Colorado leave laws give workers some of the strongest protections in the US. For example, employers must offer paid sick leave, the state runs its own paid family leave program, and Colorado treats earned vacation as wages.
This guide covers the main Colorado leave laws for 2026: PTO, sick leave, parental and family leave, bereavement, jury duty, military and voting leave, plus the official holidays. In addition, a leave tracker like Day Off can help employers and employees keep track of all of it.
Paid Time Off (PTO) in Colorado
Leave Quota
Colorado leave laws don’t set a minimum amount of paid time off (PTO). Employers decide how much PTO to offer and write it into their PTO policy.
The amount often depends on:
- How long the employee has worked for the company
- Their role or level
- The company’s own policy
Accrual
Most employers let employees accrue PTO over time. For example, an employee might earn a set number of PTO hours for every hour worked.
However, accrual rates vary by employer. Whatever method you use, explain it clearly in your PTO policy so employees know how and when they earn time off.
Rollover
Rollover rules decide what happens to unused PTO at the end of the year. Employers can set their own rules. For example, they can allow full rollover or cap how much carries over.
However, Colorado treats earned vacation as wages, so employers can’t take it away. As a result, Colorado doesn’t allow “use it or lose it” policies, where employees lose unused vacation at year end.
Payment of Accrued, Unused Vacation on Termination
Under Colorado leave laws, accrued and unused vacation counts as earned wages. When an employee leaves, for any reason, the employer must pay out that unused vacation. This applies to resignations, layoffs and terminations.
The employer must include the payout in the employee’s final paycheck, within the deadline Colorado law sets. Because of this, getting it wrong is a common cause of wage disputes.
Sick Leave in Colorado
Federal Sick Leave Law (FMLA)
At the federal level, the Family and Medical Leave Act (FMLA) covers time off for serious health reasons. Eligible employees can take up to 12 weeks of unpaid, job-protected leave per year for:
- A serious health condition that stops them from doing their job
- The birth or adoption of a child
- Caring for an immediate family member with a serious health condition
Also, during FMLA leave, employers must keep the employee’s health benefits in place. When the employee returns, they must get the same job or an equivalent one.
However, FMLA leave is unpaid, so it doesn’t give employees any paid sick time. That’s where Colorado’s own law comes in.
Colorado Sick Leave Law (HFWA)
On sick leave, Colorado leave laws go further than federal law. The main law is the Healthy Families and Workplaces Act (HFWA), which requires all Colorado employers to provide paid sick leave.
Under the HFWA:
- Employees earn 1 hour of paid sick leave for every 30 hours worked.
- They can earn up to 48 hours per year.
- They can use it for their own health, to care for a family member, or to deal with the effects of domestic violence, sexual assault or stalking.
During a public health emergency, such as a pandemic, employers must provide extra paid sick leave. In that case, employees can take up to 80 hours for needs related to the emergency, including illness, quarantine, or caring for a child whose school or childcare is closed.
What Can Paid Sick Leave Be Used For?
Under the HFWA, Colorado employees can use paid sick leave for the reasons below.
Their own health
- Illnesses, such as a cold or flu, that stop them from working
- Injuries or medical conditions that need recovery time or treatment
- Preventive care, such as check-ups, vaccinations or routine appointments
- Mental health care, such as therapy or counseling sessions
Caring for a family member
- Caring for a child, spouse, domestic partner, parent, grandparent, grandchild or sibling who is ill or injured
- Going with a family member to medical appointments, including preventive care
Public health emergencies
- Self-isolating or quarantining after exposure to a contagious disease
- Following a public health order from a government or health authority
- Caring for a child whose school or childcare closes because of the emergency
- Getting vaccinated, or recovering from vaccine side effects
Maternity, Paternity, FMLA in Colorado
Federal Parental Leave (FMLA)
At the federal level, the Family and Medical Leave Act (FMLA) is the main law for parental leave. Eligible employees can take up to 12 weeks of unpaid, job-protected leave per year for:
- Maternity leave: giving birth, recovering from childbirth and bonding with the baby
- Paternity leave: bonding with a newborn or supporting the mother after birth
- Adoption or foster care: welcoming a child into the family and bonding after placement
In general, FMLA applies to public agencies, public and private elementary and secondary schools, and companies with 50 or more employees.
That said, FMLA leave is unpaid. However, the employee’s job, or an equivalent one, must be available when they return. The employer must also keep their health insurance on the same terms during the leave.
Colorado Parental Leave Laws
Colorado adds protections on top of federal law for new parents and families.
Family and Medical Leave Insurance (FAMLI)
- What it is: since 2024, Colorado’s FAMLI program lets employees take paid leave for family and medical reasons, including maternity and paternity leave.
- Pay: eligible employees get partial wage replacement for up to 12 weeks, plus 4 extra weeks for pregnancy or childbirth complications.
- Who’s covered: most Colorado employees, including part-time workers.
- Job protection: employees who have worked for their employer for at least 180 days must get their job, or an equivalent one, back when their leave ends.
Pregnancy Accommodation Law
- What it requires: employers must make reasonable accommodations for employees affected by pregnancy, childbirth or related medical conditions.
- Examples: more frequent or longer breaks, a changed schedule, a temporary move to less strenuous work, or leave to recover from childbirth.
- No discrimination: employers can’t treat employees worse for asking for or using these accommodations.
Family and Medical Leave Act (FMLA) in Colorado
FMLA sets the basic rules for family and medical leave. Colorado’s own laws, such as the FAMLI program and the Pregnancy Accommodation Law, go further.
