Colorado HFWA Paid Leave - 2022 Updates

Effective January 1, 2022, all Colorado employers -- regardless of size -- are required to provide all employees with accrued leave and public health emergency leave (PHE) per the Colorado Healthy Families & Workplaces Act (HFWA). The following HFWA paid leave requirements apply to all workers -- full-time, part-time, salaried, tipped, exempt, non-exempt seasonal, temporary, etc. 

NOTE for ASAP Payroll Clients: These changes are not automatically implemented; it's the employer's responsibility to ensure recordkeeping compliance with HFWA requirements.

In terms of payroll processing and tracking PTO, ASAP can help in a variety of ways based on your needs and preferences

  • We can track earnings codes for any type of paid time off; simply report the hours with each payroll by type, which will then be printed accordingly on the employee's pay stub -- no additional administrative fees
  • We can track time off-accruals and balances in our payroll system for you -- administrative fees apply, per payroll and set up (contact us for details)

HFWA Accrued Paid Leave

Starting their first day of work, all employees accrue 1 hour of HFWA leave per 30 hours worked (capped at 48 hours per calendar year). Employees may use this leave as soon as it's accrued for qualifying safety- and health-related reasons.

  • Employers can elect an accrual method of tracking or provide a lump sum at the beginning of each year
  • If you are an ASAP payroll client, ask your account manager about receiving a copy of our Sick Leave Policy Template (one-time fee applies)

Refer to CDLE INFO #6B for a comprehensive overview of HFWA paid leave requirements.


HFWA Public Health Emergency Leave (PHE)

Effective on their hire date, all employees are allotted up to 80 hours* of PHE leave for absences related to a declared public health emergency. PHE leave for COVID-related absences has been in effect since January 1, 2021, and continues in 2022 as the federal public health emergency order is extended.  
*Part-time employees are eligible for PHE leave based on a 2-week average of hours worked.

  • Payroll tax credits are no longer available for COVID-19 paid leave in 2022. The credits allowed under FFCRA and ARPA ended Sept. 30, 2021.
  • If you have a current PTO policy that covers this requirement, employees can use their current sick policy balances. 
  • When an employee's reason for leave qualifies under both HFWA accrued leave and PHE leave, the employee gets to use their PHE leave first.

Employees may use PHE leave when they need to:

  1. Self-isolate because they have symptoms of or have been diagnosed with the communicable illness that caused the public health emergency;
  2. Seek a medical diagnosis, care (including preventive care), or treatment because they are experiencing symptoms of the illness that caused the public health emergency;
  3. Be excluded from work (by the employer or a governmental health official) because they were exposed to or have symptoms of the illness that caused the public health emergency;
  4. Stay out of work because they have a health condition that may increase their susceptibility or risk of the illness that caused the public health emergency; or
  5. Care for their family member in #1, 2, or 3 above, or whose school, childcare provider, or other care provider is unavailable, closed, or providing remote instruction because of the public health emergency.

ASAP Webinar: 2022 HFWA Update Q&A with Michael Santo

Michael Santo, our favorite employment law attorney (and HR hero), answers questions to help clear muddy waters when it comes to complying with paid leave requirements for all Colorado employers (federal government exempted).

Download Presentation Slides >>

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