Update Applicable to:	Effective Date
All Employers in Colorado	August 6, 2025

What happened?

On May 16, 2025, Colorado’s Governor signed into law HB25-1312, also known as the “Kelly Loving Act.” This legislation expands legal protections for transgender and gender-diverse individuals, including updates to the Colorado Anti-Discrimination Act (CADA) that directly affect workplace practices and employer responsibilities.

Overview:

1. Anti-Discrimination Protections: the law expands the definition of gender expression to include appearance, dress, behavior, chosen name, and how a person chooses to be addressed.

• A chosen name is one a person uses in connection with their identity (e.g., gender, race, disability), as long as it is not offensive or frivolous.

• What this means for employers: Employers must respect and use employees’ chosen names and pronouns in workplace communications and systems, where legally permissible.
  
  • Deadnaming (using a former name) or misgendering (using incorrect pronouns) may now be considered discrimination under state law.

2. Strengthened Employment Protections under CADA: The law makes it clear that discrimination based on gender identity, gender expression, or chosen name is prohibited in employment.

• What this means for employers: HR policies, hiring practices, and workplace conduct must align with these protections. Employers should ensure training and awareness for managers and staff to prevent violations.

3. Affirmation of Inclusive Rights: The law reinforces that all Coloradans have the right to fair and discrimination-free employment.

• It supports the freedom to express one’s identity without unnecessary interference.

• What this means for employers: Employers should foster inclusive environments and review practices like dress codes, name badges, and internal systems to ensure they are not discriminatory.

Exemptions: Religious organizations are exempt unless they receive public funding.

Additional Information:

1. Update anti-discrimination policies to include “chosen name” and “gender expression.”

2. Review HR and IT systems to ensure they can accommodate name and pronoun changes without requiring legal documentation unless required by law.

3. Train staff and managers on respectful communication, inclusive practices, and legal obligations under CADA.

4. Audit workplace practices from hiring to termination to ensure no policies or behaviors discriminate based on gender identity or expression.

Source References

• Colorado HB 25-1312 – Legal Protections for Transgender Individuals

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