Utah Employment Laws

Prohibits employment discrimination based on race, color, religion, sex, pregnancy, childbirth, age (40+), national origin, disability, sexual orientation, and gender identity. Enforced by the Utah Antidiscrimination and Labor Division (UALD) of the Labor Commission.

Utah follows the federal minimum wage of $7.25/hour. State law prohibits cities and counties from establishing minimum wage rates exceeding the federal minimum. Tipped employees may be paid $2.13/hour. Training wage of $4.25/hour for workers under 20 during first 90 days.

Utah has been a right-to-work state since 1955. Union membership cannot be a condition of employment. Any agreement requiring union membership as a condition of employment is illegal. Violations are a misdemeanor with each day constituting a separate offense.

For agreements entered on or after May 10, 2016, noncompete covenants exceeding 1 year from the end of employment are void. This applies only to noncompete clauses -- non-solicitation and non-disclosure agreements are not affected. Severance agreements and business-sale agreements are also exempt. If an employer unsuccessfully enforces an invalid noncompete, they must pay the employee's attorney fees, court costs, and actual damages.

Utah has no statewide law requiring private employers to provide paid or unpaid sick leave, paid family leave, or paid medical leave. Employers who voluntarily offer leave must follow their own established policies. Federal FMLA applies to covered employers (50+ employees).

Protects public employees (state, county, city agencies) from retaliation for reporting violations of law or waste of funds. Employees must file a lawsuit within 180 days of the retaliatory action. Remedies include injunctive relief and damages for lost wages. Private-sector whistleblower protections are more limited.