Colorado Healthy Families and Workplaces Act (HFWA) Poster in Aurora, Colorado (2026)
Your restaurant faces daily fines of up to $1,000 and potential lawsuits from employees if you fail to display the Colorado Healthy Families and Workplaces Act (HFWA) Poster, a mandatory workplace notice from the Colorado Department of Labor and Employment (CDLE). Also known as the state paid sick leave poster, it informs your team of their rights to earned sick time. Key facts:
- 25 fields on the required posting template — ApronPrep auto-fills 21
- $0–$0 government filing fees
- Timeline varies — you must post immediately upon receipt of the official notice
Analyzed from Colorado Healthy Families and Workplaces Act (HFWA) Poster
84% from one compliance interview
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Why You Need a Colorado Healthy Families and Workplaces Act (HFWA) Poster
In Aurora, Colorado, your restaurant is required to display the Colorado Healthy Families and Workplaces Act (HFWA) poster under C.R.S. § 8-13.3-406, the state's workplace notice law, and is further subject to Aurora City Code Title V, Chapter 36, which enforces state labor standards. These statutes mandate that all employers covered by the HFWA—which includes nearly all Colorado businesses—must conspicuously post a notice informing employees of their rights to sick leave, family leave, and the state minimum wage. This requirement is enforced by the Colorado Department of Labor and Employment (CDLE) and applies regardless of a business's size or industry, making it a baseline compliance item alongside other required state and federal posters.
Failure to display the current, state-issued poster can trigger investigations and penalties during routine inspections or employee complaints. Specific consequences include:
- Civil penalties from the Colorado Department of Labor and Employment, which can escalate for repeat violations or failure to correct the deficiency after notice.
- Increased risk of wage-and-hour claims, as a missing poster can be cited as evidence of non-compliance in disputes over sick leave or minimum wage, potentially leading to liability for back wages and damages.
- Complications with business licensing or renewals, as Aurora may verify labor law compliance as part of its local business licensing process.
- Insurance and lease implications, as some commercial property insurers or landlords may require proof of labor law compliance as a condition of coverage or tenancy.
Legal code: State minimum wage law, earned sick time law, tip law, workplace poster statutes, prevailing wage law
Recent update: The Colorado Department of Labor and Employment released an updated mandatory poster in January 2026 to reflect new sick leave accrual rates and other HFWA amendments effective that year, and Aurora businesses must display this latest version.
Who Needs a Colorado Healthy Families and Workplaces Act (HFWA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | All private-sector employers in Colorado with one or more employees must comply with HFWA, as per Colorado Revised Statutes § 8-13.3-201, so even small, single-location restaurants are covered. |
| Bar / Nightclub | Required | Bars and nightclubs qualify as private-sector employers and are covered by the HFWA's universal requirement for all employers, regardless of size or industry. |
| Food Truck | Required | A food truck is an employer under Colorado law if it hires any staff, so it must comply with HFWA and display the poster as mandated by the Colorado Department of Labor and Employment. |
| Coffee Shop / Café | Required | Any café employing staff must follow HFWA rules. The act does not have a small business exemption, making this a universal requirement. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (25 Fields)
21 of 25 auto-filledBusiness Legal Name
textEnter the exact, registered legal name of your business entity as it appears on your Articles of Incorporation/Organization or IRS filings.
COMMON MISTAKE: Entering a DBA/trade name instead of the official LLC or Corporation name listed with the Colorado Secretary of State, which can lead to non-compliance because the poster is not tied to a legally recognized entity.
Doing Business As (DBA) Name
textEnter your registered trade name if you operate under a name different from your legal business name; if not applicable, you can typically enter 'N/A'.
COMMON MISTAKE: Leaving blank or entering the legal name again, which can cause confusion if your workplace is known to employees by a different name than what's on the poster.
Primary Location Street Address
textEnter the full physical street address (number and street) of your primary Colorado worksite where the HFWA poster will be displayed.
COMMON MISTAKE: Using a P.O. Box, a mailing address, or the address of a corporate headquarters outside Colorado, which fails to identify the actual worksite covered by state law.
City
textEnter the city for your primary Colorado worksite address.
State
textThis should be 'Colorado' for the primary worksite where the state-mandated poster is required.
COMMON MISTAKE: Entering a different state, which incorrectly suggests the business is not subject to Colorado's HFWA requirements.
ZIP Code
textEnter the ZIP code for your primary Colorado worksite.
Has Employees in Colorado
booleanSelect 'Yes' if you have any employees working in Colorado, as the HFWA poster requirement applies to all Colorado employers.
COMMON MISTAKE: Selecting 'No' if you have any W-2 employees, which is a critical error as it incorrectly opts the business out of a mandatory labor law posting.
Total Number of Employees
numberEnter the total number of employees you have across all locations; this helps determine specific accrual and usage rules under the HFWA.
COMMON MISTAKE: Counting only full-time employees and excluding part-time, seasonal, or temporary staff, which can lead to miscalculating paid sick leave entitlements and poster content.
Has Spanish-Speaking Employees
booleanSelect 'Yes' if any of your employees primarily speak Spanish, as the Colorado Department of Labor and Employment (CDLE) requires the poster to be provided in both English and Spanish in that case.
COMMON MISTAKE: Selecting 'No' to avoid the bilingual poster requirement, which violates CDLE rules and can lead to fines if a Spanish-speaking employee is hired.
