Colorado: Employee Expense Reimbursement Requirements
The short answer
Colorado has no single statute requiring reimbursement of every necessary business expense. Its Wage Act instead bars employers from shifting employer-benefit costs through payroll deductions or required direct payment, and a written deduction may cover only a thing primarily benefiting the employee; personal protective equipment cannot qualify. COMPS Order 40 separately requires covered employers to pay required uniform or special-apparel purchase, maintenance, and cleaning costs.
Ask Ezel about your situation
This is the general rule in Colorado. Ezel applies current Colorado law to your specific facts and answers with citations to the statutes.
| Governing law and coverage | C.R.S. § 8-4-105 cost-shifting rule for Wage Act employees; government entities excluded; COMPS Rule 6.3 separately covers required uniforms for covered private-sector work |
|---|---|
| Reimbursable expense standard | No universal necessary-expense test; employer-benefit costs and PPE cannot be shifted, and required uniforms/special apparel must be employer-paid (§ 8-4-105(1)(b); COMPS 6.3.1) |
| Authorization, direction, and primary benefit | Written deduction allowed only for a thing primarily benefiting employee; employer-required items such as required training are employer-benefit costs; PPE never qualifies (§ 8-4-105(1)(b)) |
| Excluded losses and employee fault | PPE excludes listed off-site footwear/eyewear, requested metatarsal protection, logging boots, everyday clothes/work boots, and weather-only items; uniform ordinary wear cannot be deducted |
| Request deadline and documentation | No universal expense-request deadline, receipt rule, or substitute statement; a Division claim should include supporting documents |
| Employer policy, preapproval, and caps | No general statutory preapproval, specification, or cap framework; agreement cannot authorize employer-benefit cost shifting, and Wage Act rights cannot be waived (§ 8-4-121) |
| Payment deadline, method, and interest | No reimbursement-specific payment deadline, payroll/separate-payment method, advance, stipend, or interest rule stated in the cited provisions |
| Enforcement and remedies | CDLE accepts unlawful-deduction claims up to $13,000; a 14-day written demand can trigger 200%/$1,000 or willful 300%/$3,000 wage penalties; actions generally 2 years, 3 if willful |
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Requirements one by one
Colorado uses a cost-shifting rule, not a universal expense schedule
C.R.S. § 8-4-105(1)(b) sits within a prohibition: an employer may not deduct
from an employee's wages or compensation unless a listed exception applies.
CDLE's INFO #16 explains that the same rule applies when the employer requires
the employee to pay the expense directly instead of taking it from a paycheck.
The permitted written-agreement category now covers only a thing that primarily
benefits the employee. CDLE contrasts employee-chosen college tuition with
employer-required training. The first may be an employee-benefit item; the
second is an employer-benefit cost.
This does not create a California-style right to every reasonable and necessary
business expense. It prohibits shifting costs that do not fit a lawful deduction
category and supplies narrower express rules for PPE and uniforms.
PPE cannot be treated as an employee-benefit item
SB26-160 took effect June 3, 2026. It amended § 8-4-105 so personal protective
equipment cannot be a thing that primarily benefits the employee for the
written-deduction exception.
C.R.S. § 8-4-101(12.5) covers employer-provided equipment, clothing,
respiratory devices, shields, and barriers protecting against recognized health
and safety hazards. It excludes specified items, including nonspecialty safety
footwear or prescription safety eyewear wearable off-site, employee-requested
built-in metatarsal protection, logging boots, everyday clothes and normal work
boots, and items used only for weather protection.
Required uniforms have their own employer-payment rule
COMPS Order 40 requires an employer to pay the purchase, maintenance, and
cleaning cost when a particular uniform or special apparel is a condition of
employment. Ordinary wear and tear also may not be deducted from wages.
That rule applies within COMPS coverage. CDLE describes the order as covering
private-sector work except exempt jobs and employers. The separate Wage Act
definitions and governmental exclusions are in C.R.S. § 8-4-101(5)-(6).
The cited provisions set no universal request or payment clock
Colorado's cost-shifting provisions do not state one expense-request deadline,
receipt form, missing-receipt substitute, reimbursement payment deadline,
mileage rate, advance, stipend, separate-payment method, or interest rule for
all employee expenses.
An employee filing with the Division should provide documents supporting the
claim. The key evidence for this theory will ordinarily show what the employer
required, what the employee paid, and why the item primarily benefited the
employer or was covered PPE or a required uniform.
Unlawful deductions have an agency route and a limitations period
CDLE expressly lists deductions not permitted by law among the unpaid-wage
complaints it may investigate. As of July 2026, the administrative claim limit
is $13,000 per employee.
The agency's demand guidance explains that failure to pay within 14 days after
a written demand can support a penalty of 200% of the wages due or $1,000,
whichever is greater. For a willful failure, the stated penalty is 300% or
$3,000, whichever is greater. Wage Act actions generally must begin within two
years, extended to three years for a willful violation.
What trips people up
Calling a purchase a “business expense” does not by itself answer the Colorado
question. The employee must connect the charge to the prohibition on unlawful
deductions or required direct payment, or to a narrower rule such as the PPE or
uniform provisions.
The Wage Act compilation posted by CDLE was revised in August 2025 and does not
yet print the June 2026 amendment. The official chapter law supplies the current
primary-benefit and PPE language and applies to conduct on or after June 3, 2026.
Common questions
Must Colorado employers reimburse every reasonable work expense?
No general statute in the cited sources says that. Colorado instead prohibits
shifting employer-benefit costs through an unlawful deduction or required
direct payment and expressly assigns required uniform and covered PPE costs.
Can a written agreement make the employee pay for required training?
CDLE uses employer-required training as an example of an employer-benefit item,
not an employee-benefit item. C.R.S. § 8-4-121 also makes an agreement waiving
Wage Act rights in violation of the article void.
Where can an employee challenge the charge?
CDLE accepts unpaid-wage complaints for deductions not permitted by law, up to
$13,000 per employee. Wage Act actions generally have a two-year period, or
three years for a willful violation.
Statutes and sources
- C.R.S. §§ 8-4-101, 8-4-105, and 8-4-121. Wage Act coverage, deduction
rule, and nonwaiver provision. Official compilation
and 2026 amendment
(accessed July 14, 2026). - 7 CCR 1103-1, COMPS Order 40, Rule 6.3. Required uniform and special-
apparel costs. Official adopted order
(accessed July 14, 2026). - Colorado Division of Labor Standards and Statistics. Direct-payment
treatment, primary-benefit examples, claim coverage, and demand penalties.
INFO #16,
claim coverage,
and demand guidance
(accessed July 14, 2026). - C.R.S. § 8-4-122. Two-year limitation, extended to three years for a
willful violation. Official compilation
(accessed July 14, 2026).
Source links
Every statute quoted above, linked, with the date we checked it.
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