Colorado Minimum Wage Order Poster Mandatory

COLORADO WAGE & HOUR RIGHTS & RESPONSIBILITIES:

The COMPS Order (Colorado Overtime & Minimum Pay Standards) Poster & Notice
Colorado Minimum Wage: $14.81 per hour in 2025, updated yearly (COMPS Rule 3)

Effective 1/1/2025
Use new version released by each December

Time Worked: All on-duty or on-premises time that must be paid (Rule 1.9)

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Must pay at least minimum wage for all time worked, whether by hour, salary, commission, piece rate, etc.

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Cleanup or setup (examples: put on or remove clothes, or gear, worn only at work)

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Use the highest minimum wage applicable; ColoradoLaborLaw.gov lists all local minimum wages

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Checking in or out (timeclock, security or safety screening, etc.), or waiting to do so

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15% lower is allowed for unemancipated minors — but not for some local minimum wages

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Receiving or sharing work information, or wait for tasks – but not just off-duty time on premises

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Travel for employer benefit – but not normal commuting (Rule 1.9.2)

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Sleep time required to be on-site – but not if lengthy and uninterrupted (Rule 1.9.3)

Overtime: 1½ regular rate after 40 weekly hours, or 12 daily or consecutive (Rule 4)
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Can’t give time off instead of overtime pay; can’t average overtime and non-overtime weeks (or days)

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Agriculture: Overtime after 48 hours (56 at some highly seasonal sites); extra breaks and pay on long days

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Some (not all) jobs in health, ski, and heavy vehicles are partly or fully exempt (Rules 2.3-2.4)

Meal Periods: 30 minutes uninterrupted & duty-free, in shifts over 5 hours (Rule 5.1)
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Can be unpaid only for employees completely relieved of duty, and allowed do personal activities

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If work doesn’t allow uninterrupted meal periods: must allow eating on duty, on paid time

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As much as practical, meal periods must be at least 1 hour after starting shifts, and 1 hour before ending

Rest Periods: 10 minutes, paid, every 4 hours (Rule 5.2)
# Work Hours:
# Rest Periods:

Up to 2
0

>2, up to 6

>6, up to 10

>10, up to 14

>14, up to 18

>18, up to 22

>22

1

2

3

4

5

6

Exemptions from COMPS (Rule 2.2 lists all; highlights below)
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Executive/supervisor, administrator, or professional: $56,485 (updated yearly) in salary (not hourly pay)

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Other high-level work: non-manual jobs paid 2¼ times the above salary; ⅕ owners who actively manage

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Some (not all) salespeople, computer professionals, drivers, camp/outdoor ed staff, or property managers

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Duties to pay wages, including most limits on deductions, still apply if exempt from COMPS

Employer Responsibilities (Rule 7)
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Give employees pay statements (total pay, rate, tips, credits, and time worked), and keep for 3 years

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Display this poster/notice where easily seen (or give to employees); also include in any handbook/manual

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Use translations (available from this Division) of this poster/notice for employees with limited English

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Not giving (or undercutting) posters or notices may disallow employer credits, deductions, or exemptions

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Individuals with control over work may be liable for wages and violations, even at incorporated employers

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Need not be off-site, but must not include work, and should be in the middle of the 4 hours if practical

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Rest periods count as time worked, including for minimum wage and overtime

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Extra pay is owed for rest period time not authorized or permitted, including for employees not paid hourly

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File complaints in the Division or Court, or send the Division confidential tips

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Break rules differ for some agricultural work (Rule 2.3, & the Agricultural Labor Conditions Rules)

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Retaliation, or actions interfering with rights, may yield fines or other consequences

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Immigration status is irrelevant to these rights, and can’t be used to interfere with rights

Complaint & Anti-Retaliation Rights (Rule 8)

Deductions, Credits, Charges, & Withheld Pay (Rule 6, & Colorado Wage Act)
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Final pay: Owed promptly (if a termination by employer) or at next pay date (if employee resigned)

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Unused vacation: Must pay to departing employees, even if fired for cause or resigned without notice

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Tip credit: Can lower hourly pay up to $3.02 if tips (not service charges) aren’t diverted to untipped staff

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Meals: Can charge cost or value (without profit) of voluntarily accepted meals

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Lodging: Can charge $25-$100 weekly (by housing type) if voluntary and primarily for employee benefit

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Uniforms: Can’t charge or require deposits for special uniforms, special cleaning, or ordinary wear and tear

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Other deductions: Only for items in CRS 8-4-105; not for poor work, breakage, quitting without notice, etc.

Contact Us:
DIVISION OF LABOR STANDARDS & STATISTICS
303-318-8441 / 888-390-7936 / [email protected] (English or Spanish)

For all laws,
guidance, &
complaints:
ColoradoLaborLaw.gov

Spanish
guidance &
complaints:
LeyesLaboralesDeColorado.gov

This notice
in other
languages:
cdle.colorado.gov/LaborStandardsPosters