It’s important to stay up to date on all of the employment laws in your state so that you can maintain compliance in your business. We did some of the hard work for you and put some of the most important Utah statutes in one place so you can either learn them for the first time or give yourself a refresher. 

However, remember that our summary is not qualified legal advice, laws are always subject to change, and they can vary from municipality to municipality. 

It’s up to you to make sure you’re compliant with all laws and statutes in your area. Consult with a qualified lawyer and/or your local government agencies if you have questions or concerns. 

Here are a few Utah labor laws every small business owner should know.


First, here are a few helpful links and resources for you to bookmark and refer back to:


  • Sick Days: Employers are not required to provide paid or unpaid sick leave but must comply with their own established policies if they choose to implement one. 
  • Medical Leave: Employers may be required to provide an employee unpaid leave in accordance with the Family and Medical Leave Act or other federal laws.
  • Vacation Leave: Employers are not required to provide paid or unpaid vacation leave but must comply with their own established policies if they choose to implement one.
    • Employers must pay employees for unused vacation time upon separation from employment. 
  • Jury Duty: Employers are not required to pay an employee for time taken to respond to a jury summons, but they are not allowed to punish the employee in any way and may not require them to use any available vacation or sick leave. 
  • Holiday Leave: Private employers are not required to provide paid or unpaid time off for holidays. 
  • Voting Leave: Employers must provide up to 2 hours of paid time off to vote if the employee does not have 3 hours of consecutive off-duty time to vote while the polls are open. 
  • Bereavement Leave: Employers are not required to provide bereavement leave. 

Final Paycheck

  • Employees who are fired or laid off must be paid final wages within 24 hours of the termination. 
  • Employees who quit or who resign due to a labor dispute must be paid final wages by the next regularly scheduled payday. 

Minimum Wage

Tipped Wages

  • The current minimum wage for tipped employees is $2.13.
  • If employees are not making the standard minimum wage through tips, the employer must make up the difference. 
  • Employers are allowed to require employees to participate in a tip pooling or sharing arrangement. 

Child Labor

  • Employers cannot require minors under the age of 16 to: 
    • Work during school hours 
    • Work more than four hours before and after school hours 
    • Work more than 8 hours in a 24-hour period
    • Work before 5 a.m. or after 9:30 p.m. unless the next day is not a school day
    • Work more than 40 hours in a week
  • There are no time restrictions on minors 16 years of age and older. 
  • Employers must provide at least a 30-minute lunch break within the first 5 hours of a minor employee’s workday. 
  • Minors must also be given a 10-minute break for every 4 hours worked and cannot work more than 3 consecutive hours without a 10-minute break. 

Meal and Rest Breaks, Overtime

  • Aside from the previously mentioned required breaks for minors, state law does not require employers to provide breaks for adult employees. 
  • If employers choose to provide breaks, breaks less than 20 minutes must be paid. Meal periods do not need to be paid as long as the employees are free to do as they wish.  
  • Utah does not have a law regarding overtime, so federal law applies. According to the FLSA, employers are required to pay employees an overtime rate of one and a half times their regular rate for all hours worked in a workweek in excess of 40, unless the employee is otherwise exempt. 

Employment Discrimination

  • The Utah Antidiscrimination Act makes it illegal for an employer to discriminate on the basis of race, color, national origin, gender, religion, age (40+), sexual orientation, gender identity, pregnancy, childbirth, pregnancy-related conditions and disability. Utah’s law also prohibits employment discrimination on the basis of pregnancy, childbirth, or pregnancy-related conditions.
  • Click here to read our blog on what acceptable and unacceptable questions to ask during an interview.       


Utah is an employment-at-will state, which means that without a written employee contract, employees can be terminated for any reason at any time, provided that the reason is not discriminatory and that the employer is not retaliating against the employee for a rightful action. 

Shift Scheduling

There are currently no laws regarding shift scheduling in Utah. 

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