Colorado is an "at-will" employment state, which means employers can generally fire employees for any reason or no reason — but not for an illegal reason. Wrongful termination cases focus on those illegal reasons: discrimination, retaliation, and breach of contract. This guide explains when a Denver employee has a claim.
Protected categories under Colorado law
The Colorado Anti-Discrimination Act (CADA) prohibits employment discrimination based on:
- Race, color, national origin, ancestry.
- Religion or creed.
- Sex, sexual orientation, gender identity.
- Age (40+).
- Disability.
- Marital status.
- Pregnancy and childbirth-related conditions.
- Military status.
Federal law (Title VII, ADA, ADEA) overlaps with most of these categories.
Retaliation claims
It is illegal to fire an employee for:
- Reporting discrimination or harassment.
- Filing a workers' compensation claim.
- Whistleblowing on illegal company conduct.
- Taking FMLA or other protected leave.
- Refusing to engage in illegal conduct.
What about contracts?
Even in at-will Colorado, employees with contracts (express or implied) may have claims if termination violated the contract terms. Employee handbooks, job offer letters, and verbal promises sometimes create contractual obligations.
Damages available
- Back pay (lost wages from termination to settlement or judgment).
- Front pay (future lost wages).
- Lost benefits (health insurance, retirement, etc.).
- Compensatory damages (emotional distress, reputation harm).
- Punitive damages in egregious cases.
- Attorney fees under most discrimination statutes.
Filing deadlines
- Colorado Civil Rights Division: 6 months from termination.
- EEOC: 300 days from termination.
- Lawsuit: depends on which agencies were involved and statute of limitations.
Move quickly — these deadlines are strict.
Frequently Asked Questions
I was the only Latino in my department and got fired for vague "performance" reasons. Do I have a case?
Possibly. Discrimination cases are built on patterns and circumstantial evidence. An attorney can evaluate whether the facts support a claim.
What if I do not have proof of discrimination?
Direct proof is rare. Most cases use circumstantial evidence — comparators, comments, timing, departures from policy.
How much does an employment lawyer cost?
Many employment lawyers work on contingency. A consultation evaluates the case.
Schedule a consultation
Call 1 (888) 746-5245. Bilingual.
Related: Civil Rights.
