Summary: Requirements of the Agricultural Labor Rights & Responsibilities Act (ALRRA)

Division of Labor Standards and Statistics
707 17th Street, Denver, CO 80202 | 303-318-8441
www.ColoradoLaborLaw.gov | www.LeyesLaboralesDeColorado.gov

Interpretive Notice & Formal Opinion ("INFO") #12:
Summary: Requirements of the Agricultural Labor Rights & Responsibilities Act (ALRRA)

(1) Wages & Breaks [Details in INFO #12A (wages) & INFO #12B (breaks)]

• Minimum wage: Pay must be at least $15.16/hour in 2026; this minimum rises yearly for cost of living.
• Piece rate or other pay must still total at least the minimum wage for the worker's hours that week.
• Time-and-a-half overtime (for example, $30.00 per hour for workers regularly paid $20.00 per hour)
• In 2024, after 54 hours, except for small employers (56 hours), and highly seasonal employers (48 hours, except 56 hours during peak seasons);
• As of 2025, after 48 hours, except 56 hours for highly seasonal employers' peak seasons.
• Rest breaks: Workers must be fully relieved of duty for paid breaks of 10 minutes every 4 hours, plus:
• the third paid rest break must be 30 minutes in days over 12 hours; and
• an extra 1-hour break in weeks over 60 hours, or two extra 1-hour breaks in weeks over 70 hours.
• Meal breaks: In workdays of at least 5 hours, workers must be given 30-minute meal breaks.
• If workers are fully relieved of duty, meal breaks can be unpaid. If not, they can eat on paid work time.
• Additional break time during long workweeks.
• In weeks over 40 hours, workers can extend an unpaid meal break to 60 minutes.
• Extra 60-minute paid breaks required in long weeks: one in 60+ hr weeks; two in 70+ hr weeks.

(2) Worksite Access to Key Service Providers (health/legal/education/etc.) [Details in INFO #12B]

• Workers can see key service providers when off-duty or on-duty for health needs at any location other than the employer's property, or remotely access key service providers when on the employer's property.
• Housed workers can have visitors when off-duty, and weekly transportation to see service providers.

(3) Health & Safety Protections: Heat; Housing; Weeding & Thinning [Details in INFO #12C]

• When the temperature is 80 degrees or higher, workers have the right to water and shade:
• Water, 32 ounces an hour, 60 degrees or colder, that workers can drink on shifts and breaks (or if workers travel most of the day, as much water as possible, or equipment to carry or purify water)
• Shade, near enough to worksites, and with enough space, for use during breaks (or, if shade can't be provided, other sun protection like individual cooling items)
• In these increased risk conditions, workers must have 10 minutes' rest after each 2 hours worked:
• temperature 95 degrees or higher
• unhealthy air quality
• workers' first 4 days of work
• work requiring heavy clothing/gear
• days over 12 hours
• Short-handled hoes aren't allowed, and for other weeding or thinning:
• employers must provide gloves and knee pads for any hand-weeding, -thinning, or hot-capping; and
• stooped, kneeling, or squatting work is strongly disfavored unless there's no other suitable method.
• Public health emergencies (PHEs): employers must provide PHE-related safety materials and training, and employer housing must meet minimum square footage requirements or comply with CDPHE orders.

(4) Enforcement: Notice of Rights; Retaliation; Complaints & Questions [Details in INFO #12D]

• Employers must notify employees of ALRRA rights, including with worksite postings and trainings, and can't retaliate against anyone for trying to use or defend any ALRRA rights or protections.
• Workers can file complaints of violations (wages/breaks, retaliation, heat, housing, services, etc.), and employers can ask questions about compliance, at the Division contact information on top of this page.

(5) Union Rights & Responsibilities [Details in INFO #15A]

• If workers ask, the Division runs elections for them to vote whether to form a union to represent them.
• The Division investigates unfair labor practice complaints — for example, if an employer punishes union-related activity, or if a union strikes without advance notice in situations when notice is required.

INFOs are not binding law, but are the officially approved Division opinions and notices on how it applies and interprets various statutes and rules. The Division continues to update and post new INFOs; email [email protected] with any suggestions. To be sure to reference up-to-date INFOs, rules, or other material, visit ColoradoLaborLaw.gov. Last updated December 18, 2025