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Read. Follow. Verify.Colorado HB 1319 Prohibits Workplace Discrimination and Mandates Chosen Name Records
Last action · April 23, 2026: House Committee on Business Affairs & Labor Postpone IndefinitelySponsors: Sean Camacho and 2 others
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What This Bill Would Do
Colorado HB 1319 prohibits employers from subjecting employees to s or retaliation based on sexual orientation, gender identity, or transgender status, and requires employers to update internal and public records with an employee's chosen name upon notification. The bill also mandates gender-neutral dress codes, restroom access aligned with gender identity, leave use for gender-affirming care, and enforcement powers for the department of labor and employment beginning June 1, 2028.
Employees gain enforceable rights to use chosen names and pronouns, access facilities aligned with their gender identity, and utilize leave for medical care, while employers face potential fines up to $5,000 per violation for discriminatory actions or failure to comply beginning June 1, 2028.
Who It Would Affect
Groups the bill's text would affect if enacted, as described in the record. Being affected is not a position for or against it.
employees
Employees gain protections against adverse employment actions related to sexual orientation or gender identity, the right to use chosen names and pronouns, and access to gender-appropriate restrooms and leave for medical care.
employers
Employers must update employment records with chosen names, modify dress codes and restroom policies, accommodate transition plan requests, and face potential fines up to $5,000 per violation.
department of labor and employment
The department is tasked with developing training materials, adopting implementing rules, investigating complaints, and issuing orders or fines for violations.
Key Facts
You don't have to trust us. Each fact below is taken straight from the official document - click any one to see the exact passage, highlighted in the original.
Frequently Asked Questions
Can an employer require an employee to use their legal name instead of a chosen name in the workplace?
What penalties can an employer face for violating these workplace rules?
Are employees allowed to use sick leave for gender-affirming medical care?
What else do you want to know?
News Coverage
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Votes, people, money & the original sourceWhere This Stands
Currently in committee. The next step in the legislative lifecycle is Floor Vote.
Procedural history
2 actions- Apr 23, 2026HouseHouse Committee on Business Affairs & Labor Postpone Indefinitely
- Mar 4, 2026HouseIntroducedIntroduced In House - Assigned to Business Affairs & Labor
Version history
Only one version on file - nothing to compare yet. As later stages (committee substitute, engrossed, enrolled) are captured, the redline appears here.
View official text →Voting Record
Lay HB26-1319 on the table until May 15, 2026.
Total
4
- Yes
- 4
- No
- 0
- Present
- 0
- Not voting
- 0
- Abstain
- 0
Lobbying Activity
No state lobbying filings in our records match this bill. Federal lobbying reports (LDA) cover Congress, so they are not listed on state bills.
Full breakdown
Who this bill affects and the strongest case for and against it, written only from the bill’s own text.
Sponsors
Connected Entities
Sources
leg.colorado.gov
Analysis Score
0–100- Significance75How much this matters to a regular citizen
- Controversy80Intensity of disagreement among stakeholders
- Entertainment10Compellingness for a non-policy-wonk reader
- Buzz45Current news / social attention level
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