Need an employer-side employment lawyer in Aurora?
Top 7 Employment Lawyers for Employers in Aurora, CO
Colorado employment law shifts almost every legislative session. Wage transparency rules, non-compete restrictions, the Healthy Families and Workplaces Act, paid leave rules — the rules that protect employees create real exposure for employers who do not keep current. These 7 firms represent Aurora employers in compliance, defense, and litigation.
Updated May 28, 202611 min readEditorially independent
These 7 firms handle handbooks and policies, terminations, wage and hour compliance, discrimination defense, non-compete drafting, and employment-claim defense across the Aurora metro and Colorado — from single filings and one-off matters to complex commercial transactions and litigation.
How we picked these 7: We cross-referenced peer-reviewed rankings (Best Lawyers, Super Lawyers, Chambers USA, Best Law Firms), Avvo and Justia client review patterns, state bar specialization listings, and published case results. Firms that appeared consistently across at least two independent directories made the list. We do not accept payment for placement and we do not write sponsored reviews. More on our methodology →
Aurora employment law practice that represents both employees and employers, with a published employer-side counsel offering covering handbook drafting, termination review, and exposure reduction.
Why they made the list: Direct Aurora practice presence with both employer and employee experience; useful for owners who want counsel that has seen both sides.
Mid-size Denver firm (founded 1955)Practice focus: Employer-side employment, handbook and policy drafting, EEO and wage compliance, employment litigation
Denver-metro firm founded in 1955 that represents both workers and companies in employment and labor law throughout the Aurora metro. Employer services include manuals, policies, and procedures that reduce litigation risk.
Why they made the list: 70-year firm with deep employer-side experience and a published Aurora-metro service area; the firm of choice when policy bench depth matters.
Fee structure
Hourly
Free consultation
Initial call free
Typical client
Aurora-metro mid-market employers and HR-mature small businesses
Colorado employment law boutique representing both employees and employers, giving the firm a comprehensive understanding of employment-claim dynamics. Serves Aurora and the broader Denver metro.
Why they made the list: Trial-experienced boutique with full both-sides employment perspective; strong choice when a defended claim is heading toward litigation.
Fee structure
Hourly
Free consultation
Initial call free
Typical client
Aurora employers facing active claims or anticipated litigation
Colorado employment firm that helps employers defend against wrongful termination, harassment, and contract disputes, with a focus on documentation and defense-building.
Why they made the list: Documentation-and-defense focus that fits employers wanting to harden a case rather than negotiate a settlement; published employer-side practice.
Denver-area labor and employment firm with published service area including Aurora, Thornton, and Brighton. Represents employers across employment contract, wage, and dispute matters.
Why they made the list: Defined Denver-northern metro service area including Aurora; useful for owners with operations across the metro who want one firm for HR matters.
Major Colorado firm with a published Aurora employment law presence; serves both employees and employers across the full employment-law catalog.
Why they made the list: Large-firm bench accessible from an Aurora-facing practice page; useful for employers wanting access to a deeper trial team if the case escalates.
For drafting or auditing a Colorado-compliant employee handbook — Hamilton Faatz, Baker Law Group, and McKendree Law have the policy bench. Expect $2,500–$7,500 for a real custom handbook, not a $200 template.
For a termination you are about to execute — have one of these firms review the file before you walk the employee out. A 1–3 hour termination review at $400–$1,200 routinely prevents a wrongful-termination demand letter.
For an EEOC or CCRD charge that just arrived — Elkus & Sisson, Kishinevsky & Raykin, and Hamilton Faatz have direct charge-response experience. Response deadlines are firm; an experienced practitioner files a position statement that closes the file or hardens the defense.
For an active or anticipated lawsuit — Elkus & Sisson and Bachus & Schanker have trial bench. Hourly rates are higher but the defense work is integrated end to end.
What a employer-side employment lawyer typically costs in Aurora
Employee handbook (Colorado-compliant, custom): $2,500–$7,500 depending on workforce size, multi-state operations, and policy complexity (paid leave, remote work, equity programs).
Termination review (single employee): $400–$1,500. The single most cost-effective employment-law spend an Aurora employer can make.
EEOC or CCRD charge response: $3,500–$10,000 for a position statement and document production. More if the charge advances to mediation or determination.
Wage-and-hour audit (internal): $2,500–$10,000. Catches misclassification and overtime exposure before the DOL or state agency does.
Non-compete or restrictive-covenant drafting: $1,500–$5,000 per template; higher for executive-level custom agreements that have to comply with Colorado’s 2022 non-compete restrictions.
Single-plaintiff employment lawsuit defense (through summary judgment): $50,000–$200,000 typical range. Most cases settle before trial; the budget shifts to mediation prep.
Outside HR/employment counsel on retainer: $1,000–$5,000 per month for a defined scope (termination reviews, ad hoc questions, policy updates).
Red flags to watch for when picking a employer-side employment lawyer in Aurora
The big legal directories list hundreds of Aurora attorneys for this work. Most are competent. A few are problematic. Watch for these patterns.
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees a court win, a tax debt cut to zero, or a perfect contract that "can never be challenged," walk away.
The disappearing partner. You meet a senior name at the intake meeting, then never speak to that person again. Your file gets handed to an unsupervised junior or a paralegal. Ask in writing who will be your day-to-day attorney and what the supervision structure looks like.
