Utah Labor Laws (2026 Guide)

What’s new in 2026

• Rise to unemployment benefits and qualifying earnings.
• Ban on non-compete agreements for healthcare workers and veterinarians
• Employment Medical Examination Expense

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Wage and Hour Laws

Minimum Wage

The minimum wage in Utah is $7.25/hour in 2026. This rate is set by the federal Fair Labor Standards Act (FLSA), which covers most Utah employers and employees. Utah’s own Minimum Wage Act sets the same rate for employees not covered by the FLSA. 

Some employees are exempt from the minimum wage under both state and federal rules, including:

• Outside salespersons.
• Employees who work for their immediate family members.
• Casual and domestic employees. 
• Certain agricultural workers. 
• And more.

Under state law, employers can pay sub-minimum wages to some employees. These include minors during their first 90 days of employment ($4.25 an hour) and tipped employees. Federal law also permits sub-minimum wages for individuals with disabilities (any lower minimum wage must relate to the individual’s productivity). 

Tipped Minimum Wage

The tipped minimum wage in Utah is $2.13 an hour. Employers can pay workers $2.13 an hour if their wages and tips add up to at least $7.25 an hour. 

Overtime Laws

Utah doesn’t have any state overtime laws for employees in the private sector. However, many employees are covered by the overtime provisions of the federal FLSA, which requires employers to pay covered employees 1.5 times their regular pay rate for any hours worked over 40 in a week. 

Meal and Rest Breaks

Utah doesn’t require employers to provide employees aged 18+ with meal or rest breaks. Employers who choose to provide these breaks must comply with federal laws. 

Recordkeeping

Utah’s general recordkeeping law only requires employers to keep records of hourly and daily employees’ working hours and wages for at least 1 year.

However, many employers in Utah must keep records for longer periods under other state and federal legislation.

• Employers must keep certain pay and employment records for 3 years from the calendar year that services were rendered under Utah’s Employment Security Act.
• Employers licensed under the Utah Construction Trades Licensing Act must keep copies of pay statements for at least 3 years from the date the employee received them. 
• FLSA-covered employers must maintain payroll records and collective bargaining agreements for at least 3 years from the last entry made on them. The FLSA also requires wage computation records, such as work and time schedules, time cards, and wage rate tables, for at least 2 years.
• Employers not covered by the FLSA must still keep payroll records of employees for 3 years under Utah’s Minimum Wage Act. This includes their names, addresses, dates of birth, hours worked, and wages paid.

Employee Scheduling Laws

Utah doesn’t have any predictive scheduling laws. 

Employee Compensation and Benefits

Reporting Time Pay

Utah doesn’t require employers to pay employees reporting time when employees are sent home at the start of a shift or early. Employees must be paid for any time worked. 

Payday Frequency and Method

Utah employers must pay employees at least semi-monthly on regular paydays. A payday must occur within 10 days of a pay period ending. If a payday is a weekend or holiday, employers must pay employees the day before it. 

Employees who receive yearly salaries can be paid monthly on or before the 7th of the month following the one in which the employees’ services were rendered. 

Employees can be paid in cash, by check, or by electronic transfer. Employees can refuse—in writing—to receive their wages by electronic transfer. However, they can’t do this if their employer’s federal employment taxes for the previous year were $250,000 or more, and at least two-thirds of the employer’s workforce is paid by electronic transfer. 

Employers must notify employees about their paydays, pay rates, and payment methods at the time of hiring. Employees should be notified of any changes to these items prior to when the change takes effect.

Employers can choose to do this by posting this information somewhere in the workplace where employees can see it when they come and go from work. 

Paystub Requirements

State law requires all employers to include a statement of deductions whenever deductions are made from their wages. This must show the total amount of each deduction.

If licensed under the Utah Construction Trades Licensing Act, employers must provide payday statements containing each employee’s:

• Name.
• Base rate of pay.
• Pay period.
• Dates and hours worked (if paid hourly).
• Amount and reason for any withheld pay.
• Total amount paid for that pay period.

Wage Deductions and Garnishments

Utah employers can withhold or deduct employees’ pay only in limited circumstances. These include situations where:

• Doing so is required by state or federal law or a court order. 
• The employee agrees to it in writing. 
• It relates to the employee’s contributions to a retirement plan, such as a 401(k) plan. 

