Summary#

HB 26-1413, “Sick & Military Leave for Certain Public Servants,” amends two parts of Colorado law on state employee sick leave and public employee military leave. Its stated goal is to change the leave time allowed to certain public servants.

• For qualifying public employees called to military training or active service, the bill raises the paid-leave limit from three to four weeks of work in the employer’s leave year.
• Covered employers must allow that military leave if the service is satisfactorily performed; satisfactory service is presumed unless shown otherwise.
• The supplied text also amends the state employee sick-leave law, but its amendment markings do not show what change was made.
• The bill does not create a new agency, benefit program, or funding source.

What it means for you#

• Public employees who are members of the National Guard, other state military forces, or U.S. reserve forces: If ordered or authorized to train or serve, you may receive up to four weeks of paid leave, measured against your regular work schedule. The leave cannot reduce pay, seniority, status, efficiency rating, vacation, sick leave, or other benefits. The bill does not remove the limit of four weeks.
• State and local public employers: Employers covered by the law must allow the qualifying military leave under the conditions stated above.
• State employees using sick leave: The supplied copy includes rules about sick-leave accrual and medical certificates, but does not reveal what HB 26-1413 changes in those rules. The change to sick leave cannot be reliably described from this copy.

Money#

No cost estimate is included in the supplied material.

• The bill requires covered public employers to provide paid military leave, with the maximum rising from three to four weeks of work. This could increase payroll or staffing costs, but the amount is not stated.
• The text does not identify an appropriation, fee, fine, or new funding source.
• The cost effect of the sick-leave amendment cannot be assessed because the change is not visible in the supplied copy.

What is unclear#

• What specific change the bill makes to the state employee sick-leave law. The parent law and a readable version showing amendment markings were not supplied, so the change cannot be checked against current law.
• How much the additional possible week of paid military leave would cost public employers.
• The text does not set out new rules for requesting or documenting military leave, or say how disputes about whether service was satisfactorily performed would be handled.
• The bill states that it takes effect July 1, 2026.

Case for#

• A possible argument for the bill is that qualifying public employees may need more than three weeks for military training or service. Raising the paid-leave limit to four weeks could allow more of that service without loss of pay or listed employment benefits.
• The bill preserves a clear limit: paid leave is capped at four weeks of work in the employer’s leave year.
• The presumption that service was satisfactorily performed may help ensure leave is allowed unless there is evidence to the contrary.

Case against#

• One concern is that the extra possible week of paid leave could add payroll or staffing costs for state and local public employers. The supplied materials do not estimate those costs.
• The bill does not explain how employers should handle disputes about satisfactory service or other practical questions about using the leave.
• The sick-leave amendment cannot be fairly assessed from the supplied text because the actual change is not identifiable.