(650) 332-8623Utah Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
Let’s take a deep dive into Utah labor laws, with details on all the important aspects of the state’s regulations on your employees.
What’s New in 2025?
Utah Meals and Breaks
No LawFor Lunch Breaks
No state law requiring meal breaks for adult workers.
Employees under the age of 18 are entitled to a 30-minute unpaid meal break if they work more than five consecutive hours.
No LawFor Rest Breaks
Utah does not require employers to provide rest breaks for adult workers.
Employees under the age of 18 must receive one 10-minute paid rest break for every three hours worked.
Utah Leave and Paid Time Off (PTO)
Utah does not have a state law requiring employers to provide paid or unpaid sick leave to employees.
Employers are free to establish their own policies regarding sick leave and are obligated to follow any policies they implement.
There is no state-specific family and medical leave law, but employees are covered under the federal Family and Medical Leave Act (FMLA).
Eligible employees can take up to 12 weeks of unpaid leave in a 12-month period for the following reasons:
- The birth and care of a newborn child.
- Adoption or foster care placement of a child.
- To care for an immediate family member (spouse, child, or parent) with a serious health condition.
- A serious health condition that makes the employee unable to perform their job duties.
- Certain military family-related situations (qualifying exigencies).
To be eligible for FMLA in Utah, employees must work for a covered employer (generally, one with 50 or more employees) and have:
- Worked for the employer for at least 12 months,
- Completed at least 1,250 hours of work during the previous 12 months, and
- Be employed at a worksite where 50 or more employees are employed within 75 miles.
Utah does not have a state law requiring employers to provide bereavement leave, either paid or unpaid. However, many employers offer bereavement leave as part of their company policies to give employees time to grieve and manage the death of a family member.
There is no state law mandating that employers provide paid or unpaid vacation leave to employees. Vacation leave is offered at the discretion of the employer and is typically governed by the terms of the employment contract or company policy.
Employers are not obligated under Utah or federal law to offer paid time off for holidays. It is up to the employer whether to close operations on holidays or offer paid holiday leave.
Employers are not legally required to provide paid time off for jury duty. However, employees are entitled to unpaid leave to fulfill their civic duty without fear of job loss or retaliation.
Utah law provides employees the right to take paid time off to vote.
Employees are entitled to up to two hours of paid leave to vote if their work schedule does not provide at least three consecutive non-working hours while polls are open.
Utah does not have a specific law that mandates employers to provide paid witness leave for employees who are summoned or subpoenaed to appear as a witness in a legal proceeding.
However, similar to other forms of court-related leave, protections exist to ensure employees can participate in the legal process without fear of retaliation.
Military leave in Utah is governed by federal law through the Uniformed Services Employment and Reemployment Rights Act (USERRA).
- Employees who are members of the uniformed services (including the National Guard and Reserves) are entitled to take time off from their civilian jobs to perform military duties.
- Military leave in Utah is typically unpaid unless the employer offers paid military leave as part of their company policy.
- USERRA ensures that upon returning from military service, the employee must be reemployed in the same or a similar position, with the same seniority, status, and pay, as if they had never left. This protection is available for up to five years of cumulative military service with the same employer.
- While on military leave, employees are entitled to continue their health insurance coverage for up to 24 months under USERRA. If the military leave is less than 31 days, the employer must continue providing health benefits as if the employee were still at work.
Here are more state-specific labor laws to explore:
- Colorado Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Georgia Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Kansas Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Louisiana Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Maine Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Maryland Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Mississippi Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Pennsylvania Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- South Dakota Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Tennessee Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Texas Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- West Virginia Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
Utah Wages and Overtime
$7.25/hourMinimum Wage
Minimum wage in Utah is $7.25 per hour, which is in line with the federal minimum wage under the Fair Labor Standards Act (FLSA).
This rate applies to most adult workers, and employers must ensure that employees are paid at least this amount per hour for all hours worked.
1.5x HourlyOvertime Rate
Under FLSA, overtime must be paid at a rate of 1.5 times the employee’s regular rate of pay.
- Salaried workers earning less than $1,128 per week will become eligible for overtime pay starting in 2025.
- The threshold for highly compensated employees (exempted from overtime pay) will also rise on January 1, 2025, from $132,964 to $151,164 annually.
$2.13/hourTipped Minimum Wage
Minimum cash wage for tipped employees is $2.13 per hour.
