Employment Attorneys in Broomfield, CO

Laid off from a Broomfield corporate campus and pressured to sign a severance you don’t understand, or denied wages you earned? A Colorado-licensed employment attorney serving Broomfield will review it for free.

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How we match your Broomfield employment case

When you submit a Broomfield 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 Broomfield

More about legal help in Broomfield →

Broomfield's job base leans heavily on aerospace, medical devices, software, and professional offices clustered around Interlocken and the US 36 corridor, plus retail and hospitality near the Flatiron shopping area, so wage disputes, discrimination complaints, and terminations surface across very different workplaces. Many Colorado discrimination and retaliation claims begin with an administrative filing at the state civil rights agency or the EEOC before any lawsuit, and court cases are typically filed in Broomfield County District Court or in federal court in Denver. DearLegal matches you with a Colorado-licensed attorney who handles employment cases in Broomfield, with a free review.

Discrimination and retaliation claims usually require an agency charge with Colorado's civil rights division or the EEOC before a lawsuit can proceed.
Broomfield County District Court hears state-law employment suits; federal statutes are litigated in the U.S. District Court in Denver.
Many Broomfield residents commute to Boulder, Denver, or Westminster, and the employer's location can affect which office handles the charge and where suit is filed.

Colorado employment rules at a glance

Broomfield 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 Broomfield 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

Broomfield employment questions, answered

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

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For most discrimination, harassment, and retaliation claims, yes. You generally must file a charge with the state civil rights agency or the EEOC first and obtain the right to sue. Wage claims can follow a different path, so an attorney should map the correct route before you file anything.

Colorado follows at-will employment, so an employer usually does not need a reason. It still cannot fire you for a protected reason such as race, sex, age, disability, religion, or for reporting illegal conduct or claiming wages. An attorney can tell whether your facts fit one of those exceptions.

Agency charge windows and court deadlines are short and vary by the type of claim and whether it is state or federal. Missing one can bar the case outright. Speak with a Colorado attorney promptly so the exact deadline for your claim is confirmed in time.

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.