Colorado Expands Workplace Protections for Transgender Individuals - HR ALERTS
- Regina Dyerly, SHRBP, PHR
- Oct 1
- 1 min read
Colorado Expands Workplace Protections for Transgender Individuals
Effective: October 1, 2026
On May 16, 2025, Colorado Governor Jared Polis signed HB25-1312, the Kelly Loving Act. This law expands the Colorado Anti-Discrimination Act (CADA)Â to provide stronger protections for transgender and gender-diverse individuals in employment.
Key Provisions for Employers
Expanded Definition of Gender Expression
Includes appearance, dress, behavior, chosen name, and pronouns.
Deadnaming (using a former name) or misgendering (using incorrect pronouns) may be considered discrimination.
Employment Protections Under CADA
Discrimination based on gender identity, gender expression, or chosen name is prohibited.
Applies to hiring, promotion, workplace conduct, and termination.
Inclusive Rights Affirmed
Employees have the right to express their identity free from discrimination.
Employers should review policies such as dress codes, name badges, and communication practices.
Exemptions
Religious organizations are exempt unless they receive public funding.
Action Steps for Employers
Employers have one year to prepare but should begin updates now to avoid future compliance risks. Vida HR will incorporate the required language into all future handbook and policy updates for Colorado clients. In addition, Vida HR will support clients by ensuring HR and payroll systems can accommodate chosen names and pronouns, providing training resources for managers and staff on respectful communication and legal obligations, and reviewing workplace practices such as dress codes, onboarding, and daily communications to confirm compliance with the Kelly Loving Act.
Reference: CO HB25-1312Â
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