Employers are allowed to claim a tip credit, which means they can count a portion of the employee’s tips toward meeting the standard minimum wage of $7.25 per hour.
Semi-MonthlyPay Frequency
Utah employers must pay their employees at least semi-monthly. This means wages must be disbursed at least twice a month, though employers can choose to pay more frequently, such as weekly or biweekly.
Utah follows the federal minimum wage of $7.25 per hour and does not allow local municipalities or cities to set their own minimum wage rates.
- Youth Minimum Wage: In Utah, employers are permitted to pay a sub-minimum training wage of $4.25 per hour to employees who are under the age of 20 during their first 90 consecutive days of employment.
- Tipped Employees: Tipped employees, both adults and minors, can also be paid a base wage of $2.13 per hour, as long as their combined earnings from tips and base wage meet or exceed the federal minimum wage of $7.25 per hour.
- Workers with Disabilities: Utah, like all U.S. states, allows employers to apply for a certificate from the U.S. Department of Labor to pay employees with disabilities a sub-minimum wage under Section 14(c) of the Fair Labor Standards Act (FLSA).
Utah exempts certain workers from the standard minimum wage of $7.25 per hour based on the nature of their employment.
- Outside Salespersons: Workers whose primary duties involve making sales or obtaining orders outside of their employer’s place typically earn through commissions.
- Immediate Family Members: Exempting employees who are immediate family members of the employer (such as spouses, parents, or children) from minimum wage allows family-run businesses flexibility in compensation practices.
- Domestic and Casual Workers: Includes part-time workers providing companionship services for elderly or infirm individuals and other casual domestic workers.
- Agricultural Workers: Include those engaged in livestock production, piece-rate harvest laborers, and individuals who worked fewer than 13 weeks in the prior year.
- Nonprofit and Seasonal Amusement Establishment Workers: May be exempt if the company operates less than 7 months per year or if their tips and bonuses push their total earnings to meet or exceed the minimum wage.
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Utah Prevailing Wages
Utah does not have a state-mandated prevailing wage law. However, construction projects that receive federal funding within the state must comply with the federal requirements.
Federal Davis-Bacon Act: For any construction project in Utah that is federally funded, contractors must adhere to wage determinations set by the U.S. Department of Labor. These prevailing wages are determined by the type of work and the local area where the project is located.
Role of Contractors: Contractors working on such projects must submit certified payrolls to ensure compliance. They must:
- Classify workers correctly by trade and skill level.
- Pay the correct overtime rate.
- Use apprentices properly, adhering to approved ratios.
- Submit accurate documentation and make restitution for any underpaid wages.
Certified Payroll Review: Compliance reviews include checking contractor eligibility, verifying correct wages, auditing overtime pay, and conducting interviews with workers to ensure non-compliance issues are addressed.
Prevailing Wage Resources
- U.S. Department of Labor – Davis-Bacon Act: Provides details on prevailing wages for federally funded projects, including wage determinations for construction work in Utah.
- Utah Department of Workforce Services: Offers general guidance on labor standards in Utah, including wage determinations for federal projects.
- General Services Administration – Wage Determinations Online: Allows access to official wage determinations for all construction roles on federal projects, including those in Utah.
Utah Child Labor Laws
Utah’s child labor laws aim to protect minors by regulating the types of work they can perform and limiting their working hours, depending on their age. Here’s a breakdown of the key rules for different age groups:
<14 Years
Laws in Utah for children under 14:
Employment for children under 14 is largely restricted to ensure focus on education and protection from work-related hazards.
- Jobs like newspaper delivery, babysitting, and lawn care (without power-driven equipment) are allowed.
- No work permit is required, but the employer must verify the child’s age before employment.
14-15 Years
Laws in Utah for minors under 16:
Minors can work in non-hazardous jobs such as retail, food service, janitorial services, and lawn care (with approved equipment).
Specific Rules for Minors Under 16:
- Cannot work more than 4 hours on a school day.
- Cannot work more than 8 hours in a 24-hour period.
- Cannot work more than 40 hours in a week.
- Work hours are restricted to between 5 a.m. and 9:30 p.m., unless the next day is not a school day.
- Cannot work during school hours unless authorized by school officials.
16-17 Years
Laws in Utah for minors aged 16 and 17:
Minors aged 16-17 can work without limitations on the number of hours, though they are still prohibited from hazardous jobs (such as heavy machinery, roofing, and demolition).
