Colorado FAMLI Act: what employers need to know
Colorado's Family and Medical Leave Insurance (FAMLI) program gives most Colorado workers paid, job-protected leave. Here's how it works, and where we can help.
Colorado's paid family and medical leave, in plain language.
How does Colorado FAMLI work?
Colorado FAMLI provides up to 12 weeks of paid family or medical leave in a 12-month period (up to 16 weeks for pregnancy or childbirth complications). It is funded by a payroll premium that employers and employees share, with employers of 10 or more employees paying at least half; employers with fewer than 10 employees only remit the employee share. Workers qualify after earning at least $2,500 in FAMLI-covered wages, and employees who have worked for their employer for at least 180 days get job protection.
By the numbers
12
weeks of paid family or medical leave
16
weeks with pregnancy or childbirth complications
$2,500
in covered wages to qualify
180
days on the job for job protection
Key provisions of the FAMLI Act
The six things employers ask about most, in plain language.
How much leave?
Up to 12 weeks of paid leave in a 12-month period, plus up to 4 more weeks for pregnancy or childbirth complications.
How much does it pay?
Wages up to 50% of the state average weekly wage are replaced at 90%; the portion above that at 50%, up to a weekly maximum the state sets each year.
Who is eligible?
Most Colorado employees, once they've earned at least $2,500 in FAMLI-covered wages over about a year, from any combination of employers.
How is it funded?
A premium on each employee's wages up to the Social Security wage base. Employers with 10+ employees pay at least half; smaller employers remit only the employee share. Current rates: famli.colorado.gov.
How does it work with FMLA?
FAMLI adds to federal FMLA rather than replacing it. When leave qualifies under both, the two can run at the same time.
Is the job protected?
Yes, for employees with at least 180 days on the job: they return to the same or an equivalent position, and health coverage continues during leave.
How we help employers with FAMLI
FAMLI touches payroll, HR policy and your benefits. We help you set it up once and keep it running.
- Choosing between the state plan and an approved private plan
- Payroll premium set-up and employee communications
- Required workplace notices
- Coordinating FAMLI with FMLA, short-term disability and your PTO policy
Frequently asked questions
Do employers with fewer than 10 employees have to participate in FAMLI?
Yes. Small employers still have to register, collect and remit the employee share of the premium and provide job protection for eligible employees. They just don't have to pay the employer share.
Can an employer use a private plan instead of the state FAMLI plan?
Yes. Employers can offer an approved private plan, insured or self-insured, if it provides benefits at least equal to the state program and doesn't cost employees more.
Does FAMLI run at the same time as FMLA?
It can. When an absence qualifies under both, the leave may run concurrently, so the employee doesn't automatically get both entitlements back to back.
Meet with a Colorado FAMLI expert
We'll answer your FAMLI questions and help you choose the right plan and set it up correctly.