In 2025, Colorado continues to be a state that values the well-being and rights of its workers, offering a comprehensive array of Colorado Leave Laws and public holidays designed to support employees in balancing their professional and personal lives. Using tools like Day Off can help both employees and employers easily manage and track these benefits. Understanding Colorado’s leave laws, including Paid Time Off (PTO), sick leave, and family leave, as well as the official state holidays, is essential for ensuring compliance and maximizing the available benefits. This article delves into the key aspects of Colorado’s leave laws and holidays for 2025, providing an essential guide to navigating these important provisions.
Paid Time Off (PTO) in Colorado
Leave Quota
In Colorado leave laws, employers typically define the leave quota in their PTO policies. This quota specifies the amount of paid time off employees are entitled to each year. While there is no state-mandated minimum for PTO, employers are encouraged to provide a reasonable amount of leave to foster a healthy work environment. The leave quota may vary based on the length of employment, position within the company, or specific company policies.
Rückstellung
PTO in Colorado leave laws is often accrued over time, allowing employees to earn leave based on the number of hours worked. For instance, an employee might accrue a certain number of hours of PTO for every hour worked. Accrual rates can differ among employers and may be outlined in the company’s PTO policy. Employers are required to communicate the accrual method clearly, ensuring employees understand how and when they earn their PTO.
Rollover
Rollover policies in Colorado pertain to whether unused PTO can be carried over from one year to the next. Employers have the discretion to establish their own rollover policies. Some may allow full rollover, while others may cap the amount of PTO that can be carried over or implement a “use-it-or-lose-it” policy, where unused PTO is forfeited at the end of the year. However, it’s important to note that Colorado law requires employers to honor any accrued PTO that is rolled over in accordance with their policies.
Payment of Accrued, Unused Vacation on Termination
In Colorado leave laws, accrued and unused vacation time is considered earned wages. As such, if an employee leaves the company, whether through resignation, layoff, or termination, the employer is generally required to pay out any accrued, unused vacation time. This payment must be made in the employee’s final paycheck, which should be issued within the time frame specified by Colorado law. Employers must be careful to comply with this requirement to avoid legal disputes.
Sick Leave in Colorado
Federal Laws
At the federal level, sick leave policies are primarily governed by the Family and Medical Leave Act (FMLA). Under FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for specific medical and family reasons. This includes situations such as a serious health condition that makes the employee unable to perform their job, the birth or adoption of a child, or caring for an immediate family member with a serious health condition. While FMLA does not mandate paid sick leave, it does ensure that employees can take necessary time off without risking their job security.
Employers covered by FMLA are required to maintain the employee’s health benefits during the leave period and must reinstate the employee to the same or an equivalent position upon their return. However, since FMLA only applies to unpaid leave, it doesn’t set a specific leave quota for paid sick time.
State Laws
Colorado leave laws has its own set of laws governing sick leave, which often provide greater protections than federal regulations. The key piece of legislation is the Healthy Families and Workplaces Act (HFWA), which mandates that employers provide paid sick leave to their employees.
Under the HFWA, as of 2025, all employers in Colorado are required to provide their employees with paid sick leave. Employees accrue sick leave at a rate of one hour for every 30 hours worked, up to a minimum of 48 hours per year. This sick leave can be used for a variety of reasons, including the employee’s own health needs, caring for a family member, or dealing with the effects of domestic violence, sexual assault, or stalking.
For larger public health emergencies, such as a pandemic, the HFWA also requires employers to provide additional paid sick leave. In such situations, employees are entitled to take up to 80 hours of sick leave for needs related to the public health emergency, including illness, quarantine, or taking care of a child whose school or place of care is closed.
What Can Paid Sick Leave Be Used For?
Paid sick leave is a valuable benefit that can be used for various purposes, ensuring that employees can take necessary time off without financial hardship. In Colorado, under the Healthy Families and Workplaces Act (HFWA), paid sick leave can be used for the following:
1. Personal Health Needs
- Employees can use paid sick leave to address their own health needs, including:
- Illnesses such as colds, flu, or other conditions that prevent them from working.
- Injuries or medical conditions that require time off for recovery or treatment.
- Preventive care, such as regular check-ups, vaccinations, or routine medical appointments.
- Mental health care, including time off for therapy or counseling sessions.
2. Caring for a Family Member
- Employees can use paid sick leave to care for a family member who is ill or injured. This includes:
- A child, spouse, domestic partner, parent, grandparent, grandchild, or sibling who requires care due to illness, injury, or medical appointments.
- Accompanying a family member to medical appointments, including those for preventive care.
3. Public Health Emergencies
- Paid sick leave can be used during public health emergencies, such as:
- Self-isolation or quarantine due to exposure to a contagious disease.
- Compliance with a public health order issued by a government or public health authority.
- Caring for a child whose school or place of care is closed due to a public health emergency.
- Time off for vaccination or recovering from side effects after receiving a vaccine during a public health emergency.
Maternity, Paternity, FMLA in Colorado
Federal Laws
At the federal level, the primary law governing maternity and paternity leave is the Family and Medical Leave Act (FMLA). Under FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons, including:
- Maternity Leave: New mothers can take leave for the birth of a child, recovery from childbirth, and bonding with the newborn.
- Paternity Leave: Fathers are also eligible to take leave for bonding with a newborn or to support the mother after childbirth.
- Adoption or Foster Care: FMLA covers leave for the placement of a child for adoption or foster care and bonding with the child after placement.
FMLA applies to all public agencies, public and private elementary and secondary schools, and companies with 50 or more employees. However, FMLA only guarantees unpaid leave, although it ensures that the employee’s job or an equivalent position is available upon their return. Additionally, during FMLA leave, the employer must maintain the employee’s health insurance coverage under the same terms as if they had continued working.
Additional State Laws
Colorado offers additional protections and benefits beyond those provided by federal law, enhancing the support for new parents and families.
1. Colorado Family and Medical Leave Insurance (FAMLI) Program
- Starting in 2024, Colorado’s Family and Medical Leave Insurance (FAMLI) program allows employees to take paid leave for family and medical reasons, including maternity and paternity leave.
- Paid Leave: Under FAMLI, eligible employees can receive partial wage replacement for up to 12 weeks, with an additional 4 weeks available for complications related to pregnancy or childbirth.
- Eligibility: The program applies to most employees in Colorado, including part-time workers, and covers a range of family and medical reasons, similar to those under FMLA.
- Job Protection: Employees who have worked for their employer for at least 180 days are entitled to job protection, meaning they must be reinstated to their position or an equivalent one after their leave ends.
2. Pregnancy Accommodation Law
- Colorado’s Pregnancy Accommodation Law requires employers to provide reasonable accommodations to employees affected by pregnancy, childbirth, or related medical conditions.
- Accommodations: This might include more frequent or longer breaks, modified work schedules, temporary transfer to a less strenuous position, or leave to recover from childbirth.
- Non-Discrimination: Employers cannot discriminate against employees for requesting or using pregnancy-related accommodations.
Family and Medical Leave Act (FMLA) in Colorado
While FMLA provides the foundational framework for family and medical leave, Colorado’s additional laws, such as the FAMLI program and Pregnancy Accommodation Law, offer expanded protections and benefits for employees. These state laws complement FMLA by ensuring that employees not only have access to job-protected leave but also receive financial support during their time away from work.
Bereavement Leave in Colorado
Colorado leave laws continues to recognize the importance of providing employees with time to grieve and attend to personal matters following the loss of a loved one through bereavement leave. While there is no specific state law mandating paid bereavement leave, many employers in Colorado choose to offer this benefit as part of their overall leave policies. Typically, bereavement leave allows employees to take a few days off to attend funerals, make arrangements, and spend time with family. The duration and terms of bereavement leave are generally outlined in an employer’s internal policies, and employees should consult their employee handbook or HR department for specific details. Providing compassionate leave options like bereavement leave reflects a company’s commitment to supporting its employees during difficult times.
Jury Duty Leave in Colorado
Colorado leave laws continues to protect employees who are summoned for jury duty by ensuring they can fulfill their civic responsibilities without fear of losing their job. Under Colorado law, employers are required to grant employees time off to serve on a jury without any repercussions. While Colorado does not mandate that employers pay their employees during jury duty leave, employees must be allowed to return to their position after completing their service. Employers are prohibited from taking any adverse actions, such as firing or disciplining an employee, for attending jury duty. The first three days of jury duty are compensated by the state, and some employers may voluntarily choose to provide additional paid leave beyond this period. Employees are encouraged to inform their employers as soon as they receive a jury summons to ensure a smooth process. This law ensures that citizens can participate in the justice system while maintaining their employment security.
Military Leave in Colorado
military leave in Colorado is governed by both federal and state laws, ensuring that employees who serve in the military are adequately protected and supported. Under federal law, specifically the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees are entitled to take leave from their civilian jobs to perform military service, whether for training, active duty, or other military obligations. USERRA guarantees that upon completion of their service, employees must be reinstated to their previous position or a comparable one, with the same seniority, status, and pay, as if they had never left. Additionally, Colorado state law complements USERRA by providing further protections. For instance, state law mandates that public employees in Colorado receive up to 15 days of paid military leave per year for training or service, ensuring they are not financially disadvantaged while fulfilling their military duties. This combination of federal and state laws in Colorado reflects a strong commitment to supporting service members, ensuring that their employment and financial stability are preserved during and after their military service.
Voting Leave in Colorado
Colorado continues to support its citizens’ right to vote by ensuring that employees have the time they need to participate in elections through voting leave. Colorado law mandates that employers must provide up to two hours of paid leave for employees to vote if they do not have sufficient time to do so outside of working hours. This law applies to any general election, primary election, or special election where the employee is eligible to vote. Employees are required to give prior notice to their employer if they need to take time off for voting, and the employer can specify the hours during which the leave may be taken, provided that it falls within the period when polls are open. This law underscores Colorado’s commitment to ensuring that every eligible voter has the opportunity to exercise their democratic rights without facing work-related obstacles.
Colorado State Holidays in 2025
In 2025, Colorado observes a variety of state holidays that provide employees with the opportunity to rest, celebrate, and reflect on important cultural and historical events.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1, 2025
Monday, January 20, 2025
Monday, February 17, 2025
Monday, May 26, 2025
Friday, July 4, 2025
Monday, September 1, 2025
Tuesday, November 11, 2025
Thursday, November 27, 2025
Thursday, December 25, 2025