The following changes to Colorado employment law apply to employers of all sizes and take effect on July 1, 2025, unless otherwise noted. Additional details are available in the single-subject law alerts in the platform and will be added to the laws pages no later than the laws’ effective dates.
BIOMETRIC INFORMATION REQUIREMENTS
Employers will be required to adopt a written policy and obtain consent from applicants and employees before collecting certain biometric information. That said, employers can make consent a condition of employment for some common uses of biometric data.
JOB PROTECTION RULES FOR FAMLI LEAVE CLARIFIED
Employees taking continuous leave must be employed for at least 180 days before the leave begins to be entitled to job protection. However, for intermittent leave, job protection kicks in once employees reach their 180th day of employment — even if that happens during the leave period.
GENDER EXPRESSION INCLUDES CHOSEN NAMES AND PRONOUNS
As of May 16, 2025, Colorado has clarified that its definition of gender expression includes someone’s chosen name and how they choose to be addressed. This means that deadnaming and misgendering—referring to someone by a former name or incorrect pronouns—are now clearly defined as discriminatory.