Multiple Work Locations
booleanSelect 'Yes' if you operate more than one worksite in Colorado, as you will need a poster for each location.
COMMON MISTAKE: Selecting 'No' when you have multiple sites, leading to an undercount of required posters and non-compliance at unposted locations.
ApronPrep auto-fills 21 of 25 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Colorado Healthy Families and Workplaces Act (HFWA) Poster Mistakes
1. Displaying an Outdated or Incorrect Version of the Poster
Hanging a general Colorado labor poster or a previous year's HFWA notice instead of the current, Aurora-specific 2026 version. This is the most common violation cited during city inspections. Avoid it by downloading the official 2026 "Employee Rights Under the Healthy Families and Workplaces Act" notice directly from the Colorado Department of Labor and Employment (CDLE) website, as municipal requirements are embedded in the state notice.
2. Posting in an Inaccessible or Non-Conspicuous Location
Placing the poster in a breakroom closet, manager's office, or other area not frequented by all employees. The Colorado Revised Statutes § 8-13.3-405 requires posting "in a conspicuous and accessible place." In Aurora, this typically means next to other required labor notices in a common area like the kitchen timeclock station or near employee schedules. Failure to do so can trigger complaints and a mandatory corrective visit from regulators.
3. Failing to Post in All Required Languages
Displaying only the English version when you have Spanish-speaking staff. While the state provides the poster in English and Spanish, the law requires it in a language understood by the employee. If a significant portion of your Aurora workforce primarily speaks another language, you must provide the notice in that language. This oversight is a frequent source of employee disputes and can be used in a wage claim, adding significant legal review time.
Skip the Paperwork on Your Colorado Healthy Families and Workplaces Act (HFWA) Poster
ApronPrep auto-fills 21 of 25 fields from one compliance interview.
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Colorado Healthy Families and Workplaces Act (HFWA) Poster by City in Colorado
| City | Fee Range | Timeline |
|---|---|---|
| Aurora | ||
| Colorado Springs | ||
| Denver |
Timeline: Less than a day (Preparation and Display)
Access the Official Poster from CDLE
Navigate to the Colorado Department of Labor and Employment (CDLE) official website and locate the 'Employer Resources' section for the Healthy Families and Workplaces Act (HFWA). Download the most current version of the required poster in English and, if you have employees who primarily speak Spanish, the Spanish-language version. The poster is updated periodically; using an outdated version is a common compliance violation.
Print and Post in Conspicuous Location(s)
Print the poster on standard letter-sized (8.5" x 11") paper. You must post it in a conspicuous place where all employees can easily see it, such as a break room, near time clocks, or next to other required labor law posters. For businesses with multiple locations or remote workers, you must ensure all covered employees have access, which may involve posting at each worksite or distributing it electronically via company intranet or email.
Distribute Notice to Current Employees
As required by HFWA, you must provide a written copy of the notice (the poster content) to all current employees. This can be done via email, company intranet, or printed handout. Maintain a record of distribution, such as an email receipt or signed acknowledgment, to prove compliance in case of a CDLE audit or employee dispute. Failing to provide individual notice is a separate violation from the posting requirement.
Where to Apply
Applications go to the Colorado department of labor. Local procedures and fees may vary — select your city below.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Colorado.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Application for Employer Identification Number
federal
Articles of Organization (LLC) or Articles of Incorporation (Corporation)
state
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThe timeline for posting the HFWA notice varies significantly. It is not a permit you 'get' from a local agency, but a state-mandated labor law poster you must display. For restaurants, this is typically required to be posted from the first day of operation. Contact the Colorado Department of Labor and Employment (CDLE) to confirm the most current poster version.
The government filing fee for this poster is $0, per official state guidelines. The Colorado Department of Labor and Employment (CDLE) provides the official poster for free download on its website. Note that this differs from locally issued permits like the City Business License/Registration, which have associated fees.
No, the HFWA poster itself is not a transferable permit. It is a state law notice that must be displayed at each worksite. If you open a new restaurant location, you must post the official, most current version of the HFWA notice there. This is similar to other mandatory postings, such as the Colorado COMPS Order Poster, which also requires a copy at every establishment.
You do not renew a poster; you must update it whenever the Colorado Department of Labor and Employment (CDLE) releases a new version. The law requires you to display the current, legally valid poster. You should check the CDLE website periodically for updates, as failing to post the correct version can result in penalties.
There is no dedicated 'inspection' for the HFWA poster. However, state or local labor investigators can include a check for mandatory workplace postings during any employment standards audit or inspection at your restaurant. They will verify that the correct, current HFWA notice is prominently displayed in a common area accessible to all employees, such as a break room. Not legal advice — verify posting requirements with the CDLE.
About This Data
This guide is generated from ApronPrep's compliance dossier system, which uses 53 parallel AI authority experts to discover requirements, then downloads actual forms and generates field-level intelligence for each one.
For Colorado specifically, we have analyzed compliance dossiers for 3 cities (Aurora, Colorado Springs, Denver), generating Rich FILs (Form Intelligence Layers) with 25 form fields analyzed for this requirement. Fee data is sourced from actual county department fee schedules, not estimates.
Our data is verified against official government sources and updated when regulatory changes are detected. If you find an error, please report it — accuracy is our core commitment.
Sources
- State minimum wage law, earned sick time law, tip law, workplace poster statutes, prevailing wage law
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