If an employee is subject to a garnishment writ from a court, employers can garnish either up to 25% of the worker’s disposable pay or the amount by which their disposable pay exceeds 30 times the federal minimum wage (whichever amount is less).

If the writ relates to an education loan, garnishments are capped at 15%. 

Employers are banned from terminating employees because of having a garnishment writ related to a single judgment. 

Final Paycheck Laws

When an employer terminates an employee, they must pay final wages within set times, depending on the method of pay:

• Hand delivered: 24 hours
• Direct deposit: 24 hours to initial direct deposit
• Posted mail: Postmarked no later than the day after termination

When employees resign without a written contract for a definite period, or work stops because of an industrial dispute, employers must pay all earned but unpaid wages on the employee’s next regular payday.

If an employer fails to pay a worker their final wages, the worker can send the employer a written demand for payment. If the employer doesn’t pay within 24 hours, they must pay the employee their regular wage for each day that passes until the employee receives their owed pay (up to a maximum of 60 days). In this situation, employees have 60 days from the date of separation to file a civil action for penalty wages. 

The 24-hour termination rule doesn’t apply to the commission portion of a commission-based sales agent, where the final amount requires audit or verification. 

Workers’ Compensation

Workers’ compensation in Utah provides benefits to employees who are injured or become ill due to their work. It’s a no-fault system, meaning it’s the only remedy for workplace injuries or illnesses (employees can’t sue employers). 

It covers:

• Medical benefits, including doctor visits and medications. 
• Indemnity benefits to cover some of the employee’s lost wages. 
• Death benefits for an employee’s dependents. 

Even though Utah has a no-fault workers’ compensation system, the compensation an employee receives may be denied if there were drugs or alcohol involved in the incident, or reduced by 15% if the employee willfully failed to follow safety requirements. 

Most Utah employers must take out workers’ compensation for their employees, either via an authorized insurer or by way of self-insurance. Employers who don’t have workers’ compensation when required can face civil penalties of at least $1,000 or 3 times the premium that would have been owed. It could also result in criminal prosecution, and the business may be forced to stop operating. 

Employer premiums for workers’ compensation insurance vary depending on the industry the employer is in and their history of work-related illnesses and injuries. 

Employers must post workers’ compensation notices in conspicuous places in the workplace. 

Employees must notify their employer immediately when they suffer workplace injuries or illnesses. An employee who doesn’t report an injury or illness within 180 days may be unable to claim workers’ compensation. 

After an employee notifies their employer of an injury or illness, the employer must then send an “Employer’s First Report of Injury or Illness” to the insurance company within 7 days. They should also give a copy of this form to the employee. 

After receiving the employer’s first report, the insurer has 14 days to notify the Industrial Accidents Division of the injury. The insurer must provide the employee with a copy of this document and the “Injured Workers’ Rights and Responsibilities” document. 

The doctor who first sees the employee must also file a “Physician’s Initial Report of Injury or Illness” to the Industrial Accidents Division. They have 7 days to do this. The insurer then opens the claim and has 21 days to decide on it, unless further investigation is necessary (which adds another 24 days for the insurer). 

If an insurer denies an employee’s claim, the employee can seek help from the Intake Claims Department in the Industrial Accidents Division. If the Intake Claims Department can’t help resolve the matter, the employee can apply for a hearing with the Adjudication Division of the Labor Commissioner. 

Employees may choose to first go to a Claims Resolution Conference to try and resolve the matter without a hearing. 

Unemployment Insurance

The Utah Employment Security Act creates an unemployment benefits scheme to support workers who become unemployed. 

Unemployment contributions from employers fund these benefits. Most businesses are required to pay unemployment taxes. The tax rate they pay varies depending on the amount of wages they pay and their contribution rate. Employers must file quarterly wage reports to calculate and pay their unemployment taxes. 

To be eligible for unemployment insurance, an individual must be unemployed through no fault of their own and have:

• The right to work in the US.
• Received wages in at least 2 quarters of their base period (the first 4 of the last 5 calendar quarters). 
• Earned at least $5,500 in wages during the base period, and total base period earnings must be at least 1.5 times the highest quarter’s earnings (there are alternative criteria for individuals who don’t meet this). 

Individuals can use the Workforce Services Department’s preliminary monetary determination tool to confirm eligibility. 

If approved for unemployment benefits, individuals must:

• File weekly online claims with the Workforce Services Department. 
• Be able and available for full-time work. 
• Actively look for full-time work. 
• Live in the US. 

