Colorado final pay checklist for employers
A final pay checklist makes sure an employee who leaves gets every dollar owed, on time. Here is what changes when the employee works in Colorado.
Colorado rules that affect this form
| Final pay when fired | Immediately at termination (within 6 hours of the next workday if payroll is closed, or 24 hours if payroll is off-site). |
|---|---|
| Final pay when an employee quits | By the next regular payday. |
| Unused vacation / PTO at separation | Required: all earned, determinable vacation must be paid at separation; agreements that forfeit earned vacation are void (accrual caps are allowed). |
What to include
- Confirm the separation date and whether the employee quit or was let go
- Calculate final hours, overtime, commissions and bonuses earned
- Check whether unused vacation or PTO must be paid out
- Apply only deductions that state law and signed authorizations allow
- Pay by the state deadline and keep proof of the payment date
Need a custom version?
Generate a final pay checklist tailored to your company and Colorado with the AI document generator.
Frequently asked questions
Is there an official Colorado final pay checklist form?
Colorado does not publish one required final pay checklist for private employers. Use a clear template and make sure it reflects the Colorado rules on this page.
When is a final paycheck due in Colorado?
If the employer ends employment: Immediately at termination (within 6 hours of the next workday if payroll is closed, or 24 hours if payroll is off-site). If the employee quits: By the next regular payday.
Does Colorado require paying out unused vacation?
Required: all earned, determinable vacation must be paid at separation; agreements that forfeit earned vacation are void (accrual caps are allowed).
Other Colorado forms
Final Pay Checklist by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.