You should not have to choose between your paycheck and your dignity. Our attorneys represent employees across Colorado who have been discriminated against, harassed, retaliated against, or pushed out of a job for reasons the law does not allow.
Workplace discrimination is rarely a single dramatic moment. More often it is a pattern: the promotion that keeps going to someone else, the schedule that changes after you disclose a pregnancy, the write-ups that start the week after you report harassment. We are experienced at building those patterns into a documented, provable case.
We take on employers of every size, including large corporations and public agencies that assume an individual employee will not follow through. We prepare each case as though it is going to trial, because that is what changes the conversation.
Types of Employment Discrimination We Handle
- Race and color discrimination: disparate discipline, denied advancement, racially hostile work environments, and coded performance criticism.
- Sex and gender discrimination: unequal pay, denied opportunities, and discrimination based on gender identity or sexual orientation.
- Sexual harassment: quid pro quo demands and hostile work environment harassment, including harassment by clients or customers the employer failed to address.
- Pregnancy and caregiver discrimination: demotion, reassignment, or termination tied to pregnancy, childbirth, or related medical conditions, and refusal to provide required accommodations.
- Disability discrimination: failure to engage in the interactive accommodation process, denial of reasonable accommodations, and termination after a medical leave request.
- Age discrimination: targeting workers 40 and over in layoffs, restructurings, or performance-management campaigns.
- Religious discrimination: refusal to accommodate religious practice, dress, or observance.
- National origin and immigration status discrimination: English-only rules with no business justification, accent-based criticism, and document abuse.
- Retaliation and whistleblower claims: adverse action after a complaint, a charge, a safety report, or participation in an investigation.
- Wrongful termination and constructive discharge: firings that violate statute or public policy, and conditions made so intolerable that resignation was the only option.
- Wage and hour violations: unpaid overtime, misclassification, and unlawful deductions.
Colorado Law Gives You More Protection Than Federal Law Alone
The Colorado Anti-Discrimination Act (CADA) prohibits employment discrimination and, unlike Title VII, applies to employers with as few as one employee. It also allows compensatory and punitive damages without the federal statutory caps in certain circumstances.
The POWR Act, effective in 2023, lowered the bar for proving a hostile work environment in Colorado, restricted the use of nondisclosure agreements that silence employees, and extended recordkeeping obligations for employers. It significantly strengthened harassment claims in this state.
The Colorado Equal Pay for Equal Work Act requires pay transparency in job postings and prohibits paying employees differently for substantially similar work based on sex or another protected characteristic.
Federal statutes including Title VII, the ADA, the ADEA, the Equal Pay Act, and the Pregnant Workers Fairness Act apply alongside these state protections. Most cases are strongest when both are used together.
What to Do Right Now If You Think You Have a Claim
- Write down the timeline while it is fresh, including dates, names, and what was said.
- Save copies of relevant emails, texts, reviews, and policies to a personal account, not a work device.
- Use your employer's internal complaint process in writing if it is safe to do so.
- Do not sign a severance or separation agreement before it is reviewed.
- Contact us so we can protect your EEOC and CCRD filing deadlines.
No Fee Unless We Recover
Your case evaluation is free and confidential. When we take an employment case, we generally do so on a contingency basis: you pay no attorney fee unless we obtain a recovery for you. Many discrimination statutes also allow a court to order the employer to pay your attorney fees on top of your damages.
If the conduct involved a government employer or law enforcement, our Civil Rights practice may also apply to your situation.
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