Utah Employment Law

The Utah Antidiscrimination Act prohibits employment discrimination based on race, color, sex, pregnancy, childbirth, pregnancy-related conditions, age (40+), religion, national origin, disability, sexual orientation, and gender identity. In 2015, Utah became the first state with a Republican-controlled legislature to add sexual orientation and gender identity protections through a bipartisan compromise. The Act covers employers with 15 or more employees and complaints must be filed within 180 days with the Utah Antidiscrimination and Labor Division.

Prohibits employers from discharging, threatening, intimidating, or coercing employees for serving on a jury or grand jury.

Adopts federal minimum wage by reference ($7.25/hour). Provides state-court enforcement mechanism. No state overtime requirement — federal FLSA controls.

Utah is a state-plan OSHA jurisdiction. Provides state-level enforcement of safety standards, including a retaliation provision protecting employees who file safety complaints, participate in inspections, or refuse imminent-danger work.

Requires employers to pay wages on regular paydays at least semi-monthly; pay all earned wages within 24 hours of involuntary discharge; pay earned wages on next regular payday for voluntary quit. Prohibits unauthorized deductions.

Amends UADA to require employers to provide reasonable accommodations for pregnancy, childbirth, breastfeeding, and related conditions absent undue hardship. Cannot require pregnant employees to take leave if other accommodation possible.

Prohibits employers from requesting employees' or applicants' usernames or passwords for personal social media accounts; prohibits retaliation against those who refuse to disclose.

Prohibits adverse action against public employees who in good faith communicate the existence of waste of public funds, waste of property, or violations of law to public bodies.