Colorado

Below you will find any recent or upcoming changes to the family and medical leave and/or leave income replacement benefit law(s) within this state.

Last Updated: 12/24/2025

Colorado Family and Medical Leave Programs

What is the Update?

Colorado Family and Medical Leave Insurance (CO FAMLI)

Update (06/16/25, Effective 01/01/26): Thanks to Senate Bill 25-144, beginning January 1, 2026, FAMLI will expand to provide up to 12 weeks of leave for a parent whose child is receiving care in a neonatal intensive care unit. A parent whose child is in the NICU can be entitled to up to 24 weeks total of FAMLI leave, e.g., 12 weeks of bonding and 12 weeks of NICU leave. Further, the contribution rate will decrease to 0.88% of wages per employee. Moving forward, the premium rates will continue to be confirmed on or before September 1st of the preceding year, with a maximum possible rate of 1.2%. As a reminder, employees are never required to pay more than 50% of the total premium. Premiums are capped at the social security wage base which is $184,500 in 2026. Employers with fewer than 10 U.S. employees are exempt from deductions and must deduct and remit only the employee portions to the state.

Update (12/24/25, Effective 01/01/26): The Colorado Department of Labor and Employment has released an updated workplace notice for the FAMLI program, outlining an employee’s eligibility and qualifying reasons for leave. You can find the new notice under the ‘Notice Requirements’ section below.

Handbook/Policy Updates

N/A

Notice Requirements

Employers are legally required to display the CO FAMLI notice in a prominent location, as well as notify its employees in writing upon hire and upon learning of an employee’s request to take a leave of absence. If you have employees that work remotely, we would recommend also posting this on your company intranet. The notice for CO FAMLI can be found here.

Larkin Action

The Larkin Company will adjust offsets for any top-up (leave of absence pay) calculations or STD, accordingly, if we handle these services for you. Additionally, we will consider any law changes carefully, and update our internal resources and processes, as well as our employee leave information packets, if necessary.

Further Company Considerations

Please be sure to adjust your contributions in line with the updates, effective 01/01/26. Additionally, please ensure as a company you are offsetting any salary continuation/company top-up pay aligned with the new maximum weekly benefit rate where applicable.

*Claims that started prior to 07/01/25 may be awarded an updated benefit rate. Claims that begin on or after 07/01/25 will be eligible for the new maximum benefit rate.

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Disclaimer

The Larkin Company has taken reasonable steps to ensure the accuracy of the information on this page, however we make no representation or warranty of any kind as to its accuracy or completeness. These resources should not be construed or substituted for legal advice. Accordingly, before taking any actions based upon such information provided herein, we encourage you to seek competent legal advice from a licensed attorney or appropriate professionals.