Pay transparency law in Colorado: what employers must put in a job posting (2026)
Yes — and Colorado asks for more than most. There's no company-size minimum: if you have even one Colorado employee, every job posting must include the pay range, a general description of benefits, and the date the application window is expected to close.
The rule, in plain English
Colorado's Equal Pay for Equal Work Act was the country's first pay-transparency posting law (effective January 1, 2021, expanded by amendments effective January 1, 2024). Its pay-transparency requirements apply to any employer with at least one employee in Colorado — there is no headcount threshold.
- Who it covers: any posting for a role that could be performed in Colorado, including remote positions a Colorado-based person could fill.
- What every posting must include: (1) the hourly or salary rate, or the range; (2) a general description of benefits and any other compensation; and (3) the date the application window is anticipated to close.
- No open-ended ranges: the range must run from the lowest to the highest pay you genuinely expect to offer. Phrases like "$30,000 and up" or "up to $60,000" don't comply.
What happens if you don't
The Colorado Division of Labor Standards and Statistics can assess fines of $500 to $10,000 per violation. Confirm the current amounts and enforcement process on the state's official page before relying on these figures.
What to actually put in the job description
Colorado wants three things together — pay, benefits, and a close date. A compliant block looks like this:
Compensation: $68,000–$90,000 per year, depending on experience.
Benefits: health, dental, and vision insurance; 401(k) match; paid time off.
Application window: open until July 15, 2026 (or until filled).
For an hourly role, swap in the wage range — e.g., "$24–$30/hour."
Some employers used to add "not available to Colorado applicants" to dodge the rule. Colorado's amendments restrict that workaround — if the role can be performed in Colorado, post the full details rather than trying to carve the state out.
Frequently asked questions
Does the Colorado pay transparency law apply to small businesses?
Yes. There's no employer-size threshold — it applies to any employer with at least one Colorado employee, even a single-person Colorado team.
Do I have to list benefits and an application deadline too?
Yes. Colorado is stricter than most states: along with the pay range, the posting must include a general description of benefits and the date the application window is expected to close.
Can I post "$50,000 and up"?
No. Open-ended ranges aren't allowed. The range must go from the lowest to the highest amount you genuinely expect to pay.
Do remote jobs need the disclosure?
If the remote role could be performed by someone in Colorado, the posting must include the pay range, benefits, and close date.
Generate a CO-compliant job description — free
Our free JD generator builds an inclusive, bias-scanned job description with the Colorado pay disclosure wired in. Add your benefits line and close date and you're compliant. No signup.
Write a compliant CO JD →This page is general information, not legal advice, and TranscendByDesign is not a law firm. Pay-transparency rules change and have nuances this summary doesn't cover. Confirm your obligations against the Colorado Department of Labor and Employment's official guidance — cdle.colorado.gov — or with employment counsel, before posting.