Utah has enacted legislation (House Bill 396), which expands employer religious accommodation requirements. House Bill 396 is effective immediately.

Utah has enacted legislation (House Bill 55), which restricts certain nondisclosure and non-disparagement clauses. House Bill 55 is effective immediately and retroactively applies to agreements that are entered into on or after Jan. 1, 2023.

Utah has enacted legislation (House Bill 131), which prohibits most private employers from discriminating on the basis of vaccination or immunity status in employment decisions. House Bill 131 takes effect on May 3, 2023.

Utah has enacted legislation (House Bill 324), which provides an additional way for employers to help maintain a safe working environment. House Bill 324 takes effect on July 1, 2023.

Utah has amended its mobile workforce taxation rules, which create a taxation exemption for certain employees who work a limited time in the state annually. The amendments also modify the employer’s withholding obligations and penalties associated with that obligation.

Utah has enacted legislation (Senate Bill 144) that prohibits employers from accessing or inquiring about an employee’s private genetic information or discriminating on the basis of genetic information or procedures. Senate Bill 144 is effective immediately.

This notice is to inform you about the changes regarding employee’s marital status information. Under  Utah law, an employee is required to use the same marital status for both federal and state income tax withholding elections.

Utah has enacted a new law that provides immunity for certain types of employers that hire employees with a criminal background. The new law will automatically expire on July 1, 2025.

Utah has enacted legislation (House Bill 63) that requires an employer to exempt an employee from a mandatory COVID-19 vaccination if the employee provides certain medical documentation. House Bill 63 is effective immediately.

Utah Governor Cox signed Utah S.B. 2004 which is effective immediately. This law prohibits:

-       Private-sector employers from requiring COVID-19 vaccinations unless a range of individual exemptions are granted when requested by employees. 

-       Employers from retaining a record or copy of an employee’s vaccination proof documents unless the employer can show it must retain such records pursuant to law, or there is an “established business practice or industry standard” of maintaining vaccination records.