Colorado Job Protection and Civil Rights Poster in Colorado Springs, Colorado (2026)
Your restaurant is exposed to significant legal risk and fines without the required Colorado Job Protection and Civil Rights Poster, also called a mandatory workplace notice, posted in your Colorado Springs establishment. This state-mandated poster is issued by the Colorado Civil Rights Division (CCRD) and outlines employee rights and employer responsibilities under the Colorado Anti-Discrimination Act (CADA). Key facts:
- 24 total fields to complete on the official notice template
- $0–$0 government filing fees for the poster itself
- Varies – you must obtain and post this immediately upon opening or hiring your first employee
Most applicants complete this in under 15 minutes with ApronPrep, which auto-fills 20 of 24 fields.
Analyzed from Colorado Job Protection and Civil Rights Poster
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Manual entry or document upload required
Why You Need a Colorado Job Protection and Civil Rights Poster
Colorado law, specifically through the Colorado Anti-Discrimination Act (CADA) and its minimum wage and earned sick time statutes, mandates that all employers post both state and federal notices of job protections and civil rights. The primary state authority is the Colorado Department of Labor and Employment (CDLE). This is not an application or permit, but a strict posting requirement. The core statutes include the Colorado Overtime and Minimum Pay Standards Order (COMPS Order No. 39), the Healthy Families and Workplaces Act (HFWA), and the Colorado Wage Theft statute. Failing to display the required poster is considered a violation of these labor laws, as it deprives employees of their right to know their workplace protections.
Failure to post the mandated notice can trigger significant enforcement actions, even if no underlying wage or discrimination violation has occurred. The consequences are purely legal and financial, enforced by the CDLE or through private lawsuits. Based on Colorado statutes, potential penalties include:
- Civil penalties and fines from the CDLE for each violation of posting requirements.
- Back wages and liquidated damages in wage-related disputes, where the failure to post can be used as evidence of a willful violation. Under the Colorado Wage Theft statute, willful violations can lead to treble damages (three times the owed wages).
- Criminal penalties for employers found guilty of willful wage theft, which is a misdemeanor or felony depending on the amount.
- Increased liability in discrimination lawsuits, as failure to post required notices can undermine an employer's defense that employees were informed of their rights and complaint procedures.
Legal code: State minimum wage law, earned sick time law, tip law, workplace poster statutes, prevailing wage law
Recent update: The Colorado Minimum Wage increased to $14.42 per hour effective January 1, 2026, which is reflected in the updated poster; additionally, the COMPS Order was updated in 2024 to expand coverage, making the 2026 version mandatory for compliance.
Who Needs a Colorado Job Protection and Civil Rights Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required for all employers with one or more employees per the Colorado Anti-Discrimination Act (CADA), § 24-34-401, C.R.S., with no industry exemption. |
| Bar / Nightclub | Required | Required as an employer of one or more persons; the Colorado Civil Rights Division mandates posting in a conspicuous workplace location. |
| Food Truck | Required | Required if it has any employees; the mobile workplace must have the poster displayed where employees can readily see it. |
| Coffee Shop / Café | Required | Required for employers with at least one employee, as defined under CADA and the Colorado Healthy Families and Workplaces Act (HFWA) posting rules. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (24 Fields)
20 of 24 auto-filledBusiness Legal Name
textEnter the exact, full legal name of your business entity as it is registered with the Colorado Secretary of State (e.g., 'Smith Family Restaurant, LLC' not just 'Smith's Diner').
COMMON MISTAKE: Using a DBA/trade name instead of the registered legal entity name.
Has Colorado Employees
booleanSelect 'Yes' if you currently employ one or more individuals who physically work in Colorado, as this triggers the mandatory posting requirement under the Colorado Anti-Discrimination Act (CADA).
COMMON MISTAKE: Selecting 'No' if you have any employees (including part-time) working in Colorado, which is a violation of mandatory posting laws.
Number of Colorado Employees
numberEnter the total number of individuals you employ who work at your Colorado location(s), used to verify the size-based applicability of certain employment laws.
COMMON MISTAKE: Omitting part-time, seasonal, or temporary employees from the count.
Multiple Colorado Locations
booleanSelect 'Yes' if you operate more than one workplace within Colorado, as you are required to post the notice at each physical location where employees report for work.
COMMON MISTAKE: Failing to indicate multiple locations, leading to an incomplete compliance plan for poster placement.
List of Workplace Locations
textProvide the full street address for each Colorado location where employees work, ensuring the poster is displayed at every site.
COMMON MISTAKE: Listing only a primary mailing address or PO Box instead of all physical work site addresses.
Has Spanish-Speaking Employees
booleanSelect 'Yes' if any of your Colorado employees primarily speak Spanish, as this triggers the additional requirement to display the official Spanish-language version of the poster alongside the English version.
COMMON MISTAKE: Not obtaining the Spanish poster when required, which can lead to non-compliance with CADA language accessibility rules.
Other Languages Spoken by Employees
textList any primary languages other than English or Spanish spoken by a significant portion of your workforce (e.g., 'Nepali, Vietnamese'), which may indicate a need for further accommodations.
