Facing an EEOC charge or employee lawsuit in Colorado Springs?
Colorado employment law tilts toward employees — the Colorado Anti-Discrimination Act (CADA) is broader than federal law, POWR (the 2023 Protecting Opportunities and Workers' Rights Act) lowered the bar for harassment claims, and Colorado's wage-and-hour rules under the COMPS Order are stricter than the federal FLSA. These 7 firms defend Colorado Springs employers in agency charges, single-plaintiff suits, and class actions.
These 7 firms handle EEOC and CCRD defense, discrimination and wage-and-hour matters, and traditional labor work for Colorado employers across the Colorado Springs 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 →
Greg Givens has 24+ years of litigation experience and started Givens Law PC in 2010. Represents employers (and selectively employees) in federal and state court and before federal and state agencies — EEOC, CCRD, Colorado Department of Labor.
Why they made the list: Boutique with senior-attorney attention on every matter.
Represents employers across El Paso County and Southern Colorado in workplace disputes. Sweet spot is small to mid-size employers needing handbook work, compliance, and single-plaintiff defense.
Why they made the list: Good general-purpose employer counsel; reasonable rates.
Multi-office Colorado firm. Employment team helps business owners navigate workplace disputes, ensure compliance, and protect companies from agency and court claims.
Why they made the list: Useful when employment matter sits alongside other legal needs.
Colorado-based mid-size firm. Employment-defense team handles discrimination, retaliation, and wage-and-hour matters in state and federal court.
Why they made the list: Solid mid-tier option with trial-ready employment litigators.
One of the largest Colorado Springs offices in town. Represents aerospace, defense, and manufacturing employers in employment matters, OFCCP compliance, and government-contractor obligations.
Why they made the list: Right choice for federal-contractor and large-employer matters.
Denver-based boutique with statewide employer-defense practice. EEOC defense attorneys aggressively represent Colorado employers facing discrimination charges.
Why they made the list: Useful when government-contracting overlay complicates employment matter.
One of the largest management-side employment firms in the country with a strong Denver office that handles Colorado Springs employer matters. Right call for multi-jurisdiction or class-action exposure.
Why they made the list: BigLaw national reach for class-action and multi-state matters.
For a single agency charge or routine handbook work — a Colorado Springs boutique (Givens, Baker, Robinson & Henry) is the right value.
For multi-state employer exposure or class-action defense — use a national firm with a Denver bench (Ogletree, Watson, or Womble Bond Dickinson).
For federal-contractor compliance (OFCCP, affirmative action) — Womble Bond Dickinson and Watson & Associates have the specialized bench.
For trial-bound single-plaintiff cases — Givens Law PC or Messner Reeves have the trial reputation that produces better settlement leverage.
Hourly rates in Colorado Springs: $275–$500 for boutiques, $400–$650 for mid-size, $600–$900+ for BigLaw.
EEOC / CCRD position statement (single charge): $5,000–$15,000.
Handbook drafting or update: $2,000–$5,000.
Manager training (anti-harassment, ADA): $1,500–$5,000.
Single-plaintiff discrimination defense through trial: $40,000–$150,000.
Wage-and-hour collective action defense: $250,000–$1,000,000+.
Severance agreement drafting and review: $750–$2,000.
Internal investigation (single-incident): $5,000–$25,000.
The big legal directories list hundreds of Colorado Springs 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.
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 Colorado Springs 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.
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.
Colorado Anti-Discrimination Act (CADA) vs Title VII. CADA covers more protected classes than Title VII (including sexual orientation, gender identity, and creed) and applies to employers with one or more employees — much broader than Title VII's 15-employee threshold. POWR amendments in 2023 also lowered the legal standard for harassment claims under CADA.
Colorado COMPS Order. The Colorado Overtime and Minimum Pay Standards (COMPS) Order is Colorado's wage-and-hour rulebook. Sets state minimum wage, overtime rules (which differ from federal FLSA in important ways), meal and rest break requirements, and recordkeeping obligations. Colorado Springs employers must comply with both COMPS and the federal FLSA — whichever is more protective of the employee wins.
Statute of limitations. CCRD (state agency) charges must be filed within 300 days. EEOC charges in Colorado: 300 days (Colorado is a "deferral state"). POWR also expanded the statute of limitations for harassment claims.
Non-competes restricted. Colorado HB 22-1317 (effective August 2022) generally bans employee non-competes except for highly-compensated workers ($112,500+ in 2024) and only for trade-secret protection. Customer non-solicits are similarly limited.
Equal Pay for Equal Work Act. Colorado's EPEWA requires pay transparency in job postings, prohibits salary-history questions, and requires written justification for pay differentials. Colorado Springs employers face administrative penalties for non-compliance.
The Colorado Anti-Discrimination Act (CADA) covers more protected classes than Title VII (including sexual orientation, gender identity, and creed) and applies to employers with one or more employees — much broader than Title VII's 15-employee threshold. POWR amendments in 2023 also lowered the legal standard for harassment claims under CADA.
The Colorado Overtime and Minimum Pay Standards (COMPS) Order is Colorado's wage-and-hour rulebook. It sets state minimum wage, overtime rules (which differ from federal FLSA in important ways), meal and rest break requirements, and recordkeeping obligations.
CCRD (state agency) charges must be filed within 300 days. EEOC charges in Colorado: 300 days (Colorado is a deferral state). POWR also expanded the statute of limitations for harassment claims.
Mostly no, as of HB 22-1317 (effective August 2022). Non-competes are banned except for highly-compensated workers ($112,500+ in 2024) and only for trade-secret protection.
Single-plaintiff discrimination case: $40,000–$150,000 through trial if it goes that far. Most settle before trial. EEOC charge response: $5,000–$15,000. Wage-and-hour collective action: $250,000–$1M+. Handbook update: $2,000–$5,000.
No. The position statement you file goes into the record and follows you to court if a lawsuit is filed. Cleanup is much more expensive than getting it right the first time. Spend the $5,000–$10,000 on counsel for the response.
The Protecting Opportunities and Workers' Rights Act (POWR) is a 2023 Colorado law that significantly expanded employer obligations: lower bar for harassment claims, longer statute of limitations, broader prohibition on retaliation, and restrictions on confidentiality agreements in settlement.
OFCCP coverage triggers at certain federal-contract dollar thresholds (currently $50,000+ for some obligations, $10 million+ for AAP requirements). Aerospace and defense employers in Colorado Springs often qualify. Specialized counsel (Womble Bond Dickinson, Watson & Associates) can confirm coverage and obligations.
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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.