Sick Leave for Colorado Employees: What You Need to Know in 2025
Ever caught a bug while skiing in Vail, woken up with altitude sickness in Denver, or needed a mental health day after a long week in Boulder? As a Colorado worker, you're actually sitting on some of the most progressive sick leave protections in the Mountain West, thanks to the Healthy Families and Workplaces Act (HFWA) that revolutionized how we handle sick time in the Centennial State.
Key Objectives:
Here's something that makes Colorado stand out: Whether you're serving craft beers in Fort Collins, coding at a tech startup in RiNo, or teaching in Colorado Springs, you're covered. Unlike some states that exclude small businesses or certain industries, Colorado's law is like our famous 14ers - it covers just about everything you can see. Every Colorado employer, from the corner coffee shop to the largest corporations, must provide paid sick leave.
Think of it this way: Just as Colorado was one of the first states to embrace legal marijuana, we're also at the forefront of worker protections. The state requires employers to provide one hour of paid sick leave for every 30 hours worked, up to 48 hours per year. And during public health emergencies? The coverage expands faster than a summer thunderstorm rolls in.
What's particularly refreshing (like that crisp mountain air) is that Colorado's law recognizes that "sick" doesn't just mean physically ill. Mental health days? Covered. Need to take care of a sick family member? Covered. Dealing with domestic violence or sexual assault-related issues? That's covered too. It's as comprehensive as a well-packed hiking backpack.
Overview of the Healthy Families and Workplaces Act (HFWA)
The HFWA, enacted in 2020, requires nearly all Colorado employers to provide paid sick leave to their employees. As of January 1, 2022, the law applies to businesses of all sizes, covering full-time, part-time, and temporary workers.
How Does Paid Sick Leave Work in Colorado?
Accrual of Paid Sick Leave
Employees accrue one hour of paid sick leave for every 30 hours worked, up to a maximum of 48 hours (6 days) per year.
Key points:
- Sick leave accrual begins on the first day of employment.
- Carryover: Unused sick leave can roll over to the next year, but employers can limit usage to 48 hours annually.
- Employers may also choose to frontload the full 48 hours at the start of the year, simplifying the process.
When Can Employees Use Sick Leave?
Employees can use their accrued paid sick leave for:
- Personal Health Needs: Illness, injury, or medical appointments.
- Family Care: Caring for a family member with a health condition or attending their medical appointments.
- Public Health Emergencies: When a public official orders a business or school closure, or if the employee or a family member needs to self-isolate due to exposure to a contagious disease.
- Domestic or Sexual Violence: Seeking medical attention, counseling, relocation, or legal services related to domestic violence, sexual assault, or harassment.
Covered family members include:
- Children (biological, adopted, foster, or stepchildren).
- Spouses or domestic partners.
- Parents, grandparents, grandchildren, and siblings.
Public Health Emergency (PHE) Leave
In addition to standard sick leave, the HFWA includes provisions for Public Health Emergency (PHE) Leave. This leave applies during officially declared public health emergencies.
Key details:
- Employees are entitled to up to 80 hours of supplemental paid sick leave (pro-rated for part-time workers).
- This leave covers health needs related to the emergency, such as COVID-19 testing, vaccination, or caring for a sick family member.
PHE Leave remains available for four weeks after the emergency ends.
Employer Obligations Under HFWA
Colorado employers must:
- Provide Notice: Inform employees of their rights under HFWA through posters and written notices.
- Track Leave Accrual: Maintain records of hours worked and sick leave used for at least two years.
- Prohibit Retaliation: Employers cannot retaliate against employees for using sick leave or asserting their HFWA rights.
Exemptions to HFWA
While HFWA applies broadly, some employees may be exempt:
- Federal Employees: Those working for the federal government are not covered.
- Independent Contractors: Contractors are not considered employees and are therefore ineligible for paid sick leave under HFWA.
FAQs About Sick Leave in Colorado
Q: Can an employer require a doctor’s note?
A: Employers may request reasonable documentation for absences longer than four consecutive workdays, but they cannot require the note to disclose the medical condition.
Q: What happens to unused sick leave at termination?
A: Employers are not required to pay out unused sick leave upon termination, unless the employer’s policy specifically allows for it.
Q: How does sick leave interact with other leave policies?
A: HFWA does not replace other leave laws such as the Family and Medical Leave Act (FMLA) but may work in conjunction with them to ensure employees have adequate coverage.
What Employers Need to Know
For employers, compliance with HFWA is critical. Best practices include:
- Clearly outlining sick leave policies in employee handbooks.
- Training management on HFWA requirements to avoid accidental violations.
- Staying informed about ongoing Public Health Emergency declarations that trigger additional leave.
Employers who fail to comply with HFWA may face penalties, including fines and legal action.
Common Misconceptions About Sick Leave in Colorado
1. “Sick leave is only for full-time employees.”
False. HFWA applies to full-time, part-time, and temporary employees.
2. “Public Health Emergency Leave is only for COVID-19.”
False. PHE Leave applies to any officially declared public health emergency, not just COVID-19.
3. “Sick leave resets at the end of the year.”
Not entirely. Unused sick leave can roll over to the following year, though employers may cap annual usage at 48 hours.
Why Sick Leave Matters
Colorado’s robust sick leave policies are designed to protect employees and promote public health. For workers, sick leave provides financial security and peace of mind during health challenges. For employers, offering paid sick leave fosters a healthier, more productive workforce and demonstrates a commitment to employee well-being.
Final Thoughts
The Healthy Families and Workplaces Act ensures that Colorado employees have access to paid sick leave when they need it most. Understanding your rights under HFWA—and how they interact with employer policies—empowers employees to take charge of their health without fear of losing income or facing retaliation.
For more information about HFWA or your sick leave rights, visit the Colorado Department of Labor and Employment.
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