Colorado Overtime Laws
Colorado has its own overtime laws in addition to federal FLSA requirements.
Weekly OT Threshold
40 hrs
Daily OT Threshold
12 hrs
Double Time
No
Minimum Wage
$14.81
Overtime Rules
| Weekly Overtime | Hours over 40 in a workweek paid at 1.5x |
| Daily Overtime | Hours over 12 in a day paid at 1.5x |
| Double Time | Not required by state law |
| 7th Consecutive Day | No special rule |
Exemptions
The following categories of employees may be exempt from overtime requirements:
Executive, administrative, professional, and outside sales employees
Important Notes
Colorado requires overtime for hours over 12 in a day (not 8 like California) OR over 40 in a week.
State Labor Department
Colorado Economy and Workforce
Colorado's economy reached $533 billion in nominal GDP in 2024, featuring a diverse mix of aerospace, defense, technology, energy, and tourism sectors. The state employs over 240,000 workers across 280 aerospace companies and supports 188,000 tourism jobs. Denver's professional, scientific, and technical services sector employs over 208,000 workers.
Industries with Common Overtime
These Colorado industries frequently involve overtime work situations:
Aerospace and Defense
Home to Lockheed-Martin, Raytheon, Boeing, and Sierra Space, Colorado's aerospace sector frequently requires overtime during contract deadlines and production surges. The state has four military commands and numerous defense contractors.
Ski Resorts and Tourism
Colorado's ski industry set consecutive records for skier visits, with tourism workers in Summit and Routt Counties earning approximately half of local income. Peak ski season creates significant overtime opportunities.
Oil and Gas
The fossil fuel sector employs over 32,000 workers in the Denver region, with field operations and drilling often requiring extended shifts and overtime pay.
Construction
Colorado's construction industry is expected to benefit from federal infrastructure investments, with projects often requiring overtime to meet seasonal deadlines before winter.
Technology
Professional, scientific, and technical services dominate Denver's economy. Tech startups and established firms alike may require overtime during product launches and development sprints.
Frequently Asked Questions
Yes. Under the COMPS Order, Colorado employers must pay 1.5x for hours worked over 12 in a day OR over 12 consecutive hours, in addition to weekly overtime for hours over 40. The employee receives whichever calculation results in higher pay.
No. Colorado law prohibits private employers from giving compensatory time off instead of paying time-and-a-half overtime wages. This differs from federal law which allows comp time for some public employees.
Employers who fail to pay overtime within 14 days of a written demand face penalties of 125% to 300% of unpaid wages. For intentional violations, employers may be required to pay double damages (twice the unpaid amount).
How to File a Wage Claim in Colorado
If you believe you are owed overtime pay, follow these steps:
Gather documentation of hours worked and unpaid overtime, including pay stubs and timesheets.
File a wage complaint with the Colorado Division of Labor Standards and Statistics (DLSS).
Submit your complaint online through the Colorado Department of Labor and Employment website.
Send a written demand to your employer requesting payment within 14 days to trigger penalty provisions.
The Division will investigate your claim and work toward resolution.
You may also file a civil lawsuit for unpaid wages, penalties, and attorney fees.
Important Colorado Consideration
Colorado's COMPS Order provides some of the strongest worker protections in the nation, including daily overtime after 12 hours (compared to California's 8 hours), mandatory rest breaks, and penalties of up to 300% of unpaid wages for violations. The state also sets a higher exempt salary threshold than federal law, requiring exempt employees to earn at least $55,000 annually as of 2024.
Disclaimer: This information is provided for general educational purposes only and should not be considered legal advice. Overtime laws can change and may have exceptions not listed here. For specific situations, consult with your employer's HR department, the state labor department, or an employment attorney.