Minimum wage in ZIP code 80204
$19.29 per hour1
per hourZIP 80204 lies in Denver, CO. General rate set by Denver since January 1, 2026.
1 rate in force
Rates by worker type, industry and employer size
The highest rate that fits the job applies.
| Applies to | Rate | Cash wage | Max tip credit | Effective |
|---|---|---|---|---|
Tipped employees · food beverageSourceThe local minimum wage in 2026 is $19.29 per hour. Denver's minimum wage for qualified tipped workers in the food and beverage industry increased to $16.27 per hour, as long as they receive $3.02 in documented tips.
Verified September 26, 2026 | $19.29January 1, 2026 | $16.27 | $3.02 | January 1, 2026 |
3 jurisdictions · Census 2020
Every jurisdiction over ZIP 80204
Employers pay the highest minimum that covers the work address. Bars show the share of the ZIP's land inside each.
| Jurisdiction | Share of land | General rate |
|---|---|---|
| Denver AppliesCity | 100% | $19.29 |
| ColoradoState floor | 100% | $15.16 |
| United StatesFederal floor | 100% | $7.25 |
9 rules · September 27, 2026
Labor law basics in Denver, CO
What the law adds on top of the hourly rate. Follow the citation for exceptions.
Overtime
Employees must be paid 1.5 times their regular rate for work over 40 hours in a workweek or over 12 hours in a workday, and for consecutive hours over 12 regardless of when the workday starts and ends. (non-exempt employees covered by the COMPS Order)
Source: 7 CCR 1103-1 (COMPS Order #39)
4.1.1 Employees shall be paid time and one-half of the regular rate of pay for any work in excess of any of the following, except as provided in exemptions or variances in Rule 2: (A) 40 hours per workweek; (B) 12 hours per workday; or (C) consecutive hours without regard to the start and end time of the workday.
- Source
- statute
- snapshot
- September 27, 2026
- Notes
- COMPS Order #39 (7 CCR 1103-1), Rule 4.1.1. Rule 4.1.1(C) reads '12 consecutive hours'.
Verified September 27, 2026
Meal breaks
Employees whose shift exceeds 5 consecutive hours get an uninterrupted, duty-free meal period of at least 30 minutes, where practical at least one hour after the start and before the end of the shift; if that is impractical they must be allowed a fully paid on-duty meal. (non-exempt employees covered by the COMPS Order)
Source: 7 CCR 1103-1 (COMPS Order #39)
5.1 Meal Periods. Employees shall be entitled to an uninterrupted and duty-free meal period of at least a 30-minute duration when the shift exceeds 5 consecutive hours. Such meal periods, to the extent practical, shall be at least one hour after the start, and one hour before the end, of the shift. Employees must be completely relieved of all duties and permitted to pursue personal activities for a period to qualify as non-work, uncompensated time. When the nature of the business activity or other circumstances make an uninterrupted meal period impractical, the employee shall be permitted to consume an on-duty meal while performing duties. Employees shall be permitted to fully consume a meal of choice on the job and be fully compensated for the on-duty meal period without any loss of time or compensation.
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Rest breaks
Employers must authorize and permit a paid 10-minute rest period for each 4 hours of work or major fraction: 1 for shifts over 2 and up to 6 hours, 2 for over 6 up to 10 hours, 3 for over 10 up to 14 hours. (non-exempt employees covered by the COMPS Order)
Source: 7 CCR 1103-1 (COMPS Order #39)
5.2 Rest Periods. Every employer shall authorize and permit a compensated 10- minute rest period for each 4 hours of work, or major fractions thereof, for all employees, as follows, except as provided in exemptions or variances in Rule 2: Work Hours Rest Periods Required 2 or fewer 0 Over 2, and up to 6 1 Over 6, and up to 10 2 Over 10, and up to 14 3 Over 14, and up to 18 4 Over 18, and up to 22 5 Over 22 6
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Overtime-exempt salary threshold
In 2026, executive, administrative and professional employees must be paid at least $1,111.23 per week ($57,784 a year), and enough to cover the minimum wage for all hours worked, to be exempt. (executive, administrative and professional employees)
Source: 7 CCR 1103-14 (2026 PAY CALC Order)
(E) Executive/supervisor, administrative, or professional employees (EAP) (R. 2.5.1); certain owners or proprietors of non-profit employers (R. 2.2.5); decision-making managers at livestock employers (R. 2.4.8) $1,111.23 per week ($57,784 rounded annual equivalent); and sufficient for the minimum wage for all hours worked in a workweek
- Source
- statute
- snapshot
- September 27, 2026
- Notes
- 2026 PAY CALC Order (7 CCR 1103-14); the level is indexed by CPI every January 1 (COMPS Rule 2.5.1).
