Colorado Wage Theft Transparency Act Notice in Denver, Colorado (2026)
Without posting the Colorado Wage Theft Transparency Act Notice, you face potential fines and legal liability — and your employees may not understand their wage protections. The Colorado Wage Theft Transparency Act Notice is a state-mandated disclosure required by Denver employers, issued under Colorado Revised Statutes § 8-4-109. You must display this notice in a conspicuous location accessible to all employees (also called a wage theft notice posting or employee wage rights disclosure).
- 16 fields — ApronPrep auto-fills 13
- $0 government filing fees
- Varies — no state processing timeline; compliance is immediate upon posting
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
Denver's Colorado Wage Theft Transparency Act Notice is mandated by a combination of state and city ordinances designed to ensure workers are fully informed of their rights. The core requirement stems from state law, which sets minimum wage, earned sick time, and tip regulations. This is further codified at the local level by the Denver Revised Municipal Code, specifically ordinances related to workplace posting and the city's wage enforcement authority. The notice consolidates required disclosures into a single document that must be provided to employees, detailing their pay rate, overtime rules, and sick leave accruals. You obtain it from the Colorado Department of Labor and Employment (CDLE), but Denver-specific wage and notice rules also apply.
Failing to provide this notice is considered a form of wage theft and can trigger significant penalties. Based on Colorado statutes and Denver's enforcement protocols, consequences include:
- Back wages and liquidated damages: You may be required to pay owed wages plus an equal amount as damages (effectively double the owed amount).
- Civil penalties: Fines can be assessed per employee, per violation, with amounts increasing for repeat offenses.
- Cease-and-desist risk: The Denver Labor Office or CDLE can issue orders to stop operations until violations are corrected, which halts hiring or normal business activity.
- Insurance and lease implications: Commercial general liability insurers may exclude coverage for wage claims, and landlords can consider persistent labor violations a breach of your commercial lease's 'good business practices' clause.
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 Wage Theft Transparency Act notice must now explicitly include information on the state's new Paid Family and Medical Leave (FAMLI) program, and Denver requires the notice to be provided in the primary language of the employee if not English.
Who Needs a Colorado Wage Theft Transparency Act Notice?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required, as the law applies to all employers with at least one employee, and restaurants typically hire staff subject to Colorado’s wage laws and pay transparency requirements. |
| Bar / Nightclub | Required | Required; bars employ tipped and non-tipped staff and must comply with state wage and job posting transparency rules under the Colorado Wage Transparency Act. |
| Food Truck | Required | Required; mobile food vendors with employees must post wage and benefit information for each job opening, per Colorado’s equal pay and wage transparency regulations. |
| Coffee Shop / Café | Required | Required; coffee shops hiring baristas or counter staff must post pay ranges and benefits for each position, as mandated by Colorado’s transparency laws for all employers. |
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 exact legal name of your business entity as it appears on your Colorado Secretary of State registration or Articles of Incorporation.
COMMON MISTAKE: Using a 'Doing Business As' (DBA) or trade name instead of the registered legal entity name.
Legal Entity Type
textEnter the specific type of legal entity, such as 'Limited Liability Company (LLC)', 'Corporation', 'Sole Proprietorship', or 'Limited Partnership'.
COMMON MISTAKE: Writing a generic description like 'restaurant' or leaving the field blank.
Denver Business Address
textEnter the complete physical street address (including suite/unit number) of the restaurant's primary location in Denver, not a PO Box.
COMMON MISTAKE: Providing a corporate office address outside of Denver or the owner's home address.
Type of Work/Industry
textDescribe the primary business activity, such as 'Full-Service Restaurant', 'Quick Service Restaurant', or 'Catering Services'.
COMMON MISTAKE: Using overly broad or vague terms like 'service' or 'food'.
Number of Employees
textEnter the current total number of individuals employed at the Denver location, including part-time and full-time staff.
COMMON MISTAKE: Including only full-time employees or reporting a future, projected headcount instead of the current number.
Employee Names and Positions
textList each employee's full legal first and last name and their primary job title or position (e.g., 'Server', 'Line Cook', 'Manager').
COMMON MISTAKE: Using nicknames, omitting positions, or listing employees not yet on payroll, which can trigger a wage claim investigation.
Required Notice Languages
textList all languages spoken by your workforce, as the Wage Theft Act notice must be posted in languages understood by employees.
COMMON MISTAKE: Listing only 'English' if any employee primarily speaks another language, a violation of CRS § 8-4-103(4).
Wage Payment Schedule
textState the specific, regular pay period (e.g., 'Bi-weekly every other Friday' or 'Semi-monthly on the 15th and last day of the month').
COMMON MISTAKE: Using vague terms like 'regularly' or 'twice a month' without specific dates, which fails the transparency requirement.
Employee Wage Rates by Position
textSpecify the wage rate (hourly or salary) for each job classification, including tipped minimum wage if applicable.
COMMON MISTAKE: Failing to list the tipped credit rate separately or combining roles with different pay rates.
Wage Deductions Applied
textList any authorized deductions from wages, such as for uniforms, breakage, or meal credits, as permitted by Colorado law.
