Written by a parent, not a doctor. Nothing here is medical advice.

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Colorado program

Colorado's paid family leave

Colorado's paid family leave can replace part of your wages while you care for a seriously ill child.

What it is

Colorado's paid family leave can replace part of your wages while you care for a seriously ill child.

Paid leave can help a parent stay attached to work during treatment. FAMLI has a wage test for pay and a separate employment-length rule for job restoration. Federal FMLA can cover the same absence when its own rules are met.

Eligibility rules
  • You need at least $2,500 in covered wages in the base or alternative base period.
  • Leave can cover care for a family member with a serious health condition.
  • The employer test is one worker for at least 20 calendar workweeks, or $1,500 in wages in a quarter. State and local government are included subject to local opt-outs; federal employment is excluded.
What you get
  • Part of eligible wages for up to 12 weeks of family-care leave.
  • Job restoration after 180 days with a covered employer, subject to program exceptions.
  • Health coverage on the usual terms while you pay your usual premium share.
What the help includes
  • FAMLI pays 90% of wages up to half the state average wage and 50% above that, capped at $1,448 a week from July 2026.
  • Intermittent claims need at least eight accumulated hours for payment. Pay depends on covered wages and the approved leave schedule.
  • The program is funded through premiums, including deductions from pay. Employer payroll explains the deductions and any approved private-plan arrangement.
If you decide to apply
  1. Discuss the leave dates and employer coverage with payroll, then submit a claim through Colorado FAMLI if you choose it.
  2. Ask the oncology team for the medical certification and have your employment and wage information ready.

Colorado FAMLI · Official page ↗

After you ask
  • File the claim between 30 days before leave starts and 30 days after; a later claim needs a good reason. Tell the employer 30 days ahead when the leave is foreseeable, otherwise as soon as you can.
  • The statute sets a first-payment deadline of two weeks after filing and payments every two weeks afterward. Missing information or a disputed claim can affect processing; the claim administrator can explain what is still needed. There is no unpaid waiting week.
Good to know

Some local governments opted out. Employer coverage and job restoration need checking separately from the wage test.

Other details
  • FAMLI and FMLA run together when the same absence qualifies for both. An employer cannot make you exhaust sick leave or vacation before FAMLI. Employer pay may supplement FAMLI by agreement, generally up to your usual wages; payroll should identify the pay policy and any separate disability-plan offset.
  • Job protection needs 180 days with the employer, and the employer must keep your health coverage going while you pay your usual share. If you work for a local government that opted out, ask HR what applies instead.
Official sources
Ask your social worker

“How much could FAMLI pay while I care for my child, and what would happen to my job and health insurance? If leave is the best option, could you help me compare it with employer pay and complete the claim?”

Why I’m asking: I need to keep income and employment as steady as possible while making room for my child's care.

More background and detailed requirements
Additional program information and published rules

Who does what

The three parts, side by side. The agency decides; nobody on this page does.

You

Tell the employer, file the claim, and get the certification signed.

Your social worker

The employer confirms employment; the oncology team signs the certification.

The care team

The doctor certifies the child's serious health condition.

Who decides
The state's leave division.
Ask HR
“I am taking state paid family leave to care for my child. Here is my notice. Please confirm my job and health plan are held.”

How to apply

First step: Tell the employer in writing, then file at famli.colorado.gov.

  1. Tell the employer in writing as far ahead as you can, and file the claim.
  2. Ask the oncology team for the medical certification the same week.
  3. Ask the employer whether the federal leave runs at the same time, because it does.

Official application / program page ↗

Where it starts: Apply through famli.colorado.gov and tell the employer 30 days ahead when you can.

What to gather

  • Recent pay stubs
  • The employer's name and your start date
  • The oncology team's certification

How long: The statute sets first payment within two weeks after filing, then every two weeks. Incomplete or disputed claims can affect processing; there is no unpaid waiting week.

What a yes looks like

A determination with a weekly amount and the weeks approved.

What a no looks like, and the next move

Check whether it was the wages test or the employer; ask for the decision in writing and appeal.

Watch out

  • Colorado's employer test is not a headcount, so small employers are usually covered.
  • The federal leave runs at the same time, not afterwards.
  • Some local governments opted out; ask the employer which applies to you.

If they say no, quote this: Colorado Revised Statutes 8-13.3-509: a covered individual employed at least 180 days is entitled, on returning from leave, to be restored to the position held.

Dates that change this

2026-01-01: Maximum weekly benefit $1,448.02 from July 1, 2026; $1,381.45 applied from July 1, 2025 through June 30, 2026. This is a ceiling, not a guaranteed payment. (not yet confirmed against the final rule)

The numbers and the rules

The arcane layer, kept on purpose. Checked September 11, 2026.

What it is worth

Up to twelve weeks a year of paid leave to care for your child, with the job held after 180 days with the employer.

  • $12/year — Leave available in a year
  • $90/week — Replacement rate on wages at or under half the state average weekly wage
  • $50/week — Replacement rate on wages above half the state average weekly wage
  • $2,500 — Wages needed in the base period to qualify
  • $180 — Days with the employer before job restoration applies
  • $2 — First payment after the claim is filed

Legal protection: The job is held for a worker who has been with the employer at least 180 days · Leave that also qualifies under the federal leave law runs at the same time · State and local-government employers are included; the federal government is not

What it costs the family: Nothing beyond the premiums already taken from pay.

The eligibility facts, as published

Wages
At least $2,500 in wages subject to the programme in the base or alternative base period
Employer
One worker for twenty or more calendar workweeks, or $1,500 in wages in a quarter; state and local government included, federal excluded
Reason
Caring for a family member with a serious health condition
Notice
30 days before foreseeable leave; otherwise as soon as practicable

The trap: Colorado's employer test is not a headcount: one worker for twenty weeks, or $1,500 of wages in a quarter, is enough. So a small employer is usually covered, unlike the federal leave law. Local governments can opt out, and an employee of one that opted out and elected cover individually does not get the job-restoration section.

Where I read this

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