They can work in non-hazardous jobs like retail, food service, and jobs involving vehicles (if properly licensed).
Here are more labor laws to explore:
- Arizona Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Arkansas Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Delaware Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Hawaii Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Indiana Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Michigan Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Montana Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Nevada Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- New York Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Ohio Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Oklahoma Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Vermont Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Wisconsin Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
Other Essential Utah Labor Laws
Health and Safety Standards in Utah
In Utah, labor laws related to health and safety are primarily governed by federal standards under the Occupational Safety and Health Act (OSHA), with the state overseeing additional protections through the Utah Occupational Safety and Health Division (UOSH). These laws ensure that employers maintain safe working environments and that employees can report unsafe conditions without retaliation.
In Utah, employers must…
- Provide a safe work environment free from recognized hazards, including exposure to harmful substances, unsafe machinery, and other potential risks.
- Follow OSHA guidelines and comply with state-specific safety standards enforced by UOSH, such as proper use of personal protective equipment (PPE) and ensuring employees are trained in hazard communication.
- Report serious workplace injuries and fatalities to UOSH within eight hours, including hospitalizations, amputations, or any work-related deaths.
- Keep records of workplace injuries and illnesses for inspections and review by UOSH.
In Utah, employees should…
- Use all provided safety equipment and follow protocols as instructed by their employer to prevent accidents or injuries.
- Report unsafe working conditions to their employer or to UOSH if they feel their safety is being compromised.
- Know their rights: Employees can refuse unsafe work without fear of retaliation and are entitled to file complaints with UOSH or OSHA if they believe there are violations.
Report health and safety violations (unsafe working conditions) in Utah to…
Employees:
- File a complaint with UOSH via the Utah Labor Commission or OSHA.
- Submit an anonymous tip about unsafe working conditions to the Utah Labor Commission’s UOSH Division by calling their hotline at (801) 530-6901.
Employers:
- Learn more about compliance requirements from UOSH via their official page here.
- Refer to OSHA resources for training and compliance support via OSHA’s Employer Resources.
Hiring and/or Firing Employees in Utah
Utah is an at-will employment state, meaning employers can terminate employees for any reason (or no reason at all), as long as the reason is not illegal (e.g., discrimination). Similarly, employees can leave their job at any time without providing a reason.
Utah is a right-to-work state, meaning employees cannot be compelled to join a union or pay union dues as a condition of employment. This law allows individuals the freedom to choose whether to participate in union activities.
- Background Checks: Utah allows employers to conduct pre-employment background checks, but they must comply with the Fair Credit Reporting Act (FCRA), which requires employee consent for third-party checks and provides workers with rights regarding the accuracy of the report.
- Drug Testing: Employers are permitted to conduct drug testing, both pre-employment and randomly during employment, as long as they follow reasonable policies and notify the employee in advance.
Utah follows federal laws enforced by the Equal Employment Opportunity Commission (EEOC). These laws protect employees from discrimination based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, and genetic information.
Anti-Discrimination Laws in Utah
Employers in Utah are prohibited from discriminating against job applicants or employees based on both federal and state law. These laws aim to provide equal employment opportunities and protect individuals from unfair treatment in the workplace.
Employers in Utah may not discriminate against job applicants or employees based on:
- Race or color.
- Religion or creed.
- Sex, including pregnancy, sexual orientation, and gender identity.
- National origin or ancestry.
- Age, specifically for individuals aged 40 and older.
- Disability, including mental and physical impairments.
- Genetic information, which includes any information about an individual’s genetic tests or family medical history.
Utah Antidiscrimination Act: This state law specifically prohibits discrimination in employment practices, including hiring, promotions, and terminations, and adds further protections for sexual orientation and gender identity beyond federal laws like Title VII of the Civil Rights Act.
Employee Resignation or Termination in Utah
In Utah, employment is generally at-will, meaning that either the employer or employee can terminate the employment relationship at any time, for any reason, or for no reason at all, unless there is an employment contract that specifies otherwise.
Employers are, however, prohibited from terminating employees for reasons that violate federal or state anti-discrimination laws or in retaliation for lawful activities, such as whistleblowing. Employees who resign are encouraged to provide notice, but there is no legal requirement to do so.
Unemployment Benefits in Utah
Workers in Utah are eligible for unemployment benefits if they:
- Are unemployed through no fault of their own (e.g., layoffs or reduction in workforce).