COMMON MISTAKE: Leaving this blank if you have a workforce where a significant portion does not understand English or Spanish well.
English Poster Downloaded
booleanConfirm you have obtained the official, current 'Job Protection and Civil Rights Poster' from the Colorado Civil Rights Division (CCRD) website.
COMMON MISTAKE: Downloading an outdated or unofficial version of the poster from a third-party site, which may not contain legally required updates.
Spanish Poster Downloaded
booleanConfirm you have obtained the official Spanish-language version ('Cartel sobre la Protección Laboral y los Derechos Civiles') if you have Spanish-speaking employees.
COMMON MISTAKE: Assuming the English poster is sufficient when Spanish-speaking employees are present, which is a common violation.
Poster Version is Current
booleanVerify the poster you downloaded is the 2026 or later version issued by the CCRD, as content is updated periodically to reflect new laws.
COMMON MISTAKE: Displaying a poster from a previous year that lacks current legal information, such as updates to minimum wage or leave laws.
ApronPrep auto-fills 20 of 24 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Colorado Job Protection and Civil Rights Poster Mistakes
1. Displaying Outdated or Generic Posters
Posting a generic federal poster kit or last year's Colorado poster, missing the 2026 update. Colorado's poster content is updated periodically, and using the wrong version constitutes non-compliance with the Colorado Anti-Discrimination Act (CADA). Always download the current 'Job Protection and Civil Rights Enforcement Notice' directly from the Colorado Department of Regulatory Agencies (DORA) Civil Rights Division website to ensure all required disclaimers and contact information are correct.
2. Failing to Display in All Required Languages
Posting only the English version when you have employees with limited English proficiency. In Colorado Springs, if a significant portion of your workforce speaks Spanish, you may be required to also display the Spanish version under CADA's accessibility provisions. This can trigger a violation during a Colorado Civil Rights Division (CCRD) audit. Check the CCRD website for available translated versions and post them alongside the English version if applicable to your workforce.
3. Incorrect or Inaccessible Posting Location
Placing the poster in a back office, breakroom, or other low-traffic area instead of a conspicuous place where all employees can easily see it, such as near the time clock or in a common hallway. The law requires posting 'in a conspicuous place available to employees.' An inaccessible location is treated as non-posting, which eliminates your legal defense against certain employee claims. Ensure the poster is at eye level in a high-traffic employee area.
Skip the Paperwork on Your Colorado Job Protection and Civil Rights Poster
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Colorado Job Protection and Civil Rights Poster by City in Colorado
| City | Fee Range | Timeline |
|---|---|---|
| Aurora | ||
| Colorado Springs | ||
| Denver |
Timeline: Varies (Poster acquisition typically requires 1-2 days)
Gather Required Business Information
Collect your business's legal name, physical address, and any contact information you intend to display. Confirm your business is registered with the Colorado Secretary of State. Having this information ready ensures you can order the correct poster and complete any online forms without delays.
Download the Current Poster from the Colorado Department of Labor and Employment (CDLE)
Visit the official CDLE website's 'Poster Requirements' page. Locate and download the most current versions of the required posters, which include the Colorado Minimum Wage Order (COMPS 38), the Job Protection and Civil Rights Act poster, and the Wage and Hour Notice. This is the most reliable method, as the CDLE provides the legally mandated posters at no cost.
Print Posters at a Commercial Print Shop or Quality Office Printer
Print the downloaded poster files on durable paper (recommended 24 lb. or heavier) at a local print shop or using a high-quality office printer. The law requires posters to be easily readable; ensure text is clear and the poster is printed to its specified size. Laminating the poster is recommended for durability in a commercial kitchen environment.
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 RequirementsThere is no application or approval process for this mandatory poster, so obtaining it takes only as long as it takes to download and print it. The Colorado Department of Labor and Employment (CDLE) states that employers must display it "immediately" upon hiring their first employee. The official timeline for compliance is immediate, as posting is required before a Colorado Employer Withholding Tax Registration is valid.
The government filing fee for this poster is $0, as confirmed by the official Colorado Department of Labor and Employment (CDLE) website. You can download and print the required poster at no cost directly from the state's portal. Not legal advice — verify fee schedules with the CDLE.
Yes, the poster is specific to your business entity, not a physical location, so you can move it to a new restaurant site. The requirement is tied to your status as an employer, which is established through your Colorado Employer Registration for Unemployment Insurance and Federal EIN. You must ensure the poster is displayed in a conspicuous area accessible to all employees at the new address.
You do not renew the poster on a set schedule; you must replace it whenever the state publishes an updated version. The CDLE will notify employers of new mandatory postings through its website and publications. It is your responsibility to check for updates, as failing to display the current version can result in penalties.
There is no scheduled inspection for this poster. However, a Colorado Division of Labor investigator may check for its presence during a routine wage-and-hour audit or in response to an employee complaint. During such a visit, the investigator will verify the poster is the current version, is displayed in a common area (like a break room), and is unobstructed and legible.
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 24 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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