About Colorado Paid Family & Medical Leave Insurance


What Is the Colorado FAMLI Program?

CO FAMLI was signed into law in November 2020. Benefits include:
  • Up to 12 weeks for family, medical, safe leave or qualifying military exigency with the total paid for any combination capped at 12 weeks.
    • An additional four weeks of leave is available to employees with a serious health condition related to pregnancy or childbirth complications, totaling up to 16 weeks of FAMLI per year.
  • The weekly benefit is 90% of an employee’s average weekly wage if the employee’s average weekly wage is equal to or less than 50% of the state average weekly wage (SAWW). Then, for any portion of an employee’s average weekly wage that is greater than 50% of the SAWW, you would calculate 50% of the employee’s remaining average weekly wage and add it to the calculation above.
  • The maximum benefit is $1,100 per week for 2024.
  • Job protection for employees working at their current employer for at least 180 days prior to their FAMLI leave.

How Can It Be Used?

Employees can use CO FAMLI to:
  • Tend to their own non work-related serious health condition.
  • Welcome and bond with a new child (through birth, adoption or foster placement).
  • Care for a family member with a serious health condition.
  • Take a qualifying military exigency leave.
  • Take safe leave to tend to their own medical, legal and other needs related to domestic violence, harassment, sexual assault or stalking.

How Is the State Plan Funded?

The CO FAMLI program generally will be funded with a 50/50 split of private employer and employee contributions.

Who Can Use It?

Colorado FAMLI benefits will be available to an employee who has earned at least $2,500 in wages in a specified base period and otherwise satisfies the administrative requirements in the FAMLI law.
1414351 07/22
Statutory Paid Family and Medical Leave Form Series Includes GBD-1857 PFML (CO)
This informational material is subject to change as The Hartford continues to receive guidance from states and municipalities. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to an employer’s business practices, and the views and recommendations contained herein shall not constitute The Hartford’s undertaking on a company’s behalf, or for the benefit of others, to determine or warrant that an employer’s business operations are in compliance with any law, rule, or regulation. Employers seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors; and employees should continue to consult their employers’ Human Resources or other employment benefits department for guidance on the application of any law, rule, or regulation.
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