Update Applicable to:
All employers in the state of Colorado.
What happened?
In August 2022, the Colorado Department of Labor and Employment Division of Workers’ Compensation published a revised Notice to Employer of Injury with added information about reporting procedures.
What are the details?
The Colorado legislature approved changes to the state’s workers’ compensation landscape during the 2022 legislative session. The Workers’ Compensation Injury Notices Act (HB 22-1112) and the Protecting Injured Workers’ Mental Health Records Act (HB 22-1354) operate to update the notice and signage requirements for on-the-job injuries covered by workers’ compensation insurance, as well as the handling and protection of mental health records related to workers’ compensation claims made under the Workers’ Compensation Act of Colorado, respectively.
The new notice and signage provisions took effect on August 10, 2022, while the laws concerning mental health records became effective on June 8, 2022.
What do employers need to do?
Employers should review the links provided above and adhere to the Colorado Workers’ Compensation Act by reporting any injuries in the workplace within 10 days.
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.
Thanks for subscribing. Be on the look out for the Legal HR updates in your email.
