Colorado Healthy Families and Workplaces Act (HFWA) Poster in Colorado Springs, Colorado (2026)
An outdated or missing Healthy Families and Workplaces Act notice on your premises can trigger a Colorado labor department inspection and fines for non-compliance with the state's sick leave law. This requirement, also known as the Colorado Paid Sick Leave Poster, is enforced by the Colorado Department of Labor and Employment (CDLE) and must be posted in a conspicuous location in Colorado Springs. Key facts:
- 25 fields — ApronPrep auto-fills 21
- $0–$0 government filing fees (poster is free, non-compliance fines are not)
- Varies processing time — poster download is instant, but you must post immediately.
Analyzed from Colorado Healthy Families and Workplaces Act (HFWA) Poster
84% from one compliance interview
Manual entry or document upload required
Why You Need a Colorado Healthy Families and Workplaces Act (HFWA) Poster
The Colorado Healthy Families and Workplaces Act (HFWA) poster is mandated by state statute. In Colorado, employers are required to display this poster under the provisions of the Colorado Healthy Families and Workplaces Act (C.R.S. § 8-13.3-101 et seq.) and pursuant to general workplace poster laws enforced by the Colorado Department of Labor and Employment (CDLE). The HFWA outlines requirements for paid sick leave and other protected leave for employees, and the corresponding poster serves as the official notice to inform workers of these rights. While the law is a state statute, enforcement and compliance verification can occur at the local level in Colorado Springs by the CDLE or other designated officials.
Failing to post the required Colorado HFWA notice leaves your Colorado Springs restaurant exposed to significant penalties and operational risks. The primary consequences for non-compliance include:
- Civil Penalties and Fines: The Colorado Department of Labor and Employment can assess monetary penalties for each violation of posting requirements.
- Back Wage Liability: If an employee was denied a benefit they were entitled to under the HFWA (like paid sick leave) and can prove they were unaware of their rights due to the missing poster, you may be liable for the value of the denied benefit, plus potential additional damages.
- Increased Scrutiny & Audits: A missing mandatory poster can trigger a broader investigation by labor officials into your wage, hour, and leave practices, leading to fines for other uncovered violations.
- Lease and Insurance Complications: Commercial leases often require tenants to comply with all laws. Non-compliance could be grounds for a lease violation. Similarly, proof of compliance with labor laws may be requested during insurance renewals or following an employee claim.
Legal code: State minimum wage law, earned sick time law, tip law, workplace poster statutes, prevailing wage law
Recent update: As of 2026, the Colorado Department of Labor and Employment has updated the official Healthy Families and Workplaces Act poster to reflect the current paid sick leave accrual rates and expanded reasons for leave; restaurants must display this most recent version.
Who Needs a Colorado Healthy Families and Workplaces Act (HFWA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required; Colorado's HFWA (C.R.S. 8-13.3-101 et seq.) applies to all employers with one or more employees, and this dining establishment type has hourly, non-exempt staff. |
| Bar / Nightclub | Required | Required; per the HFWA, any business with employees that operates in Colorado must provide paid sick leave and display the required poster for staff. |
| Food Truck | Required | Required; HFWA compliance is mandatory for all employers with Colorado-based employees, regardless of whether the workplace is mobile or fixed. |
| Coffee Shop / Café | Required | Required; as an employer with hourly baristas or counter staff, you must comply with HFWA posting requirements under state law. |
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 your restaurant’s official, registered legal entity name exactly as it appears on your Colorado Secretary of State filing, Articles of Incorporation, or LLC Certificate.
COMMON MISTAKE: Using the DBA or trade name instead of the exact legal name—for example, entering 'Mountain Peak Bistro' when the legal entity is 'Peak Dining Group, LLC'.
Doing Business As (DBA) Name
textEnter your restaurant’s trade name or 'Doing Business As' name if it differs from the legal name, as registered with the Colorado Secretary of State or local county clerk.
COMMON MISTAKE: Leaving this field blank if you operate under a DBA, or entering a marketing slogan instead of the registered trade name.
Primary Location Street Address
textEnter the complete street address of your restaurant’s primary Colorado location where the HFWA poster will be displayed for employees.
COMMON MISTAKE: Entering a P.O. Box, corporate office address in another state, or an incomplete address without the street number.
City
textEnter the city where your restaurant’s primary Colorado work location is physically situated.
State
textThis field auto-fills as 'CO' for Colorado, based on your business location data.
COMMON MISTAKE: Manually entering a different state abbreviation, which would misrepresent your coverage under Colorado law.
ZIP Code
textEnter the 5-digit ZIP code for your restaurant’s primary Colorado location; use the full 9-digit ZIP+4 if you have it for accuracy.
COMMON MISTAKE: Entering an incorrect or neighboring ZIP code, which can delay official correspondence.
Has Employees in Colorado
booleanSelect 'Yes' if you have at least one employee working in Colorado, which triggers the HFWA posting requirement under C.R.S. 8-13.3-404.
COMMON MISTAKE: Selecting 'No' when you have Colorado employees, which is a direct violation and can lead to penalties for non-compliance.