- Have earned sufficient wages during the base period (usually the first four of the last five completed calendar quarters).
- Are actively seeking work and available to accept employment.
Individuals terminated for misconduct or who voluntarily quit without good cause may not qualify for benefits. Utah’s unemployment program is administered by the Utah Department of Workforce Services (DWS).
Use this website to start your application for unemployment benefits in Utah:
Utah Department of Workforce Services – Unemployment Benefits
COBRA Benefits in Utah
Separated employees in Utah may extend their employer-provided health care coverage through the Consolidated Omnibus Budget Reconciliation Act (COBRA). COBRA allows employees and their families to maintain health insurance coverage after a job loss or another qualifying event. Here are the key details:
- Eligibility: COBRA applies to employees who worked for employers with 20 or more employees. Employees who lose their jobs (except in cases of gross misconduct), experience a reduction in hours, or face other qualifying events (such as divorce or the death of the employee) may be eligible to continue their coverage.
- Duration of Coverage: Qualified beneficiaries can extend their health coverage for up to 18 months, and in some cases (such as disability or a second qualifying event), coverage may be extended up to 36 months.
- Cost: Under COBRA, the former employee must pay the full premium for the coverage, including the portion previously paid by the employer, plus a 2% administrative fee.
Final Paychecks in Utah
In Utah, labor laws ensure that separated employees receive their final paychecks within a specific time frame, depending on whether they were terminated or resigned voluntarily. The state has strict requirements to protect employees and ensure timely payment.
Separated employees in Utah must receive their final paychecks:
- Involuntary Termination (Fired or Laid Off): If an employee is terminated, the employer is required to pay all wages due within 24 hours of the termination.
- Voluntary Resignation: If the employee resigns, the employer must issue the final paycheck by the next regular payday or within 10 days, whichever is sooner.
- Accrued Benefits: The final paycheck must include any accrued, unused vacation or other paid time off if the company policy or contract requires it.
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Utah Recordkeeping Requirements
Employers in Utah must adhere to various federal and state regulations concerning the retention of employment records. These recordkeeping obligations span pre-employment, employment, and post-employment stages and are designed to ensure compliance with laws related to wages, safety, discrimination, and more.
1 Year
Employers must retain these documents for at least one year:
Pre-employment records: Applications, resumes, and background reports for applicants who are not hired must be retained for one year to comply with employment discrimination statutes.
3 Years
Employers must retain these records for at least three years:
- Wage and Hour Records: Time cards, payroll records, and wage-related documentation.
- Employment Records: These include personnel files, training documentation, leave records, and benefit information, which should be maintained for the duration of the employee’s tenure plus three years to comply with federal and state laws.
5 Years
Employers must retain these records for at least five years:
OSHA Injury and Illness Records: OSHA requires employers to maintain injury and illness reports (OSHA 300 Logs) after the calendar year in which they were created. These records document workplace injuries and illnesses to ensure compliance with occupational safety standards.
6 Years
Employers must retain these records for at least six years:
Post-Employment Records: Documents related to separation, COBRA notices, and benefits eligibility must be kept, especially those regarding post-employment benefits and compliance with ERISA.
30 Years
Employers must retain these records for at least 30 years:
Employee Exposure Records and Material Safety Data Sheets: OSHA mandates that any records related to toxic substance exposure or hazardous materials, such as material safety data sheets (MSDS), must be maintained for 30 years. This ensures that employees exposed to hazardous conditions can access these records if needed.
Penalties for Labor Law Noncompliance in Utah
Up to $500Wage and Hour Violations
For failure to pay employees the minimum wage, employers may face fines of up to $500 per violation, in addition to being required to compensate employees for any unpaid wages.
Up to $1,000Overtime Violations
Employers who fail to pay the required overtime rate of time and a half for hours worked over 40 in a week are in violation of the Fair Labor Standards Act (FLSA).
Violations can lead to fines of up to $1,000 per infraction, along with compensation for unpaid overtime.
Up to $70,000OSHA Violations
Utah employers must comply with safety standards enforced by the Utah Occupational Safety and Health Division (UOSH).
- Serious Violations: Fines for serious violations can be up to $7,000 per infraction.
- Willful or Repeated Violations: These violations carry penalties up to $70,000 per occurrence.