As a result, they mean Colorado employees get job-protected leave and financial support while they’re away from work.
Bereavement Leave in Colorado
Colorado doesn’t require a separate bereavement leave benefit. However, since August 2023, employees can use their HFWA paid sick leave after the death of a family member. They can use it to:
- Grieve
- Attend a funeral or memorial service
- Deal with financial and legal matters that come up after the death
Many employers also offer separate paid or unpaid bereavement leave in their leave policy. This usually gives employees a few days off to attend the funeral, make arrangements and spend time with family. Each employer sets the length and terms, so employees should check their handbook or ask HR.
Jury Duty Leave in Colorado
Colorado leave laws protect employees who receive a jury summons. Employers must give them time off to serve, and can’t fire, discipline or otherwise penalize them for it. Employees must be able to return to their job afterwards.
In addition, employers must pay regularly employed jurors their usual wages for the first three days of jury service, up to $50 per day. Some employers also choose to pay for longer. For details, see the Colorado Judicial Branch’s guide for employers.
Employees should tell their employer as soon as they receive a jury summons, so both sides can plan the time off.
Military Leave in Colorado
Both federal law and Colorado leave laws cover military leave.
First, under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees can take leave from their job for military service, including training and active duty. When they return, they must get their old job or a comparable one, with the same seniority, status and pay, as if they had never left.
In addition, Colorado law adds further protection. Public employees in Colorado get up to 15 days of paid military leave per year for training or service, so they don’t lose income while serving.
Voting Leave in Colorado
Colorado makes sure employees have time to vote. If an employee doesn’t have enough time to vote outside working hours, the employer must give them up to two hours of paid leave to do so.
- This applies to general, primary and special elections the employee can vote in.
- Also, employees must tell their employer in advance.
- The employer can choose when employees take the leave, as long as it’s while the polls are open.
Colorado State Holidays in 2026
Here are the holidays Colorado observes in 2026, based on the state’s official holiday schedule.
| Holiday | Date |
|---|---|
|
New Year’s Day |
Thursday, January 1, 2026 |
|
Martin Luther King Jr. Day |
Monday, January 19, 2026 |
|
Presidents’ Day |
Monday, February 16, 2026 |
|
Memorial Day |
Monday, May 25, 2026 |
|
Juneteenth |
Friday, June 19, 2026 |
|
Independence Day |
Saturday, July 4, 2026 (observed Friday, July 3) |
|
Labor Day |
Monday, September 7, 2026 |
|
Frances Xavier Cabrini Day |
Monday, October 5, 2026 |
|
Veterans Day |
Wednesday, November 11, 2026 |
|
Thanksgiving Day |
Thursday, November 26, 2026 |
|
Christmas Day |
Friday, December 25, 2026 |
FAQ
What types of employee leave are recognized in Colorado?
Employees in Colorado can take various types of leave, including paid sick leave, vacation or paid time off (PTO), family and medical leave, jury duty leave, bereavement leave, and military leave. Colorado law provides specific protections for paid sick and family leave through the Healthy Families and Workplaces Act (HFWA).
Does Colorado require employers to provide paid sick leave?
Yes. Under the Healthy Families and Workplaces Act (HFWA), all Colorado employees (full-time, part-time and temporary) are entitled to one hour of paid sick leave for every 30 hours worked, up to 48 hours per year. Unused hours can carry over, although employers can cap usage at 48 hours a year.
What family and medical leave rights do Colorado employees have?
Both the federal Family and Medical Leave Act (FMLA) and the state Family and Medical Leave Insurance (FAMLI) program protect Colorado employees.
The FAMLI program allows eligible workers to take up to 12 weeks of paid leave (plus an additional 4 weeks for pregnancy or childbirth complications) to care for a new child, a seriously ill family member, or their own serious health condition.
Are Colorado employers required to offer paid vacation?
Colorado law does not require employers to offer paid vacation or PTO. However, once an employer provides it, accrued vacation counts as earned wages, so employers must pay it out when employment ends. Employers cannot enforce “use it or lose it” policies.
What are the official state holidays in Colorado?
Colorado observes several state and federal holidays, including:
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Frances Xavier Cabrini Day
Veterans Day
Thanksgiving Day
Christmas Day
State employees may also receive additional holidays as determined by the governor’s annual proclamation.
Are employees entitled to time off for jury duty in Colorado?
Yes. Employers must allow employees time off to serve on a jury. For regularly employed jurors, the first three days of jury service must be paid at the employee’s regular wage (up to $50 per day). In addition, employers can’t penalize employees for jury service.
Does Colorado require bereavement leave?
Colorado doesn’t require a separate bereavement leave benefit. However, since August 2023, employees can use their HFWA paid sick leave to grieve, attend a funeral or memorial, or handle financial and legal matters after a family member dies. Many employers also offer separate bereavement leave in their policies.
Are meal or rest breaks required by law in Colorado?
Yes. Under Colorado labor law, employees are entitled to a 30-minute unpaid meal break for shifts over 5 consecutive hours, and a 10-minute paid rest break for every 4 hours worked.
What happens to unused paid leave when employment ends in Colorado?
Under Colorado law, employers must pay out accrued, unused vacation or PTO when employment ends. This applies whether the employee resigns or the employer ends the job.
How can the Day Off app help Colorado employers manage leave and holidays?
The Day Off app helps Colorado employers comply with the state’s paid leave laws by automating PTO and sick leave tracking, managing approvals, and ensuring compliance with FAMLI and HFWA regulations. It also integrates with Slack and Google Calendar to make leave management simple and transparent for both employers and employees.