Utah employment law overview

Utah has laws that provide greater protections to employees than federal law, including pregnancy accommodation rights and health care continuation coverage obligations for smaller employers, but generally follows federal law with respect to topics such as the minimum wage and occupational safety. 

Select Utah employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must comply with federal, state, and local law. Where there is overlap, complying with the law that offers the greatest rights or benefits to the employee will generally apply. 

Equal Employment Opportunity (EEO) and worker protections 

Utah employers may be required to comply with requirements related to EEO and worker protections.   

Fair employment practices

The Utah Antidiscrimination Act (UADA) prohibits discrimination and harassment based on protected characteristics, such as: 

• Race; 
• Color; 
• Sex; 
• Pregnancy, childbirth or pregnancy-related conditions; 
• Age (40 years or older); 
• Religion; 
• National origin; 
• Disability; 
• Sexual orientation; and 
• Gender identity. 

The UADA, which applies to employers with 15 or more employees, also prohibits retaliation against an employee because he or she opposed illegal discrimination, filed a complaint or participated in a proceeding, investigation or hearing. 

Equal pay

Utah does not have a stand-alone equal pay law. However, the Utah Antidiscrimination Act prohibits discrimination, including in compensation, on the basis of a number of protected characteristics. 

Pay transparency

Utah does not have a pay transparency law applicable to private employers. 

Salary history inquiry restrictions

Utah does not restrict an employer from inquiring into or relying upon an applicant’s salary history. 

Employee wage disclosure rights 

Utah does not have a wage disclosure law applicable to private employers. 

Pregnancy accommodation

The UADA requires an employer with 15 or more employees to provide reasonable accommodations for pregnancy, childbirth, breastfeeding and related conditions. An employer may require employees to provide certification detailing the medical need for a reasonable accommodation, unless the employee has requested more frequent restroom, food or water breaks. 

Breastfeeding breaks

The UADA prohibits an employer from discriminating against an employee because the employee is breastfeeding or has a medical condition related to breastfeeding. An employer is also required to provide a reasonable accommodation to an employee related to breastfeeding if the employee requests such an accommodation and unless doing so would represent an undue hardship to the employer’s business operations.  

Access to personnel files

Utah law does not require private employers to provide employees with access to their personnel files. 

Whistleblower protections

Utah does not have a whistleblower law applicable to private employers. 

Scheduling 

Utah does not have a scheduling law applicable to private employers. 

Recruiting and hiring 

Utah employers may be required to comply with requirements related to recruiting and hiring.   

Credit checks

Utah does not have requirements for private employers related to credit checks. 

Ban the Box and Fair Chance 

Utah does not have a state ban-the-box or fair chance law applicable to private employers. 

E-Verify 

Certain Utah employers may not hire a new employee unless the employer: 

• Is registered with a status verification system, such as E-Verify, to verify the federal legal working status of any new employee; and 
• Uses the status verification system to verify the federal legal working status of any new employee in accordance with the system’s requirements.

Wage and hour 

Utah employers may be required to comply with certain wage and hour requirements.   

Minimum wage

Utah’s minimum wage is $7.25 per hour, the same as the federal minimum wage. 

The minimum wage must be reviewed every three years and any time the federal minimum wage is changed. Utah’s minimum wage may not exceed the federal minimum wage. 

Overtime 

Utah does not have a state overtime law applicable to private employers. 

Meal and rest breaks

In general, an employee must be paid for time spent in meal and rest breaks unless the break period is 30 minutes or longer and the employee is relieved of all responsibilities.  

Minors are entitled to a meal break of at least 30 minutes, which must be provided no later than five hours after the beginning of the workday. 

Minors who work at least three hours are entitled to a paid rest break of at least 10 minutes. Minors who work at least eight hours are entitled to two paid rest breaks of at least 10 minutes each.

Child labor

Child labor laws in Utah restrict the occupations in which minors may be employed and the number of hours and times during which they may work. 

A minor may not work in any occupation deemed hazardous by federal law. Exceptions apply. 

Minors 16 years of age or older may work in: 

• All occupations not declared hazardous; and 
• Occupations that involve the use of motor vehicles if the minor is licensed to operate the motor vehicle for employment purposes under state law. 

Minors 14 years of age or older may work in a variety of nonhazardous occupations, including: 

• Retail food services; 
• Automobile service stations, except for the operation of motor vehicles and the use of hoists; 
• Public messenger service; 
• Janitorial and custodial service; 
• Lawn care; and 
• The use of approved types of vacuum cleaners, floor polishers, power lawn mowers and sidewalk snow removal equipment. 

Child labor laws also list other occupations in which minors over the age of 12 and over the age of 10 are permitted to engage. 

Minors under the age of 16 may not work: 

• During school hours (except as authorized by the proper school authorities); 
• Before or after school in excess of four hours a day; 
• Before 5:00 a.m. or after 9:30 p.m. (unless the next day is not a school day); 
• More than eight hours in any 24-hour period; and 
• More than 40 hours per week. 

Pay and benefits

Utah employers may be required to follow certain requirements with respect to employee pay and benefits.   

Wage payment methods

An employer may pay its employees by cash or check, as long as the employees can cash their checks at full face value and the employer does not designate a particular financial institution for the exclusive payment of paychecks. An employer may pay wages by direct deposit or electronic paycards if certain conditions are met. 

Pay frequency and lag time

Employees must be paid at least semimonthly on regularly scheduled paydays designated in advance. Employees who are paid on an annual salary basis must be paid at least monthly. 

Pay deductions

In Utah, an employer may make wage deductions if required by a court order or by state or federal law (e.g., child support withholding, creditor garnishments, tax levies); if authorized by the employee in writing; and for certain loans, shortages, losses or damages. 

Pay statements

On each regular payday, an employer must furnish each employee with a statement showing the total amount of each wage deduction. 

Wage theft

Utah does not have a wage theft law applicable to private employers. 

Health care continuation

Utah’s health care continuation coverage law applies to all employers. Under the law, an employer must offer continuation of heath care coverage for up to 12 months to an employee and his or her covered dependents who lose coverage due to: 

• The death of the employee; 
• Job termination (unless terminated for gross misconduct); 
• A reduction in hours; 
• Retirement; 
• Divorce or legal separation; 
• A dependent child ceasing to be a covered dependent; 
• Sabbatical; 
• Disability; or 
• Leave of absence. 

Temporary disability insurance

Utah does not have requirements for private employers related to temporary disability insurance. 

Time off and leaves of absence 

Utah employers may be required to follow certain requirements with respect to time off and leaves of absence.   

Family and medical leave

Utah does not have a state family and medical leave law applicable to private employers. 

Paid sick leave

Utah does not have a state paid sick leave law applicable to private employers. 

Other time off requirements

Utah has laws related to time off and leaves of absence, including but not limited to:

• Military leave; 
• Jury duty/witness leave; 
• Voting leave; 
• Minor child court appearance leave; and 
• Emergency responder leave. 

Health and safety 

Utah employers may be required to follow certain requirements with respect to employee health and safety.   

Occupational safety and health

Utah’s federally-approved state plan and occupational safety and health program is administered by the Utah Division of Occupational Safety and Health. Utah’s plan adopts all established Federal Safety Standards and all other standards and rules enacted under OSHA unless specifically revoked. 

Drug and alcohol testing

An employer that tests applicants for drugs and alcohol must meet certain requirements, such as: 

• The employer and/or its management must submit to similar drug and alcohol testing on a periodic basis; 
• The employer must pay all costs of testing it requires; 
• The testing must occur during, or immediately after, the regular work period of current employees; and 
• An applicant must be given an opportunity to notify the employer of any information that he or she considers relevant to the test, such as identification of currently or recently used prescription and nonprescription drugs. 

Smoke-free workplace

The Utah Indoor Clean Air Act prohibits smoking (including e-cigarettes) in all enclosed indoor places of public access, including any workplace that is not a place of public access but has one or more employees who are not owner-operators of the business. 

Weapons in the workplace

A Utah employer may not restrict or prohibit employees from storing their legally owned firearms in their cars while parked on employer property, as long as the firearm is locked securely in the vehicle and is not in plain view. 

However, an employer may restrict or prohibit employees from storing a firearm on employer property if it provides an alternate parking lot at no additional cost or a secure, monitored location where individuals can store their firearm. 

Safe driving practices

Utah prohibits drivers from using a handheld wireless communication device to: 

• Text; 
• Email; 
• Dial a phone number; 
• Access the internet; 
• View or record video; and 
• Enter data. 

Organizational exit 

Key Utah requirements impacting organizational exit are: 

Final pay

If an employee voluntarily resigns or if work ceases due to a labor dispute, final wages must be paid by the next regular payday. An employee who is terminated or laid off must be paid all wages due within 24 hours of termination. Exceptions apply for commissioned sales agents. 

Whether accrued vacation leave must be paid upon termination depends on company policy. 

An employer may pay all wages owed to a deceased employee’s successor who presents an affidavit attesting to certain information. 

Mass layoffs

Utah does not have its own version of the federal WARN Act. 

AI in employment 

Utah does not have a law related to AI in employment applicable to private employers.