Pressure to sign on the spot. Reputable firms send you the engagement letter, give you time to read it, and let you take it home. Same-day "you have to retain us today" tactics are almost always a sign of a volume mill, not a craftsperson's practice.
No verifiable track record. The firm should be able to point to peer rankings, bar specialization, published case results, or named clients. "We have helped thousands" is marketing copy. Specific case names, transaction sizes, or third-party recognitions are evidence.
Vague fee terms. "Don't worry about cost" is a red flag. Every legitimate Aurora lawyer will give you a written engagement letter with the fee structure, what is included, what triggers extra charges, and what happens if you terminate the relationship.
10 questions to ask in your free consultation
Most firms on this list offer a free or low-cost initial consultation. Use it. Bring a written list of questions and write down the answers. Compare across at least two firms before you sign anything.
Who, specifically, will handle my matter day to day? Get a name and an email. Confirm that this person, not the partner you met at intake, will be your primary point of contact.
How many matters like mine have you handled in the last three years? You want a real number, not a brochure line.
What is your fee and what does it cover? Get the answer in writing before you sign. Hourly, flat, contingency, or hybrid — and what triggers a change.
What costs am I responsible for outside the legal fee? Filing fees, expert witnesses, third-party services, courier, transcription. Ask now to avoid surprise invoices.
What is a realistic range of outcomes for a situation like mine? A good lawyer will give you a range with assumptions. A bad one will only describe the best case.
How long will it take? Honest estimate with the assumptions stated.
Who else might be involved? Co-counsel? Experts? Local counsel? Larger matters routinely involve outside specialists.
How and how often will I hear from you? Email-only? Weekly calls? Status updates on a schedule? Set the expectation up front.
What happens if I want to change lawyers later? The rules allow it; the fee is sorted between firms.
What is the worst case for me here? A lawyer who refuses to discuss downside risk is selling, not advising.
What is specific about a employer-side employment matter in Aurora
Colorado non-competes are heavily restricted. Since 2022, Colorado prohibits most employee non-competes except for highly compensated workers (the threshold is indexed annually; $123,750 for 2024, rising each year) and a narrow trade-secret category. Old non-compete templates are routinely unenforceable.
Colorado Equal Pay for Equal Work Act. Pay-range disclosure in job postings is required for jobs that could be performed in Colorado, with limited exceptions. Aurora employers posting remote roles often trigger the rule without realizing it; violations carry agency penalties.
Healthy Families and Workplaces Act (HFWA). Colorado requires paid sick leave (1 hour per 30 hours worked, up to 48 per year for most employers). Aurora employers must accrue, track, and pay it; the rules apply down to the smallest employer counts.
FAMLI (Family and Medical Leave Insurance). Colorado FAMLI benefits began in 2024; most Aurora employers must contribute or have an approved private plan, and must post the FAMLI notice. Compliance is enforced by the Colorado Department of Labor and Employment.
CADA (Colorado Anti-Discrimination Act). Aurora employees can file with the Colorado Civil Rights Division as well as the EEOC; CADA covers smaller employers than federal law and has its own remedies. The 300-day federal filing deadline is the universal cutoff for both.
Frequently asked questions
Do I need an employment lawyer if I only have a handful of employees?
Most Colorado employment statutes apply at very small headcounts. The Healthy Families and Workplaces Act applies down to 1 employee. CADA applies to employers with 1+ employees. A $2,500 handbook and a $5,000 retainer for the year is cheaper than a $50,000 single-plaintiff defense.
Can I just use a generic employee handbook from the internet?
No. Out-of-state handbooks miss Colorado-specific rules (HFWA, FAMLI, EPEWA, non-compete restrictions, paid leave accrual) and routinely create exposure rather than reduce it.
What is the deadline to respond to an EEOC charge?
30 days to respond to a notification of charge in most cases. The position statement is your single best chance to close the file with a no-cause determination; do not miss the deadline.
Can I enforce a non-compete I signed an employee to in 2019?
Probably not. Colorado’s 2022 non-compete law applies prospectively to new agreements but also affects enforcement of older agreements in many cases. A Colorado employment attorney should evaluate before you spend money trying to enforce.
What is the difference between a 1099 contractor and a W-2 employee?
A multi-factor IRS and DOL test, not a label. Aurora employers misclassify routinely and the back-wage exposure can be five-figure-per-worker. A wage-and-hour audit is the cheapest way to catch it.
Do I have to pay overtime to salaried employees?
Yes, unless they qualify for a specific FLSA exemption (executive, administrative, professional, outside sales, computer professional). The Colorado COMPS Order has additional and sometimes stricter rules. A salary alone does not exempt anyone.
What is FAMLI?
Colorado’s Family and Medical Leave Insurance program, providing paid family and medical leave. Most employers must pay into the state fund (or have a state-approved private plan) and post notices. Benefits became available January 1, 2024.
Do I have to allow remote work?
Generally no, but watch the Equal Pay for Equal Work Act — if a posted role could be performed remotely from Colorado, the pay-range disclosure rule applies.
Get matched to a vetted Aurora employer-side employment firm
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One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one the same opening question: How many matters like mine have you handled in the last three years, and what were the outcomes? The way they answer tells you almost everything. — The LawFirmSquare team
LawFirmSquare is a directory. We do not represent clients or refer cases for a fee. Editorial rankings reflect publicly available recognition and reviews and are not a substitute for personalized legal advice.
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