Employment Attorneys in Aurora, CO

Aurora healthcare, warehouse, and hospitality workers dealing with unpaid wages, discrimination, or retaliation have rights under Colorado law. A licensed employment attorney will review your Aurora case free of charge.

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How we match your Aurora employment case

When you submit a Aurora employment matter, we route it through a national network of independent partner firms and put it in front of the one that fits best — based on the kind of case it is, what it is likely to involve, where it has to be handled, and who has capacity to take it on now.

Case type

A employment matter needs someone who handles employment work day to day, not a generalist. Practice area is the first filter.

Size and complexity

Some firms are built for catastrophic injury and multi-party litigation; others resolve straightforward claims quickly. We weigh what your matter is likely to involve against how each firm actually works.

Jurisdiction and licensing

Your matter is decided under Colorado law, so it goes to an attorney licensed in Colorado who regularly appears where your case would be heard.

Capacity and fit

Availability, conflicts of interest and language all matter. If the best-fit firm cannot take your case, we route it to the next one that can — or tell you plainly when no one in the network is the right answer.

Every partner reviews your case for free. Injury and workers’ compensation matters are handled on contingency — no fee unless you win. Other matters are quoted upfront, before you commit to anything.

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DearLegal provides marketing and matching services and is not a law firm. Submitting a case does not create an attorney-client relationship. Matches depend on case type, jurisdiction and firm availability.

Employment cases in Aurora

More about legal help in Aurora →

Hospital and research employees on the medical campus, civilian workers at the base, airport and warehouse workers along the eastern corridor, and a large retail workforce make employment claims common in Aurora: unpaid wages, discrimination, harassment, retaliation and wrongful termination. Colorado has its own strong wage and anti-discrimination laws, and many claims must first go through a state or federal agency. Lawsuits are heard in Arapahoe County courts or federal court in Denver. DearLegal matches you with a Colorado-licensed attorney who handles employment cases in Aurora, with a free review.

Aurora employment lawsuits are heard in Arapahoe County courts or federal court in nearby Denver.
Healthcare, logistics and military-contractor employment in Aurora drives many wage, discrimination and retaliation claims.
Colorado wage and discrimination laws give Aurora workers protections beyond federal minimums.

Colorado employment rules at a glance

Aurora cases run under Colorado law. The full walkthrough — timeline, when to call, case types, and what a recovery can include — is on the Colorado page.

Read the full Colorado employment guide →

State Anti-Discrimination Statute: CADA
Colorado Anti-Discrimination Act (CADA), C.R.S. § 24-34-401 et seq. Protected: race, creed, color, sex (incl. pregnancy), sexual orientation (incl. transgender status), gender identity/expression, religion, age 40+, national origin, ancestry, disability, marital status. POWR Act (2023) added caregiver status and broadened harassment standards.
Deadline to File Charge: 300 days
300 days to file with the Colorado Civil Rights Division (CCRD) or EEOC. POWR Act (2023) extended SOL for some claims; CCRD has work-share with EEOC.
At-Will Doctrine: At-will state
At-will state with recognized public-policy exception (Martin Marietta v. Lorenz, 1992). Statutory protections for workers' comp retaliation, whistleblowing (§ 24-114-101 public sector, HFWA private), and other categories.
Non-Compete Enforceability: Restricted
Restricted under C.R.S. § 8-2-113 (2022 reform). Banned for workers under highly compensated threshold ($123,750 in 2024). Limited to trade secrets and a few narrow categories above the threshold. Notice required before signing.
Minimum Wage & Overtime: $14.42
Colorado minimum wage $14.42/hour (2024), Denver $18.29. Daily overtime after 12 hours and over 12 consecutive hours under COMPS Order #38 (7 CCR 1103-1). Healthy Families and Workplaces Act (HFWA) requires paid sick leave.
Typical attorney fee: 33%
33%–40% contingency — no fee unless you win

Exhibit D

How much do Aurora employment attorneys cost?

Sample settlement statement

Colorado · Employment

Recovery$100,000

Attorney fee · 33%− $33,000

Case costs (advanced by firm)repaid at the end

To you$67,000

Due today$0

Try a different recovery$100,000

$5,000$3,000,000

Illustrative only. Your fee terms are set in a written agreement with your attorney and may include costs and expenses regardless of outcome.

Most Colorado employment attorneys work on contingency: the fee is a share of what they recover, and nothing if they don’t.

Colorado employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. CADA, the POWR Act, the Colorado Wage Act, and federal employment statutes all shift attorney fees to the employer when the worker prevails. Fee-shifting frequently becomes the largest single component of recovery.

A good attorney walks through every number at your free consultation — before you sign anything.

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Exhibit F

Aurora employment questions, answered

Still unsure? Tell us what happened and a Colorado attorney will review it for free.

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For discrimination, harassment and retaliation claims, you generally must file a charge with the Colorado Civil Rights Division or the federal EEOC within a limited time first. Wage claims can go through the state labor agency or directly to court. An Aurora employment attorney will map out the right path and deadlines.

Yes. Colorado wage law and federal law both require overtime for eligible workers, and Colorado adds rules on rest breaks and daily overtime that many employers miss. An attorney can review your pay records and schedules and pursue back wages, penalties and attorney’s fees where the law allows.

Colorado is an at-will state, so most terminations are lawful, but firing someone for discriminatory reasons, for reporting wrongdoing, for using protected leave or for asserting wage rights is not. The facts and timing matter. An employment attorney in Aurora can review your situation and tell you whether you have a claim.

CADA (C.R.S. § 24-34-401 et seq.) prohibits discrimination based on race, creed, color, sex (including pregnancy), sexual orientation (which expressly includes transgender status), gender identity, gender expression, religion, age (40+), national origin, ancestry, disability, and marital status. Caregiver status was added in 2023. Employers of any size are covered for harassment claims (POWR Act).

The Protecting Opportunities and Workers' Rights (POWR) Act of 2023 (effective August 2023) eliminated the federal "severe or pervasive" standard for harassment in favor of a broader "subjectively and objectively offensive" test, limited employer affirmative defenses, expanded protected classes to include caregiver status and marital status, and restricted nondisclosure provisions in settlement agreements.