LOGIN Request a call


Reminder: Applicant Age-Related Inquiries Prohibited in Colorado Beginning July 1, 2024

04 Jul


We wanted to remind employers that, beginning July 1, 2024, they will be prohibited from asking for an applicant’s age, birth date, or school attendance or graduation dates on an initial job application.

These limitations do not apply to applications for jobs that will be performed entirely outside of Colorado or for positions that have age requirements imposed by federal, state, or local law or which have bona fide occupational qualifications pertaining to public or occupational safety.

  • For example, you can ask for a yes or no answer to a question like, “This job involves serving liquor and requires that you be at least 21 years old. Do you meet the age requirement?”

Moreover, employers have the authority to request additional documents, like a resume, as part of the initial application process. However, this is only acceptable if they inform the applicant of their right to omit any information that discloses their age, birth date, or periods of education.

  • The Colorado Department of Labor and Employment has provided additional guidance on the law in INFO #9B.

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.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.


You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.

Tracking Convertion image