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June 2022: Colorado Expands Notice Requirement for Unemployment Benefits Upon Termination

21 Jun


Update Applicable to:
All employers in the state of Colorado

What happened?
On May 25, 2022, Governor Polis signed Senate Bill 234 (SB 234) into law, which expands the required notice for unemployment benefits to include specific provisions.

What are the details?
Effective immediately, employers must provide each employee, in writing, information on the availability of unemployment compensation benefits at the time of separation from employment.

The written information must also include:

  • Employer’s name and address;
  • Employee’s name and address;
  • Employee’s ID number or the last four digits of their Social Security number;
  • Employee’s first and last dates worked, year-to-date earnings, and wages for the last week worked; and
  • Reason for separation.

The notice requirements appear to apply to both voluntary and involuntary terminations, as the notice information must include the reason for separation.

For more information, please see the links below:

Senate Bill 234 (SB 234)


What do employers need to do?
Employers should review the links provided above and should provide a written notice with the required information above to separated employees.

Per our trusted law firm source, Fisher Phillips: “We anticipate the state will provide a form for giving notice to separated employees and will include the above criteria. For now, you should review your separation procedures and ensure you are providing the above information in writing either in hard copy or electronic form.”

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Colorado PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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