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A paid family and medical leave program will ensure that as we rebuild Colorado’s economy, it will be ready to keep Colorado’s people, communities, and workplaces healthy and safe. 


Colorado voters overwhelmingly support paid family and medical leave. At some point, nearly everyone will need to take time to care for themselves, a new child, or a seriously ill family member.

Proposition 118 means that 2.6 million Colorado workers will no longer have to choose between paying their bills and caring for a newborn, themselves or a seriously ill family member.

Small businesses want to do right by their employees and provide them with benefits like paid family leave, but it's often too costly for them on their own. As small businesses struggle to recover from this economic downturn, this program is part of the solution, providing an affordable paid leave option that helps level the playing field with big corporations.

Do you have questions about Proposition 118 and paid family & medical leave? Check out our Frequently Answered Questions page here. 

Proposition #118
  • Up to 12 weeks of leave (additional 4 weeks for qualifying pregnancy or childbirth complications)
  • Small businesses with fewer than 10 employees are exempt from paying employer premium
  • Employers and employees each pay 0.45% of an employee’s wage. The average Colorado worker will pay $3.83 per week.
  • Employees will receive up to 90% of their pay during their leave. The maximum weekly benefit is $1,100, but will adjust as the state average weekly wage increases.
  • Workers are eligible for leave after earning $2,500 in wages (same as unemployment insurance). Worker’s jobs are protected after 180 days of employment.
  • Private plans are allowed if they meet minimum requirements.
  • Premiums begin in January 2023.
Official Ballot Title:

Shall there be a change to the Colorado Revised Statutes concerning the creation of a paid family and medical leave program in Colorado, and, in connection therewith, authorizing paid family and medical leave for a covered employee who has a serious health condition, is caring for a new child or for a family member with a serious health condition, or has a need for leave related to a family member’s military deployment or for safe leave; establishing a maximum of 12 weeks of family and medical leave, with an additional 4 weeks for pregnancy or childbirth complications, with a cap on the weekly benefit amount; requiring job protection for and prohibiting retaliation against an employee who takes paid family and medical leave; allowing a local government to opt out of the program; permitting employees of such a local government and self-employed individuals to participate in the program; exempting employers who offer an approved private paid family and medical leave plan; to pay for the program, requiring a premium of 0.9% of each employee’s wages, up to a cap, through December 31, 2024, and as set thereafter, up to 1.2% of each employee’s wages, by the director of the division of family and medical leave insurance; authorizing an employer to deduct up to 50% of the premium amount from an employee’s wages and requiring the employer to pay the remainder of the premium, with an exemption for employers with fewer than 10 employees; creating the division of family and medical leave insurance as an enterprise within the department of labor and employment to administer the program; and establishing an enforcement and appeals process for retaliation and denied claims?


Do you have questions about Proposition 118 and paid family & medical leave? Check out our Frequently Answered Questions page here.