Utah maintains a balanced approach towards labor and employment laws, deferring to federal guidelines for various pay standards (e.g., minimum wage, overtime pay, etc.) while imposing state-specific regulations on paid voting leave, final paychecks, PTO payouts, and workplace health and safety. It does, however, also take a hands-off stance on certain subjects, such as pay transparency, work breaks, and retirement savings.
When it comes to talent and workforce management, Utah-based employers need to comply with the following state employment laws:
The below information was last updated November 4, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to U.S. labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Utah is one of 26 states that currently have right-to-work laws.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| Utah Minimum Wage | The state of Utah mirrors the federal minimum wage rate of $7.25, including the tipped minimum wage rate of $2.13 for employees who earn tips with their base pay. |
| Utah Overtime Pay Laws | Utah doesn't currently have any overtime pay laws or regulations. However, Utah-based employers must still comply with the Fair Labor Standards Act's (FLSA) requirement that nonexempt employees receive 1.5 times their normal rate of pay when working over 40 hours a week. |
| Utah Pay Equity Law | Under Utah Code Ann. § 34A-5-106, no employer in Utah can refuse to hire, promote, discharge, demote, or terminate a person, or to retaliate against, harass, or discriminate in matters of compensation or in terms, privileges, and conditions of employment against a person otherwise qualified, because of: race, color, sex, pregnancy, childbirth, or pregnancy-related conditions; age, if the individual is 40 years of age or older; religion, national origin, disability, sexual orientation, or gender identity. |
| Utah Pay Transparency Law | Utah currently has no pay transparency laws or regulations. |
| Utah Final Paycheck Law | In Utah, employees who voluntarily resign from a job must receive their final paycheck by the next regular payday. Involuntarily terminated employees must receive their final paycheck within 24 hours. |
| Utah PTO Payout Laws | Utah currently has no PTO payout laws or regulations, nor does it have regulations regarding the use of "use-it-or-lose-it" policies. |
| Utah Paid Sick Leave (PSL) | Utah currently has no paid sick leave laws or regulations. |
| Utah Paid Family and Medical Leave (PFML) | Utah currently has no PFML laws or regulations. However, employers with 50 or more employees must still comply with the federal Family and Medical Leave Act (FMLA), which provides eligible employees up to 12 weeks of unpaid leave every 12 months for various reasons. |
| Utah Maternity Leave | Utah doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Since the state also doesn’t have a mandated PFML program, employees must instead use FMLA leave or another type of employer-provided leave. |
| Utah Voting Leave Law | Under Utah Code Ann § 20A-3a-105, Utah-based employers must provide employees with up to two hours of paid leave to vote in an election, unless the employee has at least three or more consecutive nonworking hours available to vote during the opening and closing of the polls. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
Utah, however, also adopted and imposes additional, OSHA-approved regulations that meet or exceed those federal standards. Utah’s State OSHA Plan is overseen by the Utah Occupational Safety and Health Division of the Utah Labor Commission.
Utah currently has no work break laws or regulations.
As described by the Utah Antidiscrimination Act, employers in Utah are prohibited from discriminating against employees based on:
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Utah also requires employers to comply with specific anti-harassment mandates, also outlined in the state’s Antidiscrimination Act. Employers must, for example, maintain open lines of communication when addressing legitimate concerns and fears employees may have related to workplace violence.
The state doesn't, however, require employees to complete any harassment or discrimination training courses.
| Utah Non-Compete Agreement Laws | Utah is one of several states that limit the use of non-compete agreements. Under Utah Code Ann § 34-51-201, agreements must be in writing, signed by the employee, and meet other criteria to protect a legitimate business interest. |
| Utah Retirement Plan Laws | Utah currently has no mandatory retirement plan laws or regulations. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
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