HR Compliance Services for Colorado Businesses

Most small businesses don't need a stack of policies that sits in a folder collecting dust. They need HR that actually works in the real world: a handbook your team can understand, policies managers can use, and someone who can answer the question, "What are we supposed to do here?"

Do I need a handbook yet? Which Colorado laws apply to my business? Is the way we're handling this actually okay? What happens if a team member files a claim? You're not behind for asking. You don't need to have HR figured out before you ask for help.

At HRish, I start with your business, not a cookie-cutter package. I get to know how you operate, figure out what you actually need, and help you put practical HR systems in place without the unnecessary complexity or legal mumbo jumbo. Think of it as having an HR department you can actually rely on, without having to build one yourself.

HRish Solutions works with small businesses across Colorado, in Colorado Springs, Denver, Pueblo, Fort Collins & Loveland, from owners just starting out to teams of about 150. If some of your team works in other states, that's fine too, since I have HR experience in all 50 states. Whatever your size, my HR compliance services are there to make the people side of running your company feel less overwhelming.

Who's behind HRish

I'm Allisha McCartney, Founder & HR Consultant at HRish Solutions, based in Colorado Springs. I bring over 16 years in HR and a bachelor's degree in business management, with a concentration in HR management. You can read more about me on the About page.

HR compliance audits

Once I've learned how your business runs, an HR compliance audit is usually my starting point. I compare what you have (policies, employee files, hiring paperwork, postings, pay practices) with what your headcount and industry generally call for.

Some owners come to me after a close call, and others simply want to know where they stand before the business grows. Either way, the audit works as a plain-words HR risk assessment that shows what's solid, what's missing and what to fix first. It ends in a conversation and a short, practical ranked list, so you know where to start instead of guessing.

From there, I can help with the fixes too. That can mean updating policies and documentation, building a compliance calendar so review and filing dates don't sneak up on you, or getting my help filing reports such as EEO or OSHA reports where they apply to your business.

Employee handbooks

I write employee handbooks from scratch, or review and update the one you already have. Either way, I write it in real language, so a supervisor can find answers mid-conversation and a new team member gets it on day one. For an 8-person law firm, I took a 95-page handbook written by a large HR and legal services company and turned it into a practical, polished 26-page handbook that still covered everything needed.

Your handbook should be usable, right-sized and custom to your business, not boilerplate or an overly legalistic document. Most handbook projects start around $900; a full rebuild costs more than an update.

A Colorado employee handbook should reflect Colorado rules as well as federal ones. Paid sick leave under HFWA and FAMLI generally apply to Colorado employers of any size, though what each one asks of you can vary with your headcount. If you hand out a handbook, Colorado's wage rules generally require it to include a copy of the current COMPS Order or COMPS poster. I generally recommend giving it as a separate handout with the handbook, but it does need to be given. If you'd like a code of conduct in your handbook, see my post on codes of conduct.

HR policies and procedures

Company policies only help if people can use them. I keep your HR policies and procedures short, specific and matched to how your team runs day to day. Depending on your business, the work usually covers:

• Workplace policies: attendance, time off, conduct, remote work, raising a concern.
• Employment policies: hiring, pay practices, leave, discipline, separation.
• HR documentation: the forms and records that back up a decision.

Some businesses want everything in one manual; others need a few policies done well, such as leave policies for PTO, sick leave and FMLA where it applies. As laws and your business change, I keep your policies and documentation up to date. For help applying policies week to week, see HR Operations Support. If a team member asks for a change at work because of a disability or pregnancy, see my post on reasonable accommodation for employers.

Employment law compliance

Employment law compliance means following federal employment laws and Colorado's own rules, which can reach smaller businesses sooner. The Colorado laws I see most:

• HFWA (Healthy Families and Workplaces Act): paid sick leave, generally at least 1 hour for every 30 hours worked, at any size.
• FAMLI: Colorado's state-run paid family and medical leave program. Businesses with fewer than 10 employees generally skip the employer share but still send in team members' contributions.
• EPEWA (Equal Pay for Equal Work Act): job postings generally need to show pay, benefits, and how and when to apply.
• The COMPS Order: minimum wage, overtime, meal and rest breaks, and a required poster. There's more in my post on Colorado wage and hour laws.
• The POWR Act: among its other changes, harassment no longer has to be "severe or pervasive" to count.
• Colorado SecureSavings: a state-run retirement savings program. Employers with five or more employees that have been in business at least two years generally have to offer it if they don't already have a qualified plan, like a 401(k).

I'm not a lawyer, and this isn't legal advice. When a question needs an employment attorney, I'll work with one on your behalf, so you're never handling it alone.

The legal facts on this page were last checked in October 2026. For a wider view, see my guide to Colorado employment law, and for this year's changes, my post on new Colorado employment laws for 2026.

Workplace safety programs

A workplace safety program is a written plan your supervisors can follow: how hazards get reported, who looks into an incident, and what training people get.

Depending on your business size and industry, your workplace safety requirements may include a safety manual, safety committee, and records of work-related injuries and illnesses. OSHA generally requires businesses with more than 10 team members to keep injury and illness records, although some low-risk industries may be partially exempt.

I handle the paperwork side of safety, including the documentation, trainings and reporting that keep your program on track. I can set up your safety committee and write your safety manual too, though I don't typically do site walkthroughs.

Workers' comp and return to work

If you have one or more employees working in Colorado, you generally need workers' comp insurance. What happens after an injury matters just as much.

I've helped employers save thousands of dollars a year on workers' compensation premiums. One route is Colorado's Premium Cost Containment Program, which can give certified employers a direct discount of up to 10% of their premium.

• Workers' compensation claims management: keeping the paperwork, the insurer and the injured team member on the same page.
• A return to work program: I help you set one up, so an injured team member has a clear path back when their doctor clears them.

Unemployment claims management

When a former team member files for unemployment, the state sends you requests for information. In Colorado you generally have 7 days to answer the first one, and late or incomplete answers can lead to improper charges and higher premiums.

My unemployment claims management services cover:

• Responding to the state's requests on time.
• Pulling together separation records.
• Preparing you for an unemployment hearing, or handling it for you completely, whichever you prefer.

HR compliance checklist by company size

HR compliance for small business changes as you grow. What applies with your first employee isn't what may apply at 15, 20 or 50 employees, depending on how headcount is counted. Here are the milestones on this page, by headcount:

• From your first employee: Form I-9, HFWA paid sick leave, FAMLI registration and workers' comp insurance.
• 5 or more employees: Colorado SecureSavings, if you've been in business at least 2 years and don't already offer a qualified retirement plan.
• 10 or more employees: the full FAMLI premium, including the employer share.
• More than 10 team members: OSHA injury and illness records, although some low-risk industries may be partially exempt.
• 15 employees: Title VII and the ADA.
• 20 employees: the ADEA and COBRA.
• 50 employees: FMLA.

The HR Headcount & Growth Milestones Toolkit lays it out as a roadmap, covering what to set up with your first hire, the milestones as your team grows, what to build at each stage, and a quick health check. You'll find it on the Resources page.

For the thinking behind it, read my post on employee headcount and HR compliance.