Colorado Employment Contract Attorneys

Non-Solicitation Agreements

A non-solicitation clause generally restricts certain solicitation activity, such as contact with former clients or coworkers, rather than barring a new job outright. The scope and enforceability of those restrictions depend on the type of provision and the facts of the agreement. Our non-solicitation agreement disputes page walks through how these clauses are typically written and challenged.

These agreement types do not exist in isolation. They intersect with the broader rights and remedies available to Colorado workers and employers, which our Colorado employment law attorneys cover across the full range of workplace matters we handle.

Confidentiality Agreements

Compensation Agreements

Compensation agreements cover base pay, commissions, bonuses, equity, and other structured pay arrangements, and disputes often surface when an employer changes the terms or withholds pay that was earned under them. Our compensation agreement disputes address these disputes and how they differ from a general wage claim under the Colorado Wage Act.^[6]

Contract Disputes

Not every employment contract dispute fits neatly into one of the categories above. Our general contract dispute litigation covers broader breach-of-contract claims between an employee or executive and an employer, including disputes over signing bonuses, relocation agreements, and other negotiated terms.

Filing Deadlines

Most Colorado breach of contract claims, including disputes over the employment agreements described above, must generally be filed within three years under the state’s general contract statute of limitations,^[1] with that period running from when the breach is discovered, or should have been discovered through reasonable diligence.^[3] A narrower category of monetary claims, including certain liquidated or otherwise determinable debts and claims involving instruments securing or evidencing debt, instead falls under a six-year period,^[2] which generally begins to run when the debt or amount becomes due, not when it is discovered.^[3] Which deadline applies, and when it begins to run, depends on the specific agreement and claim, which is why an early review matters.

Separate deadlines can also apply if a contract dispute overlaps with an unpaid wage claim or a discrimination or retaliation claim. Those timelines are addressed on the relevant child page and on our broader employment law hub, not duplicated here.

Choosing the Right Next Step

The seven agreement types above are not equally urgent. A signature deadline on a severance offer or an active restriction on your next job calls for prompt review. A contract you signed months or years ago, now in dispute, calls for a different kind of evaluation. Whichever situation applies, the starting point is the same: have the actual document reviewed against current Colorado law before you act on it.

Select the agreement type above that matches your situation for a closer look at how we approach that specific document, or contact our office directly if your situation spans more than one category.

Talk to a Colorado Employment Law Attorney

A settlement or severance agreement is often the most consequential document in a workplace dispute, and it is usually final once signed. Elkus & Sisson, P.C. represents employees across Colorado in discrimination, retaliation, wrongful termination, and related workplace matters. See Colorado office locations to find how to reach us, or visit Elkus & Sisson, P.C. online.

If you have questions about a settlement or severance agreement in Colorado, contact us or call +1 303-567-7981 to schedule a consultation.

Sources

1. Colorado Revised Statutes § 13-80-101, General limitation of actions — three years
2. Colorado Revised Statutes § 13-80-103.5, General limitation of actions — six years
3. Colorado Revised Statutes § 13-80-108(4), (6), When a cause of action accrues (distinct accrual rules for the six-year debt category and the three-year breach-of-contract category)
4. Colorado Revised Statutes § 8-2-113, Non-Compete Statute (named for routing; enforceability standards addressed on the Non-Compete Agreements child page)
5. Colorado Uniform Trade Secrets Act, C.R.S. § 7-74-102(4) (definition of “trade secret”; named for routing, addressed on the Confidentiality Agreements child page)
6. Colorado Wage Act, C.R.S. § 8-4-101 et seq. (named for routing; addressed on the Compensation Agreements child page)
7. Older Workers Benefit Protection Act, 29 U.S.C. § 626(f); see also 29 CFR § 1625.22 (federal statutory requirements for a knowing and voluntary waiver of ADEA claims by employees age 40 or older; named for routing, addressed on the Severance Agreements child page)