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Payment of Wages: Colorado

Payment of Wages requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Authors: Sarah Benjes, Stuart R. Buttrick, Susan W. Kline and Mary L. Will, Faegre Baker Daniels LLP


  • In Colorado, employers may pay wages in cash, by check, by direct deposit into an employee's checking or savings account or by electronic paycard. SeeWage Payment Methods.
  • Colorado employees must be paid on regular paydays occurring not more than one calendar month or 30 days apart. Employers must generally pay employees no later than 10 days following the close of each pay period. Penalties may be imposed for violations. SeePay Frequency.
  • In Colorado, certain deductions from employees' pay are permitted and others are prohibited. Penalties may be imposed for violations. SeePermitted and Prohibited Wage Deductions.
  • Employers must provide employees with written, itemized pay statements every payday. Each pay statement must contain specific information. SeePay Statement Requirements.
  • In Colorado, when a terminating employee must be paid final wages depends on whether the employee is fired or quits. Penalties may be imposed for noncompliance. SeeTermination Pay.
  • After the death of an employee, employers must follow a specific set of rules in order to properly turn over any compensation owed to the deceased employee's estate, surviving spouse or heirs. SeeDeceased Employee Wages.
  • Wages that are unclaimed for one year are considered abandoned property. Employers must file an annual report of, unclaimed wages with the State Treasury, pay the amount of the unclaimed wages to the State Treasury and provide advance notice to affected employees within a certain time period. Penalties may be imposed for noncompliance. See Unclaimed Wages.
  • Wage theft violations (e.g., nonpayment of wages or overtime pay) will be released by the Department of Labor and Employment, Division of Labor Standards and Statistics (DLSS ), to the public and may be used in a court proceeding, unless the DLSS determines that the information includes a trade secret. See Wage Theft Transparency Act.