Total Number of Employees
numberEnter the total number of employees you have across all locations, including full-time, part-time, and temporary workers, as this determines specific HFWA provisions.
COMMON MISTAKE: Underreporting by excluding part-time or seasonal staff, or entering an estimate instead of the precise headcount.
Has Spanish-Speaking Employees
booleanSelect 'Yes' if any of your employees primarily communicate in Spanish, as the Colorado Department of Labor and Employment requires the poster in both English and Spanish in those workplaces.
COMMON MISTAKE: Selecting 'No' when you have Spanish-speaking staff, which violates the HFWA's language access rules and can trigger fines.
Multiple Work Locations
booleanSelect 'Yes' if you operate more than one restaurant or work site in Colorado, as you may need to display the HFWA poster at each location.
COMMON MISTAKE: Selecting 'No' when you have multiple sites, leading to incomplete compliance and potential penalties 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 Incomplete Poster Version
Using an old version of the poster that doesn't reflect the 2024 and 2026 amendments to the HFWA, such as missing the updated list of covered reasons for leave or incorrect accrual rates, violates Colorado law. This mistake risks fines and employee complaints, as the Colorado Department of Labor and Employment (CDLE) requires the most current version to be posted. Avoid it by downloading the official "Notice to Employees" poster directly from the CDLE's HFWA webpage each year, rather than using a cached or third-party template.
2. Posting in an Inaccessible or Non-Prominent Location
Placing the poster in a back office, break room, or other area not frequented by all employees fails to meet the requirement for "prominent and accessible" posting. This oversight can lead to employees being unaware of their rights, triggering complaints and potential CDLE investigations that add weeks of administrative hassle. Ensure the poster is displayed where all employees can see it, such as next to time clocks, on main bulletin boards, or in other common work areas, just like mandatory federal labor law posters.
3. Failing to Provide Required Language Translations
The Colorado HFWA requires employers to provide the poster in any language spoken by at least 5% of their workforce. In Colorado Springs, this often includes Spanish. Not providing translated versions can result in non-compliance penalties and undermine the notice requirement. To avoid this, check your workforce demographics and download the corresponding Spanish-language poster from the CDLE site, posting it alongside the English version if your workforce meets the threshold.
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: Varies (Typically 1–3 Business Days)
Download the Official 2026 Poster from CDLE
Go to the Colorado Department of Labor and Employment (CDLE) website and locate the 'HFWA Poster' page. Download the most current version, which must be dated for 2026, as prior years' versions are non-compliant. Double-check you are using the CDLE's official file, not a template from a third-party vendor, as the poster includes mandatory, specific legal text. This step typically takes 30 minutes, including locating and saving the file to your business records.
Print and Post in the Required Locations
Print the poster on standard 8.5" x 11" paper, ensuring the text is clear and legible. You must post it in a conspicuous place where all employees (including kitchen, front-of-house, and administrative staff) can easily see it — typically the employee break room or next to other required labor law posters. Post a copy at each Colorado Springs worksite if you have multiple locations. Ensure it is not hidden or posted in an area only managers access; incorrect posting location is the most common compliance oversight.
Provide a Copy to New Employees
When you hire a new employee, you are required to provide them a copy of the current HFWA poster at the start of their employment. This can be done by giving them a physical printout, attaching it to their onboarding paperwork, or sending it via email. Keep a dated record in the employee's file confirming receipt. This step is often missed with seasonal or part-time hires, which can create liability. Most restaurants complete this for each new hire in under 5 minutes.
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 to obtain the Colorado HFWA poster is immediate, as this is a compliance action, not a permit with a review process. Per the Colorado Department of Labor and Employment (CDLE), the official poster PDF can be downloaded and printed at any time. You must post it as soon as you become an employer subject to the law, typically on your first day of hiring employees.
The government filing fee for the Colorado HFWA poster is $0. The Colorado Department of Labor and Employment provides the official poster template for free download on its website. While there is no charge for the poster itself, you are responsible for the cost of printing it and ensuring it is properly displayed alongside other required notices like the Colorado COMPS Order Poster.
No, posters are not transferable between business entities or federal Employer Identification Numbers (EINs). Each covered employer must display its own poster. If you move your business to a new physical address within Colorado Springs, you simply need to ensure the poster is displayed at the new location; no new application is required. However, a change in business structure or ownership may trigger new employer registrations, such as the Colorado Employer Withholding Tax Registration.
There is no formal renewal process for the physical HFWA poster. You must monitor the Colorado Department of Labor and Employment website for any updates to the poster's content, as the law or required notices may change. It is your responsibility as an employer to replace the posted notice with the current version. Failure to display the most recent version can result in penalties during a labor inspection.
There is no dedicated 'inspection' for the HFWA poster alone. Compliance is typically verified during broader investigations by the Colorado Division of Labor Standards, which may be triggered by a employee complaint or a routine audit. The inspector will check that the current, official HFWA poster is displayed in a conspicuous location accessible to all employees, alongside other legally required workplace notices. Not legal advice — verify specific posting requirements with the Colorado Department of Labor and Employment.
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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