New employment laws and regulations went into effect in Colorado on January 1, 2021. As a top technology recruiting firm in Colorado, we want to ensure our clients, prospective hires and broader Denver business community are aware of what has changed and how to best navigate these changes. A local recruitment partner, who knows the ins/outs of hiring and doing business in Colorado, can help you navigate the complexity and ensure you are using the best practices for hiring. 

Below is a brief overview of what has changed in our laws and how to ensure you are implementing these changes correctly. It’s not an exhaustive list, but you can always book a talent strategy session with us by contacting

Equal Pay for Equal Work Act. This law was actually passed in 2019, but took effect at the beginning of 2021. The law is as it is named – it required employers to provide equal pay for substantially similar work, regardless of the job title given and prohibits a pay disparity on the basis of sex or prorected status

What does this mean for hiring?

  1. Employers must include the offered pay range in all job postings including bonuses or commissions. This could screen out potentially high-qualified applicants – so how do you navigate this to ensure (1) we follow the law (2) we still get the best candidates?
  2. It is no longer legal to ask a potential candidate to disclose their previous salary to determine their rate of pay.
  3. Keep in mind that pay disparity could be allowed if based on: seniority/tenure, merit, quality/quantity based systems, geography, or required travel.

How VeriCour can help

We can review your job postings and description before you post it and consult with you. If you happen to have us working on multiple searches for you, we can determine if some of the jobs perform “substantially similar work”, as per the language in the Act.

The bottom line is there is always a bit of gray, as in point 3, so make sure you are informed and have a strategy in place. Want to learn more? Read about the Equal Pay for Equal Work Act here.

Healthy Families & Workplaces Act: Phase II

This law went into effect on July 14, 2020 and it requires all Colorado employers to offer paid sick leave by 2022. It requires two weeks of paid sick leave in the event of a public emergency, such as COVID-19, requires documentation for longer leave, and lastly, mandates that sick leave records be kept for two years after an employee leaves. Read more about the law here.

VeriCour is a seasoned Denver recruiting firm, providing top information technology talent and expertise to the business community. That said, information provided on this blog is intended for general educational use. It is not intended to provide legal advice. VeriCour does not provide legal services. Consult an attorney for legal advice on this or any other topic.

“While you may think a rule or regulation change is straightforward, it never is. It is extremely important to get legal support.” — Forbes Human Resources Council. “How to Ensure Compliance with New Regulations: Nine Key Actions.” Forbes. March 6, 2020. 

Sources:  Obsidian, State of Colorado, Forbes Magazine