Colorado Anti-Discrimination Act-A Complete Guide to Your Rights and Responsibilities

The Colorado Anti-Discrimination Act (CADA) is a state law designed to protect individuals from unfair treatment based on certain protected characteristics. Whether you are an employee, employer, landlord, tenant, or customer in Colorado, understanding your rights and responsibilities under CADA is essential. This comprehensive guide explains what the law covers, who it applies to, recent updates, and how you can take action if discrimination occurs.

Table of Contents

What Is the Colorado Anti-Discrimination Act?

The Colorado Anti-Discrimination Act is a state-level civil rights law that prohibits discrimination in employment, housing, and public accommodations. It goes beyond federal laws by offering broader protections and applying to more employers.

Enforced by the Colorado Civil Rights Division (CCRD), CADA aims to ensure that every individual in the state is treated fairly regardless of personal characteristics that are protected under the law.

Protected Classes Under CADA

CADA prohibits discrimination based on the following protected characteristics:

Race
Color
National origin
Ancestry
Creed (religion or beliefs)
Sex (including pregnancy, childbirth, and related conditions)
Sexual orientation (including gender identity and gender expression)
Marital status
Disability
Age (in employment, age 40 and older)
Family status (in housing)
Military status

These protections apply in addition to federal anti-discrimination laws, meaning that Colorado residents often have stronger legal rights than people in other states.

Where Does the Colorado Anti-Discrimination Act Apply?

CADA applies to three main areas:

1. Employment

Employers cannot discriminate in hiring, promotions, pay, training, or termination based on protected characteristics.

Key points for employment under CADA:

Applies to all employers in Colorado, regardless of size (unlike federal law, which generally applies to businesses with 15+ employees).
Covers job applicants, current employees, and former employees.
Prohibits workplace harassment and retaliation for reporting discrimination.

2. Housing

It is unlawful to deny housing, set different terms, or harass someone based on a protected characteristic.

Examples:

Refusing to rent an apartment because of someone’s race or family status.
Charging higher deposits to tenants with disabilities.

3. Public Accommodations

Public accommodations include businesses and facilities open to the public, such as restaurants, hotels, stores, and government offices.

Prohibited actions include:

Denying service based on a protected characteristic.
Offering different prices or services to different customers based on protected traits.

Key Differences Between CADA and Federal Law

While federal laws like Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Fair Housing Act provide similar protections, the Colorado Anti-Discrimination Act:

Covers more employers — CADA applies to all Colorado employers, even those with just one employee.
Protects more characteristics — Gender identity, gender expression, marital status, and sexual orientation are explicitly covered.
Has its own complaint process through the Colorado Civil Rights Division.
Provides quicker timelines for resolving claims compared to some federal processes.

Recent Updates to the Colorado Anti-Discrimination Act

Over the years, Colorado lawmakers have expanded CADA to reflect evolving societal values. Some notable updates include:

2013 — Added protections for sexual orientation, gender identity, and gender expression in public accommodations and housing.
2015 — Strengthened protections for pregnant employees, requiring reasonable accommodations.
2021 — Clarified definitions around harassment and broadened employer obligations.
2022–2024 — Added explicit protections for hairstyles associated with race (part of the CROWN Act movement).

How to File a Discrimination Complaint in Colorado

If you believe your rights under CADA have been violated, you can file a complaint with the Colorado Civil Rights Division (CCRD).

Steps to file a complaint:

Document the incident — Write down dates, times, people involved, and what happened.
Contact CCRD — Complaints can be filed online, by mail, or in person.
Meet deadlines — Generally, you must file within 300 days of the incident.
Investigation — CCRD will investigate, gather evidence, and possibly mediate between parties.
Resolution — The division may help reach a settlement or, if necessary, refer the case to the Colorado Civil Rights Commission.

Employer Responsibilities Under CADA

Employers in Colorado must:

Provide equal employment opportunities regardless of protected characteristics.
Create and enforce anti-discrimination and anti-harassment policies.
Train managers and employees on rights and responsibilities.
Offer reasonable accommodations for disabilities and pregnancy-related needs.
Protect employees from retaliation when they file complaints or support investigations.

Penalties for Violating the Colorado Anti-Discrimination Act

Violations of CADA can result in:

Financial compensation for victims (back pay, damages, legal fees).
Civil penalties or fines.
Court orders to change discriminatory practices.
Reputational harm to businesses.

Why CADA Matters for Colorado Residents

The Colorado Anti-Discrimination Act plays a critical role in creating a fair, inclusive, and respectful environment for all residents. It sends a strong message that discrimination will not be tolerated in the state.

For employees, it means you can focus on your work without fear of bias or harassment.
For employers, it provides clear guidelines to maintain compliance and avoid costly disputes.
For tenants and customers, it ensures fair treatment in housing and public life.

Best Practices for Staying Compliant with CADA

For Employers and Business Owners:

Keep detailed records of hiring, promotions, and disciplinary actions.
Offer regular training on diversity, equity, and inclusion.
Provide clear reporting channels for discrimination complaints.
Conduct internal audits to ensure policies align with CADA requirements.

For Employees and Tenants:

Know your rights and speak up when discrimination occurs.
Keep written records of incidents.
Report issues promptly to the proper authorities.

Conclusion

The Colorado Anti-Discrimination Act is more than just a set of rules — it’s a promise that Colorado is committed to fairness and equal opportunity for everyone. By understanding your rights and obligations under CADA, you can help foster a workplace, community, and society where discrimination has no place.

If you experience discrimination or want to ensure your business is compliant, take action today. Knowledge and vigilance are the first steps toward a more equitable Colorado.