Individuals can file for unemployment benefits online. They must provide various pieces of information, including their:

• Social Security number.
• Employment history.
• Driver’s license or identification card.

The maximum weekly benefit amount in 2026 is $806. Individuals can receive benefits for between 10 and 26 weeks. 

If the Department of Workforce Services refuses an application for unemployment benefits, the individual can file an appeal online with the Appeals Unit for a hearing before an administrative law judge (ALJ). Appeals of an ALJ’s decision go to the Workforce Appeals Board and then the Utah Court of Appeals. 

Workplace Rights and Protections

Discrimination and Harassment

Under the Utah Antidiscrimination Act, employers with 15 or more employees can’t discriminate against candidates and employees based on the following:

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

There are some limited situations where employers can take these characteristics into account when making employment decisions, including where:

• Membership in a particular group is a bona fide occupational qualification required to perform the role. 
• The employer is a school, college, university, or other educational institution that is owned or managed by a specific religious institution or whose curriculum is directed toward teaching a particular religion. 

The Utah Antidiscrimination Act also prohibits employers from forcing employees to engage in “religiously objectionable expression” that goes against their religious, moral, or personal beliefs unless accommodating the employee would create an undue hardship on the employer.

Under the Act, employers can have reasonable dress and grooming policies as long as these don’t discriminate or violate any other laws. They must also provide reasonable accommodations for employees’ gender identities. Similarly, employers can have reasonable rules for sex-specific facilities if they provide reasonable accommodations based on employees’ gender identities. 

Employers must provide reasonable accommodations for pregnancy, childbirth, breastfeeding, or other related conditions unless doing so would create undue hardship for the employer. Employers must provide written notice of these rights to employees—for example, by including them in their employee handbooks or posting notices in their workplaces.

Refusing someone’s employment or otherwise discriminating against them based on their vaccination status is also prohibited, with some limited exceptions. This rule applies to any employer with at least 1 employee. 

An employee who believes they’ve been discriminated against can file a complaint with the Utah Antidiscrimination and Labor Division (UALD). They have 180 days after the last alleged act of discrimination to do so. Employees can also file complaints with the federal Equal Employment Opportunity Commission (EEOC) within 300 days.  

Employers are prohibited from retaliating against employees who file complaints with UALD or the EEOC or participate in any discrimination investigations. 

An individual must submit an intake questionnaire with UALD online to file a complaint. UALD decides whether the complaint meets its criteria and, if it does, sends the complainant a Charge of Discrimination. This must be signed by the complainant and witnessed by a notary public. 

Parties can choose to mediate the matter to try and resolve it before a formal investigation. If a matter can’t be mediated, UALD will investigate it and make a determination. 

If either party disagrees with UALD’s decision, they can request a hearing before an ALJ of the Utah Labor Commission or a substantial weight review by the EEOC. The employee can also ask UALD for a Right to Sue Notice to start a civil lawsuit against the employer. 

Leave Laws

Military, Jury Duty, and Other Mandatory Leave

There are several types of mandatory leave in Utah.

Child Labor Laws

The minimum working age in Utah is generally 14. Some exceptions exist for children as young as 10 to work in specific jobs, like newspaper delivery and caddying. 

Utah’s Employment of Minors Act applies to workers aged 17 or under. However, it doesn’t apply to 16 and 17-year-olds who:

• Have graduated from high school.
• Have school release certificates. 
• Are married.
• Are the heads of their households. 

There are limits on when 14 and 15-year-olds can work. These minors:

• Can’t work during school hours.
• Can work up to:
  • 3 hours on a school day.
  • 18 hours in a school week.
  • 8 hours in 24 hours.
  • 40 hours a week.
• Can’t work before 7am or after 7pm (this changes to 9pm from June 1 to Labor Day). 

There are no limits on the hours 16 and 17-year-olds can work. 

Minors are prohibited from working in hazardous occupations, with limited exceptions. 

Employers must give all minor employees:

• A 30-minute lunch break in the first 5 hours of their shift. If the employee isn’t completely relieved of their work duties during this time, this break must be paid. 
• A 10-minute break for every 3 consecutive hours they work. 

Utah employers don’t need to apply for youth work permits unless they want to employ minors outside their allowed working hours or in otherwise prohibited roles. 

Employers who violate child labor laws may face fines of up to $500 per violation and, in some instances, criminal prosecution.

