Utah Labor Law Guide
Utah is located in the western United States. In 2023, Utah had a population of approximately 3.4 million people and a gross domestic product (GDP) of around $260 billion USD. Utah’s economy is driven by key sectors such as technology, tourism, energy, and manufacturing. The state is a hub for innovation with a growing tech industry, earning it the nickname “Silicon Slopes.” Utah is considered business-friendly, with a regulatory environment that supports growth while maintaining reasonable labor protections.
Minimum Wage
$7.25 per hour
Overtime Wage
1.5x regular rate for hours > 40 per week
Meal Breaks
None mandated
Rest Breaks
None mandated
Utah follows the federal minimum wage of $7.25 per hour as of 2024. There are no counties or cities in Utah with a higher minimum wage than the state or federal standard. Employers must comply with the federal minimum wage for non-exempt employees.
Tipped employees are required to be paid a base wage of $2.13 per hour, provided that their tips bring their total earnings to at least $7.25 per hour.
Utah requires employers to pay overtime wages to non-exempt employees for any hours worked over 40 in a workweek. The overtime pay rate is 1.5 times the employee’s regular hourly rate. There are no specific daily overtime requirements for hours worked in a single day.
Alternate Workweek Agreements: Utah does not have specific regulations allowing alternate workweek schedules but employers and employees can mutually agree to such schedules, provided they do not violate state or federal laws.
Exemptions: Executive, administrative, and professional employees, as well as certain sales personnel, may be exempt from overtime rules based on their salary and duties.
Meal Breaks: Utah does not have a law requiring meal breaks for adult employees. However, many employers voluntarily provide a 30-minute unpaid meal break for shifts longer than 6 hours.
Rest Breaks: Utah does not require employers to provide rest breaks. Despite this, many employers offer paid rest breaks of around 10 minutes for every 4 hours worked as a standard practice.
Rules for Young Employees: For employees under the age of 18, Utah law requires that minors receive a 30-minute meal break for any shift longer than 5 hours. Employers must also comply with federal laws, particularly the Fair Labor Standards Act (FLSA), which imposes additional restrictions on the hours and conditions under which minors may work.
Paid Sick Leave Laws: Utah does not have a state-mandated paid sick leave law. Employers may voluntarily provide paid sick leave as part of their benefits package.
Accrual and Usage of Sick Leave: Since there is no state mandate, the accrual and use of sick leave are determined by the employer’s policy.
Paid Time Off Laws: Utah does not require employers to provide paid time off (PTO), including vacation time. Employers who do offer PTO can set their own accrual and usage policies.
Other Leave Laws:
Jury Duty Leave: Employers must provide employees with unpaid leave to serve on a jury.
Parental Leave: Utah follows the federal Family and Medical Leave Act (FMLA), offering up to 12 weeks of unpaid leave for the birth or adoption of a child or to care for a family member.
Bereavement Leave: There are no state laws mandating bereavement leave in Utah. However, many employers offer it voluntarily.
Voting Leave: Employees in Utah are entitled to up to two hours of paid time off to vote, provided they do not have three consecutive hours of non-working time during polling hours.
FMLA Eligibility: Employees in Utah who have worked at least 1,250 hours in the past 12 months are eligible for FMLA leave, which provides job protection for qualifying reasons such as medical conditions or family care.
Exempt Employees:
Salary Basis: Exempt employees must be paid a salary, not hourly wages.
Salary Level: As of 2024, the minimum salary for exempt employees is $684 per week under federal law.
Duties Test: Exempt employees must primarily perform executive, administrative, or professional duties. Utah’s standards align with the federal requirements set forth by the Fair Labor Standards Act (FLSA).
Non-Exempt Employees:
Hourly Pay Rules: Non-exempt employees must be paid at least the federal minimum wage of $7.25 per hour.
Overtime Wage Rules: Non-exempt employees are entitled to overtime pay at 1.5 times their regular hourly rate for all hours worked over 40 in a workweek.
The federal Equal Pay Act requires that men and women receive equal pay for equal work. Utah does not have its own state-specific equal pay law but enforces compliance with the federal standards. Employers must also comply with Title VII of the Civil Rights Act of 1964, which prohibits discrimination in employment based on race, color, religion, sex, or national origin.
At-Will Employment: Utah is an at-will employment state, meaning that an employer or an employee can terminate the employment relationship at any time, with or without cause, as long as it is not for an illegal reason.
Anti-Discrimination Laws: Utah’s anti-discrimination laws, similar to federal regulations, prohibit discrimination based on race, gender, disability, age, and other protected characteristics in employment decisions.
Equal Employment Opportunity (EEO) Act: Utah adheres to both state and federal EEO laws to ensure that hiring, promotion, and termination practices are free from discrimination.
Background Verification Rules: Employers in Utah can conduct background checks, but they must comply with the Fair Credit Reporting Act (FCRA) and any additional state regulations regarding the use of criminal and credit history in hiring.
Work Eligibility Verification Rules: Employers are required to verify that employees are eligible to work in the U.S. by completing the federal I-9 form.
Final Paychecks: Utah law requires that employers issue final paychecks within 24 hours if the employee is terminated. If the employee voluntarily quits, the final paycheck must be paid by the next regular payday.
Unemployment Compensation Rules: Employees who are terminated without cause may be eligible for unemployment benefits, provided they meet Utah’s eligibility requirements.
Compliance with WARN Act: Employers in Utah must comply with the federal Worker Adjustment and Retraining Notification (WARN) Act, which requires 60 days’ notice for mass layoffs or plant closures.