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Employee Communications: Colorado

Employee Communications requirements for other states

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

Authors: Stuart R. Buttrick, Susan W. Kline, Mary L. Will and Thomas W. Carroll, Faegre Drinker Biddle & Reath LLP


  • Colorado employers must communicate certain information to their employees via required postings. See Required Workplace Postings.
  • Colorado employers should ensure that communications do not unintentionally alter the at-will status of their employees. See Employment at Will.
  • Restrictive covenants in Colorado are governed by statute. See Restrictive Covenants in Employment.
  • Communications to or about employees may be affected by various common law claims or by statutes relating to employee references, blacklisting and discriminatory comments. See Other Laws Affecting Communications.
  • Colorado has adopted the Uniform Trade Secret Act, which may influence how and to whom employers communicate information. See Uniform Trade Secrets Act.
  • Employees may have a privacy interest in the information they communicate to their employers or at the workplace, and employers should be aware of various privacy laws. See Privacy and Communications.
  • Employees may have anti-retaliation or whistleblower protection based on communications they make. See Anti-Retaliation and Whistleblower Protections.
  • Denver has requirements pertaining to employee communications. See Local Requirements.