{"id":138689,"date":"2024-07-31T19:21:28","date_gmt":"2024-07-31T17:21:28","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=138689"},"modified":"2024-12-20T17:25:44","modified_gmt":"2024-12-20T15:25:44","slug":"utah-minimum-wage-employers-guide","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/utah-minimum-wage-employers-guide\/","title":{"rendered":"Utah Minimum Wage: Employer\u2019s Guide"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Utah has maintained the <\/span><b>federal minimum wage<\/b><span style=\"font-weight: 400;\"> since the <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\"> was established in 1938. The state has never set a separate, higher minimum wage rate. Despite this fact, there are still a number of <\/span><b>important considerations for employers operating within the state<\/b><span style=\"font-weight: 400;\">. Understanding the nuances of the <\/span><b>Utah minimum wage<\/b><span style=\"font-weight: 400;\">, including provisions for <\/span><b>tipped employees and young workers<\/b><span style=\"font-weight: 400;\">, is crucial to ensure <\/span><b>fair labor practices<\/b><span style=\"font-weight: 400;\"> and <\/span><b>compliance <\/b><span style=\"font-weight: 400;\">with both federal and state laws.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With this in mind, read on to find out <\/span><b>everything you need to know<\/b><span style=\"font-weight: 400;\"> about the <\/span><b>Utah minimum wage<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#How\">How Minimum Wage Works in the U.S.<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Timeline\">Federal Minimum Wage: Timeline<\/a>\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Utah\">What Is the Utah Minimum Wage?<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Exempt\">Are Any Employees Exempt from the Utah Minimum Wage?<\/a>\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Laws\">What Other Utah Wage Laws Are There?<\/a>\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Best\">Best Practices for Employer Wage Law Compliance<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/payroll\"><span style=\"font-weight: 400;\">What can you do with Factorial&#8217;s payroll software?<\/span><\/a><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\"><img decoding=\"async\" class=\"aligncenter wp-image-130408\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"795\" height=\"273\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 795px) 100vw, 795px\" \/><\/a><\/p>\n<h2><b><a name=\"How\"><\/a>How Minimum Wage Works in the U.S.<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The United States operates a <\/span><b>tiered minimum wage system<\/b><span style=\"font-weight: 400;\">, with varying rates set at the <\/span><b>federal, state, and municipal levels<\/b><span style=\"font-weight: 400;\">. This creates a complex system for determining the minimum wage for workers across the United States.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Federal minimum wage<\/b><span style=\"font-weight: 400;\">. The federal minimum wage, established by the <\/span><span style=\"font-weight: 400;\">Fair Labor Standards Act<\/span><span style=\"font-weight: 400;\"> (<\/span><span style=\"font-weight: 400;\">FLSA<\/span><span style=\"font-weight: 400;\">), serves as the baseline wage for non-exempt employees nationwide. The current federal minimum wage stands at $7.25 per hour.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>State minimum wage<\/b><span style=\"font-weight: 400;\">. Many states have enacted their own minimum wage laws. These state minimum wages often exceed the federal rate, aiming to align with the local cost of living and labor market conditions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Municipal minimum wage<\/b><span style=\"font-weight: 400;\">. A growing number of cities and counties have also implemented their own minimum wage limits, often higher than both state and federal minimum wage rates. These municipal-level minimum wages reflect the unique economic circumstances of specific localities.\u00a0<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Timeline\"><\/a>Federal Minimum Wage: Timeline <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Before we explore the Utah minimum wage, let\u2019s take a look at a <\/span><b>timeline of the federal minimum wage<\/b><span style=\"font-weight: 400;\"> to help us understand its evolution and<\/span><b> impact on the state\u2019s wage laws<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>Key Milestones in the History of the Federal Minimum Wage<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1938<\/b><span style=\"font-weight: 400;\">. The FLSA establishