Colorado Paid Family and Medical Leave

• Provides up to 12 weeks (plus an additional 4 weeks for pregnancy complications) of paid family and medical leave benefits to eligible employees working within the state.

• Uses a broad definition of family including any individual with whom the employee has a significant personal bond that is like a family relationship.

• It is the first voter approved Paid Family and Medical Leave (PFML) program in the country.

• Includes job protection for employees who have worked for an employer for at least 180 days.

• All private employers with one or more employees working within the state of Colorado during 20 weeks in the current or prior calendar year; or paid wages of $1,500 or more during any calendar quarter in the preceding calendar year.

• State and political subdivisions are included.

• Local government (any city, county, town, school district, special district or other political subdivision of the state) are included but have the option to opt out of the program. A vote requirement is necessary to opt out of program participation. Visit the state website for more information.

• Federal government employers and employees are excluded from coverage requirements.

Eligible employees include individuals who work in Colorado and have earned at least $2,500 during the base period, which is defined as the first 4 out of 5 completed calendar quarters preceding the first day of the employee’s benefit year.

Eligible employees can take paid leave for the following leave types/qualified leave reasons:

• An employee’s own serious health condition

• Bonding after birth, adoption, or foster placement of a child

• Care for a family member with a serious health condition

• Neonatal Care Leave for infants receiving intensive care (effective 1/1/26)

• Qualifying military exigency

• Safe leave due to domestic violence, stalking, sexual abuse, or assault

A covered family member includes a child, parent, spouse, domestic partner, grandparent, grandchild, sibling, or any individual with whom the employee has a significant personal bond that is like a family relationship.

• An employee will be eligible for up to 12 combined weeks of paid family and medical leave for any qualified leave type, with up to an additional 4 weeks of leave available to employees with a serious health condition related to pregnancy or childbirth complications. 

• An employee who is a parent of a newborn receiving critical care in a hospital may have up to an additional 12 weeks specifically for Neonatal Care Leave, in addition to the 12 weeks mentioned above.

• Leaves may be taken on a continuous or intermittent basis in full day increments.

• The weekly benefit will vary based on an employee’s average weekly wages. The weekly benefit will be calculated as:

  • 90% of an employee’s average weekly wage that is less than or equal to 50% of the state average weekly wage (SAWW),

  • Plus 50% of an employee’s average weekly wage that is greater than 50% of the SAWW, up to the maximum weekly benefit.

• The maximum weekly benefit will be $1,381.45 for January 1, 2026 through June 30, 2026, and will be $1,448.02 July 1, 2026 through June 30, 2027. The maximum weekly benefit is 90% of the SAWW and will change each July.

• Job protection is included for employees who have been employed with their employer for at least 180 days.

Funding may be shared between the employee and the employer, but an employee cannot be expected to pay more than the state allowable maximum contribution rates.

• 50% employee–paid; 50% employer-paid

State plans: Employers with less than 10 employees (based on entire employee population) do not need to pay the employer share of CO PFML contributions.

Private plans: Employers may choose to pay more or all of the employee’s share. However, any remaining difference in premium due becomes the obligation of the employer.

Employers can participate in the state-run program, or they can self-insure or fully insure a private PFML plan. If an employer opts out of the state program, the private coverage they choose to provide must:

• Be approved by the state of Colorado

• Meet or exceed the requirements of the state program

• Costs employees no more than the state plan

Colorado‘s Division of Family and Medical Leave Insurance (FAMLI) will develop employee notices for employers to use to communicate the details of the CO PFML program. Employers will be required to provide written notice to all eligible employees of their benefits and rights under the CO PFML program, either by a posting in the workplace, upon hire, or at the time of a claim for benefits under CO PFML.

• FAMLI Premiums and Benefits Estimator

• CO PFML 2026 Benefit Provisions

• CO PFML 2026 vs 2025 Benefit Provisions Comparison

• CO PFML State Website