Givens Law PC
A Colorado employment firm advising employers on compliance and workplace disputes.
Free Consult Common
EEOC / CCRDWage Compliance
Updated April 17, 2026
If you employ people in Colorado Springs, the state's employment rules are stricter than the federal floor — and the penalties for getting them wrong are real. Colorado bans most non-competes, sets its own wage rules through the COMPS Order, and gives workers a state anti-discrimination law (CADA) on top of federal law. Employer-side lawyers defend your business and keep you compliant. Below are vetted Colorado Springs management-side firms and plain-English answers on CADA, wages, non-competes, and costs.
Many employers assume federal law sets the rules. In Colorado, the state rules are often tougher. The Colorado Anti-Discrimination Act (CADA) bars discrimination and harassment and, unlike federal law, applies to employers of every size — even those with one employee — and allows claims to be filed with the Colorado Civil Rights Division (CCRD) as well as the EEOC. The practical effect for a Colorado Springs employer is broader exposure than under Title VII alone, so policies, training, and documentation matter more.
Colorado's wage-and-hour rules come from the Colorado Overtime and Minimum Pay Standards (COMPS) Order, updated annually by the state Department of Labor. It sets the state minimum wage (higher than the federal rate), daily and weekly overtime, required rest and meal breaks, and rules on deductions and final pay. Colorado also requires that earned wages be paid promptly on separation. Misclassifying employees as exempt or as independent contractors is a frequent, expensive mistake an employer-side lawyer can help you avoid.
Colorado is one of the hardest states in which to enforce a non-compete. Under C.R.S. 8-2-113, as tightened by 2022 legislation, non-competes and customer non-solicitation agreements are void unless they fit narrow exceptions — chiefly for highly compensated workers above an annually adjusted earnings threshold — and employers must give specific advance notice of the covenant. Get it wrong and there can be penalties. Protecting trade secrets and confidential information is still allowed, so a Colorado Springs employment lawyer can redesign your agreements to rely on tools that actually hold up.
A worker can file a discrimination complaint with the CCRD, the EEOC, or both, and the two agencies share many cases. You will get the charge and a deadline to respond with a position statement. As with any agency response, the statement frames the investigation and can resurface in litigation, so it should be accurate and well-supported. An employer-side lawyer manages the agency process, advises on settlement versus defense, and helps you fix the underlying issue so it doesn't recur.
Employer-side employment work in Colorado Springs is billed hourly, with partner rates commonly $250 to $550 an hour and higher at national firms. Defending a CCRD or EEOC charge through the position statement and investigation typically runs from a few thousand dollars to over ten thousand; litigation runs higher. Because Colorado's wage and non-compete rules change, many employers keep a firm on a monthly retainer for compliance reviews, which usually costs less than fixing a violation. Ask each firm to budget your specific matter.
These firms are profiled in full, with practice focus and recognition, in our Top 10 Employer-Side Employment Lawyers in Colorado Springs guide. Each is a real, independently listed CO firm.
A Colorado employment firm advising employers on compliance and workplace disputes.
A Colorado Springs firm handling employment and business matters for employers.
A large Colorado firm with an employment practice serving businesses statewide.
A Colorado-founded firm with a management-side labor and employment team.
A national firm advising employers on labor and employment compliance.
A Colorado firm handling employment and government-contracting matters for employers.
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