Employment Preemption in Aurora, CO: What Residents Actually Need to Know

If you live in Aurora or are thinking about moving there, employment preemption are one of those things you probably won't think about until they affect you directly. Aurora has 2 specific rules on the books covering different aspects of employment preemption, and some of them might surprise you.

Minimum Wage Preemption

Aurora has not adopted a city-specific minimum wage and follows Colorado's statewide rate of 14.81 dollars per hour, which is indexed for inflation, with local authority allowed under CRS 8-6-101.5 since 2019.

Key details: Aurora rate: 14.81 dollars per hour. State authority: CRS 8-6-101.5. Local authority since: 2019, HB19-1210. Indexing: Annual inflation adjustment.

Paying below 14.81 dollars per hour, misclassifying employees as independent contractors, or violating tipped-wage rules can result in CDLE wage claims, back-pay liability, and civil penalties.

Paid Leave Preemption

Aurora workers are covered by Colorado's Healthy Families and Workplaces Act (HFWA), which provides up to 48 hours of accrued paid sick leave per year for nearly all employees, regardless of employer size since 2022.

Key details: State authority: HFWA, CRS 8-13.3. Sick leave cap: 48 hours per year. Family leave: FAMLI since 2023. Coverage: Nearly all employers.

Denying accrued HFWA hours, retaliating against workers for using sick leave, or refusing to participate in FAMLI payroll deductions can result in CDLE claims, fines, and back-pay liability.

The Bottom Line

Aurora's employment preemption rules are a mixed bag. Some areas are strict, others are relaxed, and the details matter. The best approach is to check the specific rule that applies to your situation rather than assuming Aurora is broadly strict or permissive.

All of the above reflects Aurora's municipal code as of our last review. If you need specifics on fines, exemptions, or filing requirements, the detailed ordinance pages linked above have the full breakdown.