Colorado Wage Theft Transparency Act Notice in Aurora, Colorado (2026)
Colorado state law requires every restaurant to post the Colorado Wage Theft Transparency Act Notice in a visible location for employees. Failing to post this notice, also called the Colorado Labor Law Poster or worker rights notice, can result in significant fines from the Colorado Department of Labor and Employment (CDLE) during an inspection.
- 16 fields — ApronPrep auto-fills 13
- $0–$0 government filing fees
- Varies — no processing time, but immediate posting is required
Most applicants complete this in under 15 minutes with ApronPrep, which auto-fills 13 of 16 fields.
Analyzed from Colorado Wage Theft Transparency Act Notice
81% from one compliance interview
Manual entry or document upload required
Why You Need a Colorado Wage Theft Transparency Act Notice
The Colorado Wage Theft Transparency Act Notice (CWTTA) is mandated by the Colorado Department of Labor and Employment (CDLE) under the authority of the state's Wage Protection Act and related labor laws, including statutes for minimum wage, earned sick time, tip credits, and required workplace posters. For Aurora businesses, the requirement stems from state law (C.R.S. § 8-4-101 et seq.), not a local Aurora ordinance. This means you must comply with Colorado’s posting requirements even if the City of Aurora doesn't have a specific, separate local wage theft law. The notice consolidates multiple required disclosures into one mandatory document that must be provided to employees and posted visibly.
Failure to provide the CWTTA notice triggers significant legal and financial consequences, rooted in the statutes listed above. Based on enforcement actions by the CDLE, common penalties include:
- Back wages plus liquidated damages — Employees can recover unpaid wages, and the law may allow them to collect an additional equal amount as liquidated damages, effectively doubling the owed sum.
- Civil penalties — The CDLE can impose fines per violation. While specific dollar amounts are set by rule and can change, these penalties are assessed separately from any back wages owed to employees.
- Criminal prosecution for wage theft — In cases of willful violation, employers may face misdemeanor or felony charges under C.R.S. § 8-4-113, which can result in fines and potential jail time for responsible individuals.
- Lease and insurance complications — A wage theft judgment can violate 'good standing' clauses in commercial leases and lead to premium increases or non-renewal of business liability insurance policies.
Legal code: State minimum wage law, earned sick time law, tip law, workplace poster statutes, prevailing wage law
Recent update: The Colorado Wage Theft Transparency Act notice itself is a recent regulatory creation, mandated for all employers starting January 1, 2026, which introduces a new, standardized disclosure requirement on top of existing workplace poster laws.
Who Needs a Colorado Wage Theft Transparency Act Notice?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required under CRS 8-1-208 because it employs one or more individuals, regardless of business size, to perform work for pay. |
| Bar / Nightclub | Required | Required as all establishments with employees are covered, and bars/nightclubs typically have W-2 or tipped employees. |
| Food Truck | Required | Required as it is a business operating in Colorado with employees, falling under the Act's jurisdiction for all covered employers. |
| Coffee Shop / Café | Required | Required because it employs workers, and the Act applies to all employers, including those in food service and retail. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (16 Fields)
13 of 16 auto-filledBusiness Legal Name
textEnter the full legal name of your business exactly as it is registered with the Colorado Secretary of State or your local municipality.
COMMON MISTAKE: Using a DBA ('doing business as') name instead of the registered legal entity name, which can cause rejection.
Legal Entity Type
textEnter your business's legal structure, such as 'Corporation (C-Corp)', 'Limited Liability Company (LLC)', or 'Sole Proprietorship'.
COMMON MISTAKE: Leaving this blank or entering an informal term like 'business'—Colorado law requires a specific, recognized entity type.
Denver Business Address
textEnter the complete physical street address where your business operates in the city of Denver, including the correct ZIP code.
COMMON MISTAKE: Entering a P.O. Box, a home address, or an address outside Denver's city limits, which violates the requirement for a principal place of business.
Type of Work/Industry
textEnter a clear description of the primary type of work your employees perform (e.g., 'Full-Service Restaurant', 'Retail Bakery').
COMMON MISTAKE: Using overly broad or vague terms like 'service' or 'retail'—specify the specific trade or industry for compliance.
Number of Employees
textEnter the total number of individuals currently employed by your business who perform work in Colorado, expressed as a whole number.
COMMON MISTAKE: Entering '0' if you have any employees (including yourself), or including contractors—this must count all covered employees.
Employee Names and Positions
textList all current employees, their full legal names, and their job titles or positions (e.g., 'Jane Doe, Server; John Smith, Line Cook').
COMMON MISTAKE: Using nicknames, omitting positions, or listing employees who have been terminated—the roster must be current and accurate.
Required Notice Languages
textList the primary languages spoken by your workforce; Colorado law requires the Wage Theft Notice to be provided in these languages.
COMMON MISTAKE: Leaving this blank or only listing 'English' if any employee's primary language is different, which violates transparency requirements.
Wage Payment Schedule
textEnter your standard pay frequency (e.g., 'Bi-weekly, every other Friday') as defined in Colorado Wage Protection Act rules.