Up to $11,000Child Labor Violations
Employers who fail to comply with Utah Child Labor Laws, such as employing minors in hazardous occupations or permitting work beyond legally allowed hours, face significant penalties. Fines can be as high as $11,000 per violation.
In Utah, labor law violations are investigated and addressed by…
- Utah Labor Commission: The Utah Labor Commission is the primary state agency responsible for enforcing labor laws, including wage disputes, workplace safety, and discrimination complaints.
- Utah Antidiscrimination and Labor Division (UALD): The UALD investigates complaints related to employment discrimination, wage claims, and labor standards and handles issues involving Utah’s Antidiscrimination Act and other labor laws.
- Utah Occupational Safety and Health Division (UOSH): UOSH addresses workplace safety and health concerns, conducting inspections and issuing penalties for non-compliance with safety regulations.
- U.S. Department of Labor (DOL): The federal DOL plays a role in enforcing federal labor laws, including minimum wage, overtime pay, and family and medical leave through agencies like the Wage and Hour Division (WHD).
- Equal Employment Opportunity Commission (EEOC): The EEOC investigates workplace discrimination claims based on race, sex, age, disability, and other protected characteristics under federal law.
Further Details on Other Utah Labor Laws
Workplace Harassment
Utah protects employees from harassment in the workplace under both state and federal law. Harassment can be based on a variety of factors such as race, gender, religion, or disability, and it includes both verbal and physical actions that create a hostile work environment.
- Employers are required to maintain harassment-free workplaces and take immediate action if harassment is reported.
- Employees are encouraged to report incidents of harassment to their employers or to the Utah Antidiscrimination and Labor Division (UALD).
- Employers may be subject to penalties if they fail to address or prevent workplace harassment.
Whistleblower Protections
Utah law provides protections for employees who report illegal or unsafe activities at their workplace. These whistleblower protections are designed to encourage employees to speak up without fear of retaliation.
- Employees are protected from termination, demotion, or other adverse actions for reporting violations of state or federal laws.
- Retaliation against whistleblowers can result in legal penalties for employers, including fines and reinstatement of the employee.
- Reports can be made to the Utah Labor Commission or UOSH, depending on the nature of the violation.
The minimum wage in Utah is currently $7.25 per hour, aligning with the federal minimum wage under the Fair Labor Standards Act (FLSA). This rate applies to most employees, but there are specific exceptions for tipped employees, youth workers, and certain apprentices. For tipped employees, the minimum wage is $2.13 per hour, as long as their tips bring their total earnings to at least $7.25 per hour.
Utah follows the federal overtime rules established by the Fair Labor Standards Act (FLSA). Employees are entitled to overtime pay if they work more than 40 hours in a week. The overtime rate must be 1.5 times the employee’s regular pay rate. Certain employees are exempt from overtime, such as those in executive, administrative, and professional roles. Utah does not require daily overtime pay, meaning hours worked over 8 in a single day do not automatically trigger overtime unless the total exceeds 40 hours for the week.
Utah’s child labor laws regulate the type of work and hours that minors can perform. Children under 14 years old are mostly restricted from working, with exceptions like newspaper delivery or babysitting. For minors aged 14-15, they may work in non-hazardous jobs, but there are strict limits on working hours during school sessions. They can work up to 3 hours on school days and 8 hours on non-school days. Those aged 16-17 face fewer restrictions but are still prohibited from working in hazardous occupations. Employers must comply with both state and federal laws, such as the Fair Labor Standards Act (FLSA).
Utah is a right-to-work state, meaning employees cannot be forced to join a union or pay union dues as a condition of employment. Workers have the freedom to choose whether to participate in union activities. This law ensures that union membership is voluntary, but employees still benefit from union representation even if they choose not to join. The National Labor Relations Act (NLRA) protects workers’ rights to organize, form unions, and engage in collective bargaining. However, right-to-work laws protect individual freedom regarding union participation.
Utah workers are protected from discrimination under both state and federal laws, including the Utah Antidiscrimination Act and the Civil Rights Act. Employers cannot discriminate against employees or job applicants based on characteristics like race, color, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, age (40+), disability, or genetic information. The Utah Antidiscrimination and Labor Division (UALD) enforces these protections, and employees can file complaints if they experience workplace discrimination. The Equal Employment Opportunity Commission (EEOC) also provides avenues for filing discrimination claims under federal law.
