Utah Employment Law — full calculator

Frequently Asked Questions

• When must a Utah employer pay a fired employee's final paycheck?

  Under Utah Code §34-28-5, an employer must pay all wages owed to a fired or laid-off employee within 24 hours of the separation. Acceptable methods include hand delivery, mailing a check postmarked within 24 hours, or initiating a direct deposit within 24 hours.

• When is a final paycheck due if an employee quits in Utah?

  When an employee voluntarily resigns in Utah, the employer must pay the final wages by the next regular payday following the employee's last day of work. The 24-hour rule that applies to involuntary terminations does not apply to resignations.

• What is the penalty for a late final paycheck in Utah?

  If an employer fails to pay wages on time and the employee submits a written demand, the employer owes the employee continued wages at the same rate of pay for each day the amount remains unpaid, up to a maximum of 60 days. This penalty is authorized by Utah Code §34-28-5.

• Are non-compete agreements enforceable in Utah?

  Utah non-compete agreements are enforceable for salaried professionals when they do not exceed 1 year in duration, per Utah's Post-Employment Restrictions Act (Utah Code §34-51-201). However, effective May 6, 2026, non-competes are banned for healthcare workers (HB 270) and are unenforceable against non-exempt (hourly) employees, workers under 18, and employees terminated in a reduction-in-force (HB 203).

• How long can a non-compete agreement last in Utah?

  Utah law caps non-compete agreements at 1 year from the employee's last day of employment. Any clause specifying a longer duration is unenforceable and may be reduced by a court to 12 months. The 1-year cap is set by the Utah Post-Employment Restrictions Act (Utah Code §34-51-201).

• Are non-competes for healthcare workers still legal in Utah?

  No. Effective May 6, 2026, Utah House Bill 270 bans post-employment non-compete agreements for healthcare workers. Limited exceptions may apply to protect legitimate business interests such as proprietary clinical protocols, but enforcement of a standard non-compete against a healthcare worker became illegal as of that date.

• Does Utah require meal breaks for adult employees?

  No. Utah law does not mandate meal breaks or rest periods for adult employees (age 18 and older). Utah follows federal FLSA, which is silent on break requirements. If an employer chooses to provide a break, any break of 20 minutes or less must be paid under FLSA rules.

• What break requirements apply to minor employees in Utah?

  Employees under age 18 are entitled to at least one 30-minute unpaid meal break if they work more than 5 hours, and a 10-minute paid rest break for each 3-hour period worked, per Utah Code §34-23-202. These breaks cannot be waived by the employer or the employee.

• Does Utah have a state overtime law?

  Utah does not have a state overtime law for private-sector employees beyond the federal FLSA. Private employees earn overtime at 1.5 times their regular rate for hours worked over 40 in a workweek. There is no daily overtime threshold in Utah (unlike California). State and local government employees are covered by Utah Code §34-30-8, which mirrors FLSA but also permits compensatory time arrangements.

• What is Utah's minimum wage in 2026?

  Utah's minimum wage in 2026 is $7.25 per hour, matching the federal FLSA floor. Utah Code §34-40-103 prohibits the state from setting a minimum wage higher than the federal rate. Tipped employees may be paid a cash wage of $2.13 per hour, provided total earnings (wages plus tips) reach at least $7.25 per hour.