The landscape of Colorado’s Family and Medical Leave Insurance (FAMLI) program has evolved significantly as we enter 2026. The Colorado Department of Labor and Employment (CDLE) has released an updated mandatory workplace notice that reflects critical legislative changes, including the introduction of neonatal care leave.
As of January 1, 2026, employers must utilize the updated version to remain compliant with state’s leave notification requirements.
What Has Changed?
The updated FAMLI Program Notice is not just a formatting update; it contains essential information regarding new benefits and adjusted financial obligations:
- Neonatal Care Leave Inclusion: The notice now includes information regarding Neonatal Care Leave, which provides up to 12 additional weeks of paid leave for parents whose infants are admitted to a neonatal intensive care unit (NICU) or a higher level of care.
- Total Leave Expansion: With this addition, eligible employees can now access up to 24 or 28 weeks of total leave in a benefit year when combining Neonatal Care Leave with standard bonding leave and pregnancy complication leave.
- Regulatory Alignment: Notice language has been clarified to align with current statutory requirements under 7 CCR 1107-3, Section 3.7.
Understanding the Notice Requirement
Under FAMLI rules, Colorado employers have a proactive responsibility to ensure employees are aware of their rights. Employers are required to:
- Provide Written Notice: Inform all employees about FAMLI benefits, eligibility criteria, and the application process.
- Ensure Accessibility: Post or distribute the notice in a conspicuous location accessible to the entire workforce.
- Address Remote Workers: For organizations with a remote or distributed workforce, the notice must be provided electronically via email or a web-based platform.
- Timing of Distribution: Employers must provide the notice to every new employee at hire, to existing employees upon request, and within five business days of learning that an employee has a need for leave that may be FAMLI-qualifying.
Next Steps for Employers
To ensure your organization meets its compliance obligations for the new year, we recommend taking the following actions immediately:
- Replace Old Notices: Employers that have not yet posted the revised FAMLI notice should promptly download and display it in a prominent workplace location. Any prior versions of the FAMLI Program Notice should be removed and replaced with the 2026 version available on the FAMLI website.
- Update Onboarding Packets: Ensure new hire documentation includes the latest notice to satisfy the “at hire” requirement.
- Educate Managers: Train your HR and management teams on the new covered reason for leave (neonatal care) so they can properly direct employees who may be eligible to apply for FAMLI.
