LDLawyer Denver

Practice area guide

Employment Law

Wrongful termination, discrimination, wage claims, and severance for Denver-area employees.

What employment law covers

Colorado employment law protects workers from discrimination (race, sex, age, disability, religion, sexual orientation, gender identity, national origin, pregnancy), retaliation for protected activity, unpaid wages and overtime, misclassification as an independent contractor, unlawful non-competes (now strictly limited under C.R.S. § 8-2-113), and wrongful termination in violation of public policy. Federal laws — Title VII, ADA, ADEA, FMLA, FLSA — layer on top.

When to hire an employment attorney

Before you sign a severance agreement, before you file an internal complaint about harassment or discrimination, or immediately after any adverse employment action that feels retaliatory. Colorado and federal claims have short deadlines — many discrimination claims require a Colorado Civil Rights Division or EEOC charge within 300 days.

What to look for in a Denver employment lawyer

  • Employee-side vs. employer-side. Most Denver employment firms represent only one side. Match the firm to your role.
  • Specific claim experience. Wage-and-hour class actions are a different practice from single-plaintiff discrimination cases.
  • Trial experience. Employers settle for more when the plaintiff's lawyer is known to try cases.
  • Comfort with agency practice. Colorado Civil Rights Division, EEOC, and Colorado Department of Labor procedures are distinct.
  • Realistic assessment of severance leverage — most cases resolve in negotiation, not litigation.

Typical costs

  • Severance review and negotiation: $500 – $3,500 flat, or contingent on the increase obtained.
  • Discrimination/retaliation cases: usually contingency (33%–40%) plus statutory fees paid by the employer if you win.
  • Wage/overtime claims: often contingency, with the FLSA and Colorado wage act providing fee-shifting.
  • Employer-side counsel: hourly, $300 – $600.
  • Non-compete enforcement/defense: hourly, with retainers $5,000 – $25,000.

In fee-shifting statutes (discrimination, wage claims), a prevailing employee's attorney fees are usually paid by the employer — which makes strong cases economically viable even for lower-wage workers.