By: Kim Adamson
Effective June 1, 2026, Colorado expanded its voting leave law, giving employees greater flexibility to participate in elections. Under the updated law, eligible employees working in Colorado who do not have at least three consecutive non-working hours to register, manage their ballot, or vote in any official election in which they are eligible to vote are entitled to two hours of paid, job-protected leave. This applies to any day voter service and polling centers are open, generally 7:00 a.m. to 7:00 p.m., and not just Election Day. This change reflects Colorado’s extensive early voting system and is intended to make voting more accessible for working individuals.
Under Colorado’s updated law, eligible employees may:
- Take up to two hours of paid time off to vote during an election period. (Note: the two-hour cap is per election, not each day polls are open.)
- Use paid voting leave on any day that voter service and polling centers are open to participate in municipal, state, and federal elections, including early voting days.
- Request voting leave in advance to allow for scheduling considerations.
- Receive protection from retaliation, such as discipline, discharge, or pay reductions, when properly using voting leave.
While employers retain the right to designate the timing of voting leave, employees who request leave at the beginning or end of their shift are entitled to have their request approved under the updated Colorado law. Employers may deny a voting leave request if the employee has three or more consecutive non-working hours available when polls are open, thereby allowing sufficient time to vote outside scheduled work hours.
Voting leave laws vary widely across states, with some requiring paid leave and others offering unpaid or no specific leave. Organizations with multi-state employees should regularly review their policies and stay updated on state laws to ensure compliance. Like Colorado’s 2026 update, these laws aim to enhance voter access and align employment practices with election procedures.
Employers can foster a culture of civic engagement and community responsibility by encouraging employees to plan ahead for upcoming elections and submit voting leave requests early. Human Resources should review policies, update employee handbooks, notice requirements, and pay obligations, and educate employees and managers. Managers should understand the expanded voting leave rights available to Colorado employees and those in other states, and work collaboratively to support employees’ participation while maintaining business operations.
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