Colorado meal and rest breaks and records rules
HoursReady lists these Colorado rules and does not calculate them: meal and rest periods; employee records, earnings statement records kept 3 years.
Last checked . Not affiliated with the U.S. Department of Labor or any state agency.
In the calculators: Colorado rules page available; automatic calculation coming. Until then the HoursReady calculators apply federal rules for Colorado and say so on screen.
Meal and rest periods
Employees get an uninterrupted and duty-free meal period of at least 30 minutes when the shift exceeds 5 consecutive hours; when an uninterrupted meal period is impractical, the employee may eat on duty and is fully paid for that meal period. Every employer authorizes and permits a paid 10-minute rest period for each 4 hours of work, or major fractions thereof: none for 2 hours or fewer, one for over 2 and up to 6 hours, two for over 6 and up to 10 hours, and one more for each further 4 hours. Rest periods are time worked, and a rest period not authorized and permitted is a failure to pay 10 minutes of wages. Exemptions and variances in Rule 2 apply. Not calculated: HoursReady shows no break flag or premium for Colorado.
Employee records; earnings statement records kept 3 years
Every employer keeps, at the place of employment or its principal place of business in Colorado, a true and accurate record for each employee with name, address, occupation and date of hire; date of birth if under 18; a daily record of all hours worked; credits claimed and tips; regular rates of pay, gross wages, withholdings and net amounts paid each pay period; and vacation and sick leave hours accrued, used and available. An itemized earnings statement is given each pay period. Records of the earnings statement information are kept for at least 3 years after the wages were due, and for the duration of any pending wage claim. Not calculated.
This page explains published rules. It is not legal advice. Exemption questions need a professional. Not affiliated with the U.S. Department of Labor or any state agency.
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