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Colorado

Regulatory Strength: ‏‏ Weak‏
Effective as of May 20th, 1955

Protected groups:

  • Gender

Applicable to:

  • Private and public companies*
  • May cover state and local government employees*

Remedies:

  • Up to two (2) times the amount of back pay awarded
  • Employer is liable for plaintiff attorney fees

Please click HERE for access to C.R.S. 8-5-102, Wage Equality Regardless of Sex.
*see law for specific inclusions/exclusions


Regulatory Strength: ‏‏ Strong
Effective as of January 1st, 2021

Protected groups:

  • Gender
    • Refer to the law for a complete list of the 10 protected groups

Applicable to:

  • Private and public companies*
  • May cover state and local government employees*

HR practices:

  • Employer cannot retaliate against employees who:
    • File a complaint or testify regarding pay discrimination
    • Discuss salaries with coworkers
  • Employer cannot ask for salary history while hiring employees
  • Pay Analysis Groups are defined differently than the Federal “Similarly Situated” standard

Defenses/Rebuttals:

  • Law narrows reasons employers can use to justify pay differences (e.g., education must be job-related)

Remedies:

  • Back pay:
    • Up to two (2) times the amount of back pay awarded
    • Up to three (3) years of back pay may be awarded
    • Safe harbor or affirmative defense may apply
  • Employer is liable for attorney fees
  • Every paycheck may be considered a separate violation

State Specific:

  • Promotion opportunities must be announced to all employees on the same calendar day and before making a promotion decision.
  • Job postings must include an hourly/salary range and description of the benefits that are included.

Please click HERE for access to Senate Bill 19-085, Equal Pay for Equal Work Act.
*see law for specific inclusions/exclusions

Last revised 08/23/2019

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