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Updated for 2026 Regulations

Colorado Compliance Training
Requirements 2026

Navigate the CO POWR Act, Equal Pay for Equal Work Act, and FAMLI paid leave requirements with state-approved online courses.
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  • CO State Approved
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  • Colorado
  • 4 Compliance Requirements

Compliance Requirements

Each area below connects directly to employer policies, training requirements, recordkeeping, and workforce management.

Sexual Harassment Prevention (CO POWR Act / CADA)

ALL Colorado employers — as few as 1 employee for sexual harassment (POWR Act 2023)
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Requirements

  • No specific mandatory training hours — but POWR Act creates significant employer liability
  • Written anti-harassment policy strongly recommended
  • Training on POWR Act standards: any unwelcome conduct based on protected characteristic can be harassment
  • Supervisor training on new standards, complaint handling, and anti-retaliation
  • Document all training as evidence of good-faith compliance

Key Standards

CO Anti-Discrimination Act (CADA), C.R.S. §24-34-402; CO POWR Act (SB 172, effective August 7, 2023)

Penalties

CCRD: up to $25,000; unlimited civil damages under POWR Act; extended statute of limitations to 300 days

Deadline: Immediate compliance required (POWR Act effective Aug 7, 2023). Training recommended at hire and annually.

Colorado Equal Pay for Equal Work Act (EPEWA)

All employers with 1 or more Colorado employees (including remote roles that could be performed in Colorado)

Requirements

  • Include salary/hourly wage range and description of benefits in all job postings
  • Announce promotional opportunities to all current employees
  • Train HR and hiring managers on pay equity requirements
  • Maintain records of compensation and job descriptions
  • Cannot ask about or rely on salary history

Key Standards

CO Equal Pay for Equal Work Act (SB 085, 2019; updated SB 105, effective Jan 1, 2024)

Penalties

$500–$10,000 per violation per job posting; civil enforcement by CO DLSS; private right of action

Deadline: Immediate — applies to all current and new job postings.

Colorado FAMLI (Paid Family and Medical Leave Insurance)

All Colorado employers with 1 or more employees

Requirements

  • Provide written notice of FAMLI rights to all employees (within 30 days of hire)
  • Display FAMLI poster in workplace
  • Train HR and managers on leave administration, tracking, and anti-retaliation
  • Employers with 10+ employees: pay employer share of premium contributions
  • Employees can take up to 12 weeks paid leave (16 weeks for pregnancy + bonding)

Key Standards

CO FAMLI Act (Proposition 118, 2020); C.R.S. §8-13.3-101 et seq.; benefits effective January 1, 2023

Penalties

CO FAMLI Division enforcement; penalties for non-payment of premiums; retaliation claims

Deadline: Notice at hire; premiums began Jan 1, 2023; benefits available Jan 1, 2023.

Additional Colorado Requirements

Varies by requirement
  • CO Healthy Families and Workplaces Act: up to 48 hours paid sick leave for employers with 16+ employees; accrual notice required
  • CO Workers' Compensation: training on reporting requirements and employee rights
  • CO Noncompete Agreements (SB 21-271): strict limits on non-competes; HR training on enforcement boundaries
  • CO Anti-Retaliation (CADA §24-34-402.5): training managers on prohibited retaliation

Key Standards

CO Healthy Families and Workplaces Act (C.R.S. §8-13.3); CO Workers' Compensation Act; CO SB 21-271

Penalties

Varies by violation; civil penalties and employee lawsuits

Deadline: Varies — see individual requirements

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Required Courses for Colorado

6 courses mapped to the compliance areas above

Colorado Compliance Essentials

All required and recommended courses for complete Colorado coverage

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Sexual Harassment in the Workplace National

This interactive course equips employees with the knowledge to recognize harassment, take appropriate action, and support a respectful and inclusive work environment through realistic scenarios, interactive exercises, and assessments.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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Preventing Sexual Harassment for Managers Course

Because managers act on behalf of their employer, they have heightened responsibilities for preventing and responding to sexual harassment. This course covers recognizing misconduct, responding to complaints, and meeting the training requirements enacted by federal, state, and local lawmakers.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$14.95 per person

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Preventing Sexual Harassment for Employees Course

Helps all employees understand their role in promoting a respectful, harassment-free workplace — covering what constitutes sexual harassment, its impact on coworkers and the work environment, and how to respond and report concerns.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$14.95 per person

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Workplace Violence Prevention Made Simple Course

Over 2 million people in the United States are victims of violence at work every year. This course trains employees to prevent and react to violence on the job, covering the OSHA mandate on workplace violence, workplace bullying, and the behaviors the Department of Labor considers workplace violence.

  • 30 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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Data Privacy and Cybersecurity Course

An overview of data privacy and security policies and employee responsibility — the types of information that need to be protected, privacy best practices, security procedures, what to do in a breach, password management, and phishing awareness.

  • 45 mins
  • Online, Self-Paced
  • Certificate of Completion

$19.95 per person

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OSHA 10: General Industry

This DOL-recognized, OSHA-authorized 10-hour program covers walking-working surfaces, electrical safety, lockout/tagout, machine guarding, hazard communication under GHS, PPE, emergency action plans, and more — fully aligned with 29 CFR Part 1910.

  • 600 mins
  • Online, Self-Paced
  • Certificate of Completion

$59.00 per person

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Multi-State Considerations

Multi-state employers face differences across jurisdictions in definitions, coverage thresholds, employee protections, documentation requirements, and enforcement approaches. Colorado obligations apply based on where work is performed, where an employee resides, and how a role is structured. A state-specific approach prevents Colorado standards from being diluted by broad national policies while supporting consistent governance across the organization.

Browse all state guides

Frequently asked questions

The Protecting Opportunities and Workers' Rights (POWR) Act (SB 172, effective August 7, 2023) made sweeping changes to Colorado's Anti-Discrimination Act. Key changes: eliminated the 'severe or pervasive' standard for harassment, extended the statute of limitations to 300 days, applied harassment protections to employers with just 1 employee, and increased employer accountability.

Colorado does not mandate specific training hours, but the POWR Act creates significant liability for employers who fail to prevent or address harassment. Documented, regular training is a key element of establishing a good-faith compliance defense. Training is strongly recommended.

All employers with 1 or more Colorado employees must include pay ranges and benefit descriptions in all job postings. Promotional opportunities must be announced to all employees. Salary history cannot be requested or used. The updated SB 105 (effective Jan 1, 2024) clarified and strengthened requirements.

Colorado's Paid Family and Medical Leave Insurance (FAMLI) program requires all employers to notify employees of their rights and provides up to 12 weeks (or 16 weeks for pregnancy + bonding) of paid leave. Premium contributions began January 1, 2023. Employers with 10+ employees pay an employer share.

Yes. The POWR Act's harassment provisions apply to ALL employers, even those with just 1 employee. The employment discrimination protections apply to employers with 1+ employees as of Jan 1, 2024.

Yes. While Colorado doesn't mandate specific training formats, interactive online training that covers POWR Act standards, CADA requirements, and Equal Pay policies satisfies best practice requirements and helps establish a good-faith compliance defense.

Employers can face penalties of $500–$10,000 per violation per job posting, plus civil enforcement by the CO Division of Labor Standards. Employees also have a private right of action.

All Colorado employers must provide written notice of FAMLI rights to employees within 30 days of hire, display the FAMLI poster in the workplace, and train HR/managers on leave administration and anti-retaliation obligations.

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