Wrongful Termination in Colorado: Your Rights
Understanding wrongful termination protections in Colorado. This guide covers at-will exceptions, protected classes, whistleblower protections, and how to file a claim.
Data last updated: Jan 15, 2025Key Takeaways
- At-will employment: Yes.
- Public policy exception: Recognized.
- Implied contract exception: Recognized.
- Filing deadline: 300 days for CCRD complaints; 300 days for EEOC.
At-Will Employment in Colorado
Colorado is an at-will employment state. Employers can terminate employees for any lawful reason or no reason at all.
Recognized Exceptions
- Public policy
- Implied contract
- Statutory protections
Protected Classes
In addition to federal protections, Colorado prohibits employment discrimination based on:
- Race
- Color
- Religion
- Sex
- Sexual orientation
- Gender identity
- National origin
- Ancestry
- Age (40+)
- Disability
- Marital status
- Pregnancy
Whistleblower Protections
Colorado law protects employees who report employer violations of law and those who refuse to participate in illegal activities.
Filing a Claim
Back pay, front pay, compensatory and punitive damages, reinstatement, and attorney fees.
Colorado Civil Rights Division (CCRD) website
Related Resources
Frequently Asked Questions
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What protections does Colorado provide beyond federal law?
Colorado adds sexual orientation, gender identity, marital status, and ancestry as protected classes. Colorado also has its own anti-retaliation provisions.
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How long do I have to file in Colorado?
You have 300 days to file a complaint with the Colorado Civil Rights Division or the EEOC.
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Does Colorado recognize implied contract claims?
Yes. Colorado courts recognize that employee handbooks and employer promises can create implied contracts limiting at-will termination.
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What is the Lawful Off-Duty Activities statute?
Colorado law prohibits employers from terminating employees for lawful activities conducted off-premises during non-working hours, such as smoking or political activity.