At-Will Employment in Colorado
State-specific overview · Employment Law
Colorado presumes at-will employment but recognizes exceptions for public policy violations and implied contracts.
How Colorado treats At-Will Employment
Colorado courts have established that at-will employment is the default rule, but employers cannot terminate employees for reasons that violate public policy, such as jury duty, voting, or filing workers' compensation claims. The state also recognizes implied employment contracts based on employer conduct, handbooks, or oral promises that suggest job security. Colorado does not require advance notice for termination in at-will relationships, though some employment contracts may specify notice periods.
The general definition of At-Will Employment
An employment relationship where either party can end the job at any time without cause or notice.
At-will employment is the default employment relationship in most U.S. states. It means an employer can fire an employee for any reason (or no reason) without notice, and an employee can quit for any reason without notice. However, this freedom has limits—employers cannot fire workers for illegal reasons like discrimination, retaliation, or violation of public policy.
Read the full At-Will Employment entry →This page is a plain-English reference and is not legal advice. State laws change frequently. For specific situations consult a licensed attorney in Colorado.