Wrongful Termination in Colorado
Reviewed by DocDraft Legal Team - Colorado - Last updated November 12, 2026
Wrongful termination in Colorado covers firings that break a statute or contract, and Colorado courts treat the at-will presumption as one that can be rebutted, including through a public-policy claim or handbook termination procedures. Discrimination charges under the Colorado Anti-Discrimination Act go to the Colorado Civil Rights Division and must be filed within three hundred days after the alleged discriminatory or unfair employment practice; a late charge is barred. After the commission's jurisdiction ends, a civil action must be filed within ninety days. Wages are due immediately when you are fired.
Find out where you stand in Colorado
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What counts as wrongful termination in Colorado?
Colorado employment is presumed at-will, but Colorado courts treat that presumption as rebuttable. They recognize a claim for a firing that violates public policy, and handbook termination procedures can be enforced as a contract. A firing is also wrongful when it breaks a statute, such as the Colorado Anti-Discrimination Act.
Where do you file a discrimination complaint in Colorado, and by when?
File a charge with the Colorado Civil Rights Division within three hundred days after the alleged discriminatory or unfair employment practice; a charge that is not timely filed is barred. Confirm with the Division whether your employer is covered. EEOC charges (15+ employees, 20+ for age) are due within 300 days from the date of harm.
How long do you have to sue for wrongful termination in Colorado?
In employment cases, the Division's Letter of Determination includes the notice of right to sue. The civil action must then be filed within ninety days after the date the commission's jurisdiction ceased, and a later action is barred (C.R.S. 24-34-306).
When is your final paycheck due after being fired in Colorado?
Wages earned and unpaid at discharge are due immediately. If payroll is not operating then, they are due no later than six hours after the start of its next regular workday, longer when payroll is off-site (C.R.S. 8-4-109). If it is late, put your request in writing and keep a copy.
Colorado wrongful termination rules
Colorado gives fired workers the same 300 days for a state charge that the EEOC's Denver office gives for a federal charge against an employer with 15 or more employees, then a short window to sue. A charge alleging a violation of the Colorado Anti-Discrimination Act must be filed with the Civil Rights Division within three hundred days after the alleged discriminatory or unfair employment practice, and a charge that is not timely filed is barred (C.R.S. 24-34-403). In employment cases the Division's Letter of Determination includes the notice of right to sue, and the civil action must be filed within ninety days after the commission's jurisdiction ceased. Colorado courts treat the at-will presumption as rebuttable, recognizing claims for firings that violate public policy and enforcing handbook termination procedures. Colorado also protects a worker who, in good faith, raises a reasonable concern about workplace violations of government health or safety rules, where the employer controls the workplace conditions involved. Wages are due immediately at discharge.
Relevant Laws
C.R.S. 24-34-403 (charge deadline)
A charge must be filed within three hundred days after the alleged practice; a late charge is barred.
C.R.S. 24-34-306 (suit after the commission)
A civil action must be filed within ninety days after the commission's jurisdiction ceased.
C.R.S. 8-4-109 (final pay)
Wages are due and payable immediately at discharge, with a short extension when payroll is not operating.
EEOC Denver timeliness
The EEOC's Denver office gives 300 days from the date of harm for employers with 15 or more employees (20 or more for age) in Colorado.
Regional Variances
Colorado wrongful termination rules
At-will status
Presumed at-will; the presumption is rebuttable.
Recognized exceptions
A firing that violates public policy, enforceable handbook termination procedures, and statutory claims.
State agency and law
Colorado Civil Rights Division; Colorado Anti-Discrimination Act, C.R.S. 24-34-401 and following.
Agency filing deadline
Within three hundred days after the alleged discriminatory or unfair employment practice; a late charge is barred (C.R.S. 24-34-403).
EEOC charge deadline
300 days from the date of harm (EEOC Denver office), for employers with 15 or more employees, or 20 or more for age.
Whistleblower and retaliation law
C.R.S. 8-14.4-102 (good-faith workplace health or safety concerns, where the principal controls the workplace conditions).
Deadline to sue
Within ninety days after the commission's jurisdiction ceased; the Letter of Determination includes the right-to-sue notice (C.R.S. 24-34-306).
Final paycheck
Due immediately at discharge; if payroll is not operating, no later than six hours after the start of its next regular workday, longer when payroll is off-site (C.R.S. 8-4-109(1)(a)).
Suggested Compliance Checklist
Request your final pay in writing
Immediately at discharge (short payroll extension) days after startingColorado makes wages due immediately at discharge, with a short extension if payroll is not operating. If they are late, send a written demand for the exact amount owed.
Save records and write a timeline
Within days of the firing days after startingKeep the termination notice, messages, pay stubs and a dated timeline, with witness names.
File with the Colorado Civil Rights Division
300 days after the practice days after startingFile a charge within three hundred days after the alleged practice; a late charge is barred. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days.
Sue within 90 days
90 days after jurisdiction ceases days after startingFile the civil action within ninety days after the commission's jurisdiction ceased, or the action is barred.
Send a demand letter or review a settlement
Before signing any release days after startingA demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available.
| Task | Description | Document | Days after starting |
|---|---|---|---|
| Request your final pay in writing | Colorado makes wages due immediately at discharge, with a short extension if payroll is not operating. If they are late, send a written demand for the exact amount owed. | final-paycheck-demand-letter | Immediately at discharge (short payroll extension) |
| Save records and write a timeline | Keep the termination notice, messages, pay stubs and a dated timeline, with witness names. | - | Within days of the firing |
| File with the Colorado Civil Rights Division | File a charge within three hundred days after the alleged practice; a late charge is barred. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days. | - | 300 days after the practice |
| Sue within 90 days | File the civil action within ninety days after the commission's jurisdiction ceased, or the action is barred. | - | 90 days after jurisdiction ceases |
| Send a demand letter or review a settlement | A demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available. | demand-letter | Before signing any release |
Frequently Asked Questions
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