COMMON MISTAKE: Listing deductions that are illegal in Colorado (e.g., for cash register shortages) or failing to list required ones, creating liability.
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. Posting an Incomplete or Outdated Notice Template
Posting a notice missing the required Colorado Department of Labor and Employment (CDLE) wage claim contact information or using a template from before the 2024 statutory update. This violates the law's posting requirements and exposes the business to penalties for non-compliance. Avoid by downloading the current, mandatory '2026 Wage Theft Transparency Act Notice' directly from the CDLE website and verifying it includes the specific Denver-area office phone number and web address for filing claims.
2. Failing to Post in All Required Languages
Posting the notice only in English when you have employees who primarily speak Spanish. The Act requires posting in all languages spoken by employees in the course of their work. This mistake can lead to a complaint and a directive from the Division of Labor Standards & Statistics to correct the posting, delaying your compliance timeline. Check employee records and I-9 forms; if any employee uses Spanish for work instructions or communication, you must post the CDLE's official Spanish-language notice alongside the English version.
3. Incorrect or Inaccessible Posting Location
Placing the notice in a back office, break room, or manager's office instead of in a conspicuous place where employees can easily see it. The law requires posting where all employees can readily view it, typically in a common area like near time clocks or beside other required labor law posters. An inaccessible posting is treated as non-posting and can result in the same penalties, including fines. Post it in the main employee entrance or the area where paychecks are distributed.
Skip the Paperwork on Your Colorado Wage Theft Transparency Act Notice
ApronPrep auto-fills 13 of 16 fields from one compliance interview.
No credit card required
Colorado Wage Theft Transparency Act Notice by City in Colorado
| City | Fee Range | Timeline |
|---|---|---|
| Aurora | ||
| Colorado Springs | ||
| Denver |
Timeline: Varies
Gather Required Documentation
Collect your restaurant's EIN (Employer Identification Number), current payroll records for the past 12 months, and documentation of your wage payment policies. You'll also need proof of your Denver business license and the names and contact information for all current employees. Have your payroll system details ready — most Denver restaurants use ADP, Gusto, or QuickBooks, and you may need to export payroll reports to verify compliance.
Review Colorado Wage Theft Transparency Act Requirements
Familiarize yourself with Colorado Revised Statutes § 8-4-101 et seq., which mandates that restaurants provide written notice to employees regarding wage payment practices, deductions, and their rights. The notice must be provided in English and in any language spoken by 5% or more of your workforce. Download the Department of Labor and Employment's model notice from their website — most restaurants use this template rather than drafting their own, which reduces rejection risk.
Prepare Notice Documents and Employee Acknowledgment Forms
Create or finalize your wage transparency notice using the Colorado Department of Labor and Employment's template (available on their website). You'll need one notice for each employee, plus acknowledgment forms where employees sign that they received and understood the notice. Include your restaurant's EIN, wage payment schedule, any authorized deductions, and contact information for the Colorado Department of Labor and Employment. Ensure the notice is in the appropriate language(s) for your workforce — failure to provide notices in required languages is a common cause of compliance violations.
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 RequirementsProcessing timelines vary depending on the issuing authority and completeness of your submission—contact the Colorado Department of Labor and Employment or Denver's Office of Payroll to confirm current processing times. Incomplete applications or missing documentation will delay approval; ApronPrep's auto-fill features help you avoid common omissions that extend timelines. You should also verify requirements with the relevant authority before submitting, as procedural changes may affect how quickly your notice is processed.
The government filing fees for a Colorado Wage Theft Transparency Act Notice are $0–$0 per the Colorado Department of Labor and Employment fee schedule. However, you may incur costs if your submission requires notarization or additional supporting documentation—contact the Colorado Department of Labor and Employment to confirm whether any ancillary services carry fees. Not legal advice—verify all cost information directly with the issuing authority.
A Wage Theft Transparency Act Notice is tied to your specific business location and employer registration; you cannot transfer it to a new address without submitting a new notice or amendment to the Colorado Department of Labor and Employment. If you're opening a second location or relocating, you should verify whether you need a separate notice for each site—this requirement often interacts with your City Business License/Registration renewal. Contact the Colorado Department of Labor and Employment to confirm transfer or amendment procedures before relocating your business.
Renewal frequency for the Colorado Wage Theft Transparency Act Notice varies—contact the Colorado Department of Labor and Employment or Denver's Office of Payroll to confirm the renewal cycle for your business type. Many employers must renew annually as part of their overall compliance portfolio, which may align with your Colorado Employer Registration for Unemployment Insurance renewal cycle. Verify renewal dates and deadlines directly with the issuing authority to avoid compliance lapses.
The Wage Theft Transparency Act Notice itself is a filing requirement, not typically subject to a physical inspection—instead, the Colorado Department of Labor and Employment may conduct compliance audits of your payroll records, wage statements, and posting practices. During any audit, inspectors verify that you've properly posted the required wage transparency notice to employees and maintained accurate payroll documentation. Contact the Colorado Department of Labor and Employment for specific information about audit procedures and what records you should keep readily available.
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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