Colorado's POWR Act, effective August 2023, gave Denver employees the most protective sexual harassment law in the country. The old federal "severe or pervasive" threshold no longer governs state-law claims — any unwelcome conduct that a reasonable person of the same protected class would find offensive can now form a Colorado claim. NDAs that try to silence you about the conduct itself are largely unenforceable. Forced-arbitration clauses for sexual harassment are gone. The clock to file is still short. Below: five vetted Denver employment firms that represent employees, not employers, on POWR Act, Title VII, and retaliation claims.
You don't have to be sure you have a case to call. Every firm below offers a free, confidential first consultation. The lawyer's job on that call is to listen to what happened, tell you whether what you described is likely actionable, and walk you through your options — internal complaint, EEOC charge, Colorado Civil Rights Division charge, or direct lawsuit. Call if any of the following applies.
If you are in immediate danger, call 911. The National Sexual Assault Hotline at 800-656-HOPE provides free, confidential support 24/7. The lawyers below can take it from there on the employment-law side.
The Protecting Opportunities and Workers' Rights Act dramatically expanded state-law protection for Colorado employees. Key changes:
Title VII of the Civil Rights Act of 1964 still applies. It uses the "severe or pervasive" standard, applies to employers with 15+ employees, and caps compensatory and punitive damages from $50,000 (small employer) to $300,000 (500+ employees). Denver lawyers typically file under both Title VII and the POWR Act so the larger Colorado damages aren't limited by the federal cap.
Two federal statutes made pre-dispute NDAs and forced-arbitration clauses unenforceable for sexual harassment and sexual assault claims, regardless of what you signed at hire.
Title VII and the POWR Act both shift attorney's fees to the losing employer on prevailing-plaintiff claims. That's why employee-side firms can take strong cases on contingency. Most Denver employment plaintiff firms also advance case costs and only recover them out of any settlement or verdict.
Denver employment law boutique with a long-running sexual harassment and discrimination practice. Comfortable in CCRD, EEOC, Denver District Court, and U.S. District Court for Colorado. Often handles executive-level and professional-services cases with industry-reputation exposure.
Multi-office employee-side employment firm with a Denver presence. Decades of harassment, discrimination, and retaliation work. Strong fit when you want a national firm's depth on a Colorado case, including multi-plaintiff and pattern-or-practice claims.
Denver employment law firm representing individuals exclusively — not employers. Sexual harassment, retaliation, wrongful termination, wage theft. Reachable at 720-759-2795 for confidential consultations.
Denver employee-rights firm focused on workplace harassment, discrimination, and retaliation. Direct intake, free confidential consultations, contingency fees. Good first call when you're not sure whether you have a case and don't want a sales pitch.
Solo Denver employment attorney with a sexual harassment, retaliation, and severance-negotiation practice. Often the right pick when you want a single attorney's attention throughout the case rather than handoffs across associates. Hourly with clear scoping.
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