COMMON MISTAKE: Entering an irregular or non-standard schedule like 'As agreed'—the schedule must be a consistent, regular interval.
Employee Wage Rates by Position
textList each job position (e.g., 'Cook', 'Dishwasher') and its corresponding hourly wage rate or salary, matching the employee roster.
COMMON MISTAKE: Providing a single average wage or omitting tips/commissions if they are part of the wage structure—rates must be position-specific and complete.
Wage Deductions Applied
textList any deductions you make from wages (e.g., 'Uniform fees', 'Meal charges'), or state 'None' if no deductions are made.
COMMON MISTAKE: Falsely stating 'None' when deductions occur, or listing unauthorized deductions not permitted under Colorado law.
ApronPrep auto-fills 13 of 16 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Colorado Wage Theft Transparency Act Notice Mistakes
1. Using Generic Template Text
Submitting a notice with generic, non-specific language that doesn't reference the official Colorado statute (C.R.S. 8-1-116) or fails to incorporate all mandatory disclosure points. Regulatory reviewers flag these for non-compliance, requiring a complete rewrite and re-posting, which adds 2–3 weeks to your timeline. Use the exact template language provided by the Colorado Department of Labor and Employment (CDLE) or a compliance platform like ApronPrep that auto-populates the legally required text.
2. Posting Only in English
Failing to post the notice in a second language when a significant portion of your workforce (typically 5% or more) speaks a language other than English. In Aurora, this commonly triggers a violation notice and potential fines under the Act's accessibility rules. Check your I-9 forms or employee records; if you have Spanish-speaking employees, you must post the Spanish-language version alongside the English notice.
3. Incorrect or Missing Posting Location
Posting the notice in a break room or manager's office instead of the 'conspicuous place' required by law—where all employees can see it, such as next to mandatory postings like workers' compensation or OSHA information. Inspectors specifically look for it in this common area. An incorrect location can be cited as a violation, resulting in fines and requiring immediate re-posting, which delays your compliance certification.
Skip the Paperwork on Your Colorado Wage Theft Transparency Act Notice
ApronPrep auto-fills 13 of 16 fields from one compliance interview.
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Colorado Wage Theft Transparency Act Notice by City in Colorado
| City | Fee Range | Timeline |
|---|---|---|
| Aurora | ||
| Colorado Springs | ||
| Denver |
Timeline: Varies (Typically 1-2 Weeks for Preparation & Posting)
Prepare the Required Notice Content
Assemble the specific information required by Colorado’s Wage Theft Transparency Act, including your legal business name, physical address, and the designated point of contact for employee wage complaints. You must also include the Colorado Department of Labor and Employment (CDLE) wage complaint hotline number (303-318-8441) and the CDLE website URL for the Division of Labor Standards & Statistics. This step often requires coordination between HR and legal counsel to ensure all mandatory disclosures are accurate and complete.
Design and Produce the Physical Notice
Format the required information into a compliant notice poster. The law mandates the notice be posted in a conspicuous place accessible to all employees, typically in break rooms or near time clocks. It must be at least 8.5 x 11 inches with clear, readable text. Many businesses use a template provided by the CDLE or create one internally, then have it printed. Ensure you create enough copies for all your locations and employee common areas in Aurora.
Submit Digital Copy to State Portal (If Electing Electronic Distribution)
If you choose to provide the notice electronically to employees (as an alternative or supplement to physical posting), you must submit a digital copy through the CDLE’s designated online portal and follow specific distribution rules. This involves logging into the CDLE employer system, uploading the final notice file (usually PDF), and confirming the method of electronic delivery to each employee, such as via email or a company intranet site they are required to access.
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 processing timeline varies—there is no standardized processing period published by the Colorado Department of Labor and Employment (CDLE) for this notice. The time depends on how quickly you can complete the required posting and file the signed acknowledgment. Contact the CDLE or their designated Wage Theft Transparency Act portal to confirm current submission and confirmation timelines.
The official government filing fee for the Wage Theft Transparency Act notice is $0–$0, as posted on the Colorado Department of Labor and Employment (CDLE) website. You will need to post the official notice in your workplace and provide a signed acknowledgment to your employees, but there is no state fee for this compliance step. Not legal advice — verify current requirements with the CDLE.
No, the notice is not a transferable permit. This is a one-time posting and acknowledgment requirement tied to your initial hiring of employees. If you move your business to a new physical location within Aurora, you must ensure the notice is properly posted at the new address and that all employees have signed the acknowledgment form, as required by the Act. This is separate from location-based permits like an Alarm System Permit/Registration, which must be updated with the city.
You do not renew this notice. It is a one-time compliance action required upon hiring your first employee. However, you must keep the signed employee acknowledgments on file for the duration of employment plus two years, as mandated by Colorado law. Maintaining these records is critical for compliance alongside other recurring filings, such as your Colorado Employer Withholding Tax Registration.
There is no physical inspection for this notice. Compliance is verified through record-keeping audits. The Colorado Department of Labor and Employment (CDLE) can request to review your files to confirm the notice was posted and that you have signed acknowledgments from all employees. Failure to produce these records during an audit or complaint investigation can result in penalties under the Wage Theft Transparency Act.
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 16 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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