Verified September 27, 2026
Tips
In 2026, employers may pay tipped employees $12.14 an hour, $3.02 below the full $15.16 minimum wage, only to the extent that tips raise total pay to the full minimum wage. (tipped employees)
Source: 7 CCR 1103-14 (2026 PAY CALC Order)
(A) Full Colorado minimum wage (R. 3.1) $15.16 per hour Last year’s minimum adjusted by CPI (Consumer Price Index) for Colorado (B) Amount of Colorado minimum wage that employers must pay to tipped employees (R. 1.10, 6.2.3) $12.14 per hour to the extent that adding tips raises total pay to full minimum wage $3.02 per hour below full Colorado minimum wage to the extent that adding tips raises total pay to full Colorado minimum wage (C) Minimum wage for non-
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Paid sick leave
Employees accrue at least 1 hour of paid leave for every 30 hours worked, up to 48 hours per benefit year, counting regular and overtime hours; overtime-exempt employees accrue on their normal hours up to 40 a week. (all employees (Healthy Families and Workplaces Act))
Source: 7 CCR 1103-7 (Wage Protection Rules)
3.5.1 Accrual of HFWA leave. Paid leave begins to accrue at the commencement of employment or on January 1, 2021, whichever is later. (A) For the minimum HFWA accrual rate of one hour of leave for every 30 hours worked, up to cap of 48 hours per benefits year (C.R.S. § 8-13.3-403(2)(a)), accrual is based on all “time worked” under Rule 1.9 of the COMPS Order, 7 CCR 1103-1, with regular and overtime hours counting equally; except under C.R.S. § 8-13.3- 403(2)(c), an overtime-exempt employee accrues paid leave based on their normal hours worked up to a maximum of forty per week. Once employees have accrued 48 hours of paid leave during the benefit year, they do not accrue more, except if an employer chooses to provide paid leave in a greater amount. C.R.S. §§ 8- 13.3-403(2)(a), -413.
- Source
- statute
- snapshot
- September 27, 2026
- Notes
- C.R.S. 8-13.3-403; Wage Protection Rules 7 CCR 1103-7, Rule 3.5.1.
Verified September 27, 2026
Required poster
Every employer covered by the COMPS Order must display the current year's COMPS Order poster, with the dollar figures from that year's PAY CALC Order, where employees can easily read it during the workday. (employers covered by the COMPS Order)
Source: 7 CCR 1103-1 (COMPS Order #39)
7.4.1 Posting. Every employer subject to the COMPS Order must display a COMPS Order poster for the current year, with applicable dollar figures as stated in the PAY CALC Order for that year, published by the Division in an area frequented by employees where it may be easily read during the workday.
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Recovering unpaid wages
The Division of Labor Standards and Statistics accepts wage complaints of up to $13,000 per employee filed from July 1, 2026 through December 31, 2027 ($7,500 through June 30, 2026).
Source: 7 CCR 1103-7 (Wage Protection Rules)
3.1.5 The Division shall accept wage complaints for amounts of $7,500 or less, per employee, for claims filed through June 30, 2026, and $13,000 or less, per employee, for claims filed from July 1, 2026, through December 31, 2027.
- Source
- statute
- snapshot
- September 27, 2026
- Notes
- From 2028 the limit is raised every other year by CPI or $1,000 (same rule). Larger claims go to court.
Verified September 27, 2026
Young workers' hours
14- and 15-year-olds may work at most 3 hours on a school day, 8 hours on a non-school day, 18 hours in a school week and 40 hours in a non-school week, outside school hours. (14- and 15-year-olds in non-agricultural jobs)
Source: 29 C.F.R. Part 570
no more than 3 hours on a school day , including Fridays; no more than 8 hours on a nonschool day; no more than 18 hours during a week when school is in session; no more than 40 hours during a week when school is not in session;
- Source
- agency page
- snapshot
- September 26, 2026
Verified September 26, 2026
$19.29 / hour
Calculators
Estimates before tax at this rate. Nothing you type leaves this page.
What this wage pays
| Weekly | $771.60 |
|---|---|
| Monthly52 weeks ÷ 12 | $3,343.60 |
| Annual52 weeks | $40,123.20 |
| Overtime rate1.5× where overtime applies | $28.94 |
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Census 2020
About ZIP boundaries
Shares of land come from the Census Bureau's 2020 ZCTA relationship files, which match ZIP Code Tabulation Areas to places and counties. A ZIP code is a mail route, not a legal boundary, so confirm the exact address on the jurisdiction's page.