Workplace Safety and Health

Utah maintains a state plan approved by the federal Occupational Safety and Health Administration (OSHA), which applies to most private employers and state and local governments. The Utah Occupational Safety and Health (UOSH) Division administers the state’s Occupational Safety and Health Act. 

Under Utah’s workplace safety and health laws, every employer must provide employees with a safe workplace free from known hazards that could cause them harm. Other responsibilities include:

• Reporting any workplace fatalities or disabling, significant, or serious injuries or illnesses to UOSH by phone or online within 8 hours. 
• Allowing UOSH to enter their workplace for inspections or investigations. 
• Not retaliating against employees who request UOSH inspections or file complaints. 

There are also specific safety and health standards that apply to different industries. 

Under the UOSH Act, an employee has the right to:

• Request a UOSH inspection of their workplace. 
• File a complaint with UOSH. 
• See any UOSH citations their employer has received.
• Access any records of their own workplace injuries or exposures that the employer maintains. 

Employees must also follow any workplace safety rules and policies set by their employers and tell their employers about any hazards. 

Labor Union Regulations

Utah is a right-to-work state, meaning employers can’t require employees to join unions or pay union fees as conditions of employment.

Employment Contracts and Severance

Employment Contract Laws

Employment contracts can be written, verbal, or implied. Most employers use written contracts to avoid uncertainty. 

Employment in Utah is at will. This means that the employer or employee can terminate the relationship at any time, for any reason or no reason (as long as the reason isn’t illegal—for example, because of discrimination). A written employment contract or collective bargaining agreement can override the presumption of at-will employment. 

Utah prohibits post-employment non-compete agreements that last longer than 1 year after an employee’s departure. There are further specific requirements for restrictive covenants used in the broadcasting industry. As of May 2026, non-compete agreements are also banned for healthcare workers as well as veterinarians with some exceptions. 

Non-compete clauses also must meet other criteria to be valid. For instance, they must be:

• Negotiated in good faith. 
• Supported by consideration—this means the employee must receive something in exchange for the agreement, such as severance pay. 
• Necessary to protect legitimate business interests. 
• Reasonable in time and geographic scope.  

Employers can’t ask employees to sign confidentiality clauses that prevent them from disclosing or discussing sexual assault or sexual harassment as a condition of employment. They also can’t retaliate against employees who make allegations or refuse to sign such a clause. If an employee enters a settlement agreement that contains a confidentiality clause addressing sexual misconduct, they may withdraw their agreement within 3 business days.

Employers are prohibited from requiring employees to sign over the rights to inventions created in their own time and unrelated to their employment. 

Severance Pay

Utah doesn’t have any laws requiring employers to offer severance pay. Some larger employers with more than 100 employees may be subject to the federal WARN Act that requires 60 days advance notice before certain mass layoffs or plant closings. 

Additional Laws That Might Apply to You

COVID-19 Related Laws and Regulations

Since May 2023, most Utah employers have been prohibited from requiring employees to be vaccinated for any disease, including COVID-19, and from requiring proof of COVID-19 vaccination or immunity status as a condition of employment. There are some limited exceptions. 

Where employers may still lawfully request proof of COVID-19 vaccination, they must exempt any individuals who provide:

• A statement that the vaccine would negatively impact the individual’s health.
• A statement that the vaccine conflicts with the individual’s sincerely held religious or personal belief. 
• A primary care provider’s letter confirming a previous COVID-19 infection.

Employers may not keep records of employee proof of vaccinations unless required by law or an established business practice or industry standard. 

Navigating Legal Issues and Resources

Here are several free resources with more information about Utah’s labor laws:

• Department of Workforce Services.
• Labor Commission.
• The American Bar Association’s Free Legal Answers.

As always, you should speak to an employment lawyer for accurate advice regarding your personal or business situation. 

Disclaimer

The information presented on this website about labor laws in Utah is a summary for informational purposes only and is not intended as legal advice. Laws and regulations regularly change and may vary depending on individual circumstances. While we have made every effort to ensure the information provided is up to date and reliable, we cannot guarantee its completeness, accuracy, or applicability to your specific situation. Therefore, we strongly recommend that readers seek guidance from their legal department or a qualified attorney to ensure compliance with applicable laws and regulations. Please note that we cannot be held liable for any actions taken or not taken based on the information presented on this website.