Utah employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Requires employers with 15 or more employees to provide reasonable accommodations for pregnancy and related conditions, and to post a notice of these rights.

Utah Code § 34A-5-106(1)(g) · effective May 2016 · source

To receive liability protection under Utah law, employers must have a written drug and alcohol testing policy distributed to employees and made available to job applicants before testing.

Utah Code § 34-38-7 · effective Apr 1987 · source

Utah employers must display state-specific posters in a conspicuous place, including the Utah Occupational Safety and Health (UOSH) poster, Unemployment Insurance notice, and Workers' Compensation notice.

Utah Code §§ 34A-6-301, 35A-4-406, 34A-2-407 · effective Jan 2015 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Requires employers to pay all unpaid wages to a discharged employee within 24 hours of the time of separation.

Utah Code § 34-28-5(1) · effective May 2019 · source

Requires employers to pay all unpaid wages to an employee who resigns on the next regularly scheduled payday.

Utah Code § 34-28-5(2) · effective May 2019 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Employers with 15 or more employees are prohibited from requesting an applicant's Social Security number, date of birth, or driver's license number on an initial written application, unless specific exceptions apply.

Utah Code § 34-46-201 · effective May 2009 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990

Limits the duration of post-employment restrictive covenants (non-compete agreements) to a maximum of one year from the date of termination.

Utah Code § 34-51-201 · effective May 2016 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Requires employers to provide minor employees with a 30-minute meal break and a 10-minute rest break based on hours worked.

Utah Admin. Code R610-3-4 · effective Sep 2004 · source

Employers with 15 or more employees must retain all employment applications and related records for at least two years from the date of receipt.

Utah Code § 34-46-202 · effective May 2009 · source