Up to $2,515 per willful violation
2. OSHA Job Safety and Health
- Who Must Post: All employers with 1+ employees
- Content: Employee rights, employer responsibilities, complaint filing
- Penalty: Up to $16,550 per violation
3. FMLA Notice
- Who Must Post: Employers with 50+ employees within 75 miles
- Content: Family and Medical Leave Act rights
- Updates: Rarely changes
4. USERRA Notice
- Who Must Post: All employers
- Content: Uniformed Services Employment and Reemployment Rights
- Penalty: $76,200 per willful violation
5. EEO Notice ("EEO is the Law")
- Who Must Post: Federal contractors, subcontractors, and employers with 15+ employees
- Content: Non-discrimination, harassment, retaliation protections
- Recent Update: 2022 version
6. E-Verify Participation Poster (If Applicable)
- Who Must Post: Employers using E-Verify
- Content: Electronic employment eligibility verification notice
Remote Worker Compliance in Colorado
Colorado specifically addresses remote worker poster requirements:
CDLE Guidance
- Physical workplace: Posters must be displayed where employees can easily read them during the workday
- Remote/hybrid employees: Employers must ensure required notices are accessible to all workers
- Digital access: Electronic posting through internal systems is acceptable for off-site employees
- Telework/web-based platforms: Provide notice through electronic communication or conspicuous posting on the platform
Best Practices for Colorado Remote Workers
- Send digital copies of all required posters to remote employees
- Maintain electronic access through company intranet or HR portal
- Capture acknowledgments that employees received and reviewed posters
- Post physical copies at any shared workplace locations
- Update digital distribution when posters change (annually for COMPS Order)
- Generate audit-ready compliance reports documenting poster distribution
WorkforceVault's AI monitoring tracks Colorado poster updates and notifies you when changes may be needed.
Colorado Labor Law Poster Penalties
CDLE Enforcement
The Colorado Department of Labor and Employment enforces poster compliance with penalties based on:
- Nature and severity of the violation
- Employer's compliance history
- Impact on employees
- Mitigating or aggravating circumstances
| Violation Type | Penalty Range | Notes |
|---|---|---|
| Poster violations | $500-$10,000 | First violations often waived if corrected |
| Equal Pay Transparency | $500-$20,000 | Per violation; 2025 amendments increased |
| Workers' comp (uninsured) | $500/day | Plus 25% of injured worker benefits |
| Misclassification | $5,000+ | Per offense |
| Personal liability | Yes | Supervisors, managers can be held individually liable |
Workers' Compensation Penalties
Failure to maintain workers' compensation insurance carries severe penalties:
- Daily fine: Up to $500 for each day uninsured
- Business closure: Authority to shut down non-compliant businesses
- Self-pay plus penalty: If employee injured while uninsured, employer pays claim plus 25% penalty
Equal Pay Transparency Enforcement
Colorado's Division of Labor Standards and Statistics actively enforces pay transparency requirements:
- Complaints received: 1,634 (as of July 2024)
- Fines assessed: $238,000
- Anonymous complaints: Employees can file anonymously
- Statute of limitations: Extended to 6 years (2024 amendment)
Colorado Labor Law Poster Compliance Checklist
Use this checklist to verify your Colorado compliance:
State Posters
- COMPS Order poster (2026 version with $15.16 minimum wage)
- HFWA & PHEW workplace rights poster
- Notice of Paydays (2026 version with QR codes)
- FAMLI Program Notice (2026 version with NICU leave)
- FAMLI Break Room Poster
- Employment Security Act poster
- Workers' Compensation Notice (WC 50)
- Colorado Anti-Discrimination Notice
Federal Posters
- FLSA (Fair Labor Standards Act)
- OSHA Job Safety and Health
- FMLA Notice (if 50+ employees)
- USERRA
- EEO Notice
- E-Verify (if applicable)
Local Posters (If Applicable)
- Denver minimum wage poster (if Denver employees)
- Boulder minimum wage poster (if Boulder employees)
- Edgewater minimum wage poster (if Edgewater employees)
Administrative
- Posters displayed in conspicuous, well-lit location
- Spanish versions posted (if required)
- Remote workers have electronic access
- Employee handbook includes COMPS Order
- FAMLI notice provided to new hires
- Job postings include pay transparency disclosures
Frequently Asked Questions
What posters are required in Colorado for 2026?
Colorado requires 9 or more state posters: COMPS Order (minimum wage/overtime), HFWA & PHEW (paid sick leave), Notice of Paydays, FAMLI Program Notice, FAMLI Break Room Poster, Employment Security Act, Workers' Compensation Notice, and Colorado Anti-Discrimination Notice. Plus 6 federal posters and any applicable local minimum wage notices. The CDLE provides free downloadable posters.
What is the Colorado minimum wage in 2026?
The Colorado state minimum wage is $15.16 per hour effective January 1, 2026 (up from $14.81 in 2025). Tipped employees receive $12.14 per hour with a $3.02 tip credit. Local rates are higher: Denver $19.29, Edgewater $18.17, Boulder $16.82. Colorado minimum wage is indexed to CPI and adjusts annually.
What changed with Colorado FAMLI in 2026?
Colorado FAMLI expanded to include first-in-nation paid NICU leave under Senate Bill 25-144. Employees can now take up to 12 additional weeks of paid leave to care for a newborn in neonatal intensive care, on top of the existing 12 weeks of bonding leave. Maximum combined leave is now 24 weeks. Premium rates are 0.88% of wages (split evenly between employer and employee).
Do Colorado employers need to post minimum wage posters in Spanish?
Yes, if you have employees with limited English language ability. Employers with Spanish-speaking employees must use the Spanish-language COMPS Order poster. For other languages, contact CDLE to request versions in Burmese, Arabic, Amharic, and others. The HFWA poster also requires Spanish posting if more than 5% of your workforce speaks Spanish as their primary language.
How do I provide posters to remote workers in Colorado?
Colorado allows digital access for remote and telework employees. Employers must ensure required notices are accessible through internal systems, electronic communication, or conspicuous posting on web-based platforms. Physical posters must remain displayed at any shared workplace locations. WorkforceVault provides automated digital distribution with acknowledgment tracking.
What are the penalties for not posting Colorado labor law posters?
Penalties vary by violation type. General poster violations range from $500 to $10,000, though first violations are often waived if corrected promptly. Equal Pay Transparency violations carry fines of $500-$20,000 per violation. Workers' compensation poster violations (for uninsured employers) can reach $500 per day. Supervisors and managers can be held personally liable. Learn more about labor law poster penalties.
Stay Compliant with Colorado's Complex Requirements
Colorado's labor law landscape requires vigilance: CPI-indexed minimum wage adjustments, FAMLI updates, local jurisdiction tracking, and Equal Pay Transparency enforcement create ongoing compliance obligations.
WorkforceVault monitors Colorado government sources, tracking poster changes and notifying you when updates may be needed. When CDLE releases the 2027 COMPS Order or updates FAMLI benefits, you'll be notified so you can take action.
Start your free trial and see your Colorado compliance status in 5 minutes.
Last updated: January 15, 2026. This guide provides general information about Colorado labor law poster requirements and is not legal advice. Consult with an attorney for specific compliance questions.