Employer Toolkit

Welcome to the Colorado UI Employer Toolkit. Here you will find information and services to help you interact with Colorado’s Unemployment Insurance Division. Whether you are a new or existing Colorado employer, we have combined all of our online services and resources in our online toolkit in one convenient location.

Manage your unemployment insurance premium account information using MyUI. Employers who pay unemployment insurance premiums and their designees, for example employees, accounting, or legal staff can utilize this tool to manage their accounts.


  • File both Wage and Premium Reports online.
  • Pay premiums online.
  • View current and historical balances and rates.
  • Access account status and reporting due dates.
  • Request duplicate rate notices and 940 certification documents.
  • Close or modify accounts.

How to access MyUI Employer

  1. Go to: myuiemployer.coworkforce.com
  2. Complete the initial registration process and use this login page for future account access.

An unemployment account is generally needed for the following types of employers:

Business Employer

You paid at least $1,500 in wages in a calendar year or you employed at least one person for any part of a day in 20 weeks during the prior or current calendar year. This does not have to be the same person for all weeks nor consecutive weeks.

Sign up for an account at colorado.gov/cbe

Agricultural Employer

You paid one or more employees a total of $20,000 gross wages in a calendar quarter or have ten or more employees for any part of a day in 20 weeks during the prior or current calendar year. This does not have to be the same person for all weeks nor consecutive weeks.

Household/Domestic Employer

You paid one or more employees a total of $1,000 gross wages in a calendar quarter.

501(C)(3) Nonprofit Employer

You have four or more employees in any part of a day in 20 weeks during the prior or current calendar year. This does not have to be the same person for all weeks nor consecutive weeks.

If you are agricultural, household/domestic, or 501C)(3) nonprofit employer, fill out an Application for Unemployment Insurance Account and Determination of Employer Liability (Form UITL-100)

You must submit premium and wage reports every quarter. Most employers can file premium and wage reports through MyUI Employer. It is the best option for organizations with under 100 employees.

For businesses with 100 and over employees, you can pay your premiums through MyUI Employer and file your wage report via FTP (file transfer protocol). To begin utilizing the FTP option, please review the FTP Instructions.

Please contact us if you have questions or lost your login information. Please provide your FTP user name if you have one.

This chart describes when reports must be filed for the corresponding quarter

Quarter (Reporting Months)Reports Due By

  • 1st Quarter (January - March) April 30
  • 2nd Quarter ( April - June)July 31
  • 3rd Quarter ( July - September)October 31
  • 4th Quarter (October - December)January 31

When an employee is separated from employment and files a claim to collect unemployment benefits, any employer listed on the claim are notified via letter and are required to submit job-separation documentation. This documentation allows us to make decisions about allowing or denying unemployment benefits to be paid to the previous employee.

To sign up to receive and respond to job-separation notifications online using a tool called the State Information Data Exchange System (SIDES), use our enrollment form.

We may collect any premiums that are owed as a result of the audit. If a full collection is not possible, the account is referred to Unemployment Insurance Employer Services Premiums for collections.

Premium Account Audits

We perform regular audits of employer records using generally accepted auditing standards. An audit may examine at least four consecutive quarters during which an employer was in business and liable for reporting covered wages and premiums under the law, however this may be expanded at any time during the audit. Additionally, an audit may be conducted on an employer that has been in business less than four complete calendar quarters.

The objectives are to verify employer reporting, obtain reports and payments, ensure compliance with the Colorado Employment Security Act, analyze the financial status of the employer, secure claimant wage data, explain employer rights, and determine the overpayment of premiums.

We may collect any taxes that are owed as a result of the audit. If a full collection is not possible, the account is referred to Unemployment Insurance Employer Services Premiums for collections.

Overall, field audits enable unemployment insurance to maintain a good relationship with the employer community, foster employers’ understanding of what the law requires and compliance with all of the premium provisions of the law.

Claim Audits

We also conduct audits on claims to prevent overpayments to claimants. During a claim audit, we request payroll information for a specific period of time from an employer. We evaluate the hours worked plus earnings and compare it to what the claimant has reported. This information may be used to alter a claimant’s unemployment benefits.

We accept responses online through MyUI Employer via the Request to Employer for Earnings Data.

Employers are required to keep and report employees’ names, social security numbers, and gross wages for each quarter. Employers are required to keep these records for not less than five years for purposes of reporting to unemployment insurance.

Employee/worker misclassification occurs when an employer mistakenly classifies a worker as an independent contractor rather than an employee.

Colorado law assumes that service performed by an individual for another is deemed to be employment, unless:

  1. It is shown that the individual performing the service is free from control and direction in that performance
  2. -and-

  3. The individual is customarily engaged in an independent trade, occupation, profession, or business related to that service.

Generally, it is the employer’s responsibility to establish that both these conditions exist.

Additionally, we evaluate the overall “totality of circumstances” to make a determination. The “totality of the circumstances” test is based upon an assessment of 9 different factors contained within Colorado law. This is not an exhaustive list and other relevant factors may be considered.

There are 9 factors that demonstrate correct classification

An employer must not:

  1. Require the individual to work exclusively for the person for whom services are performed; except that the individual may choose to work exclusively for the said person for a finite period of time specified in the document;
  2. Establish a quality standard for the individual; except that such person can provide plans and specifications regarding the work but cannot oversee the actual work or instruct the individual as to how the work will be performed;
  3. Pay a salary or hourly rate but rather a fixed or contract rate;
  4. Terminate the work during the contract period unless the individual violates the terms of the contract or fails to produce a result that meets the specifications of the contract;
  5. Provide more than minimal training for the individual;
  6. Provide tools or benefits to the individual; except that materials and equipment may be supplied;
  7. Dictate the time of performance; except that a completion schedule and a range of mutually agreeable work hours may be established;
  8. Pay the individual personally but rather make checks payable to the trade or business name of the individual; and
  9. Combine his business operations in any way with the individual’s business, but instead maintains such operations as separate and distinct.

The independent contractor is obligated to pay federal and state income tax on any moneys paid pursuant to the contract-labor relationship.

To request an advisory opinion, please complete the request form.

Many employers in Colorado are required to pay employees a minimum wage.

If an employee is covered by federal and Colorado state minimum wage laws, then the employer must pay the higher minimum wage. Federal minimum wage is currently $7.25 per hour, which is lower than the Colorado state minimum wage of $7.78. Therefore, based upon current information, covered employers in Colorado will have to pay their employees the higher value of $7.78 per hour under Colorado law.

For more information, go to coloradolaborlaw.gov.

Employees who are covered by Colorado Minimum Wage Order Number 29 may, in certain circumstances, qualify for overtime pay. The following information only applies to non-exempt employees covered by the Wage Order.

Overtime Hours

Employees shall be paid time and one-half of the regular rate of pay for any work in excess of: (1) forty hours per workweek; (2) twelve hours per workday, or (3) twelve consecutive hours without regard to the starting and ending time of the workday (excluding duty free meal periods), whichever calculation results in the greater payment of wages.

Workweek Definition and Overtime

A workweek is defined as any consecutive seven-day period starting with the same calendar day and hour each week. A workweek is a fixed and recurring period of 168 hours, seven consecutive twenty-four hour periods, and is typically established by the employer. Hours worked in two or more workweeks shall not be averaged for computation of overtime.

Regular Rate of Pay

The regular rate of pay for an employee is used to calculate overtime pay. The regular rate of pay is expressed as a rate per hour, and it is determined by dividing the total remuneration provided to an employee in any workweek by the total numbers of hours actually worked in that workweek.

The regular rate of pay includes all compensation paid to employees including the set hourly rate, shift differential, non-discretionary bonuses, production bonuses, and commissions.

The following are excludable from the regular rate of pay: business expenses, bona fide gifts, discretionary bonuses, employer investment contributions, vacation pay, holiday pay, sick leave, or jury duty.

For more information, go to coloradolaborlaw.gov.

The employment verification law applies to all public and private employers in Colorado, and is in addition to separate federal Form I-9 requirements. Employers must comply with the provisions of the law for all newly hired Colorado employees. There are two main requirements, both of which must occur within 20 days of hire:

  1. The employer must keep a written or electronic copy of the affirmation form for the term of employment of each employee.
  2. The employer must retain copies of employee identity and employment authorization documentation (commonly known as Form I-9 identity and employment authorization documents) for the term of employment of each employee.

Download the Mandatory Affirmation Form.

For more information, go to coloradolaborlaw.gov.

Need Some Help?

We are here to help you navigate through your unemployment premium needs. Below we have gathered some commonly used forms and required posters for you to access. If you have a question, feel free to contact us at (303) 318-9100 or (800) 480-8299 toll free.

Unemployment Insurance Report Adjustment (UITR-3)Download

Employer Change Request (UITL-2)Download

Application for UI Account and Determination of Employer Liability (UITL-100)Download

Mandatory Affirmation FormDownload

Colorado Employment Security Act PosterDownload

Colorado Minimum Wage Order Number 29 PosterDownload

Notice of Paydays PosterDownload

Workers’ Compensation Act PosterDownload

Notice to Employer of Injury PosterDownload

Colorado Anti-Discrimination PosterDownload

For federal posting requirements, use the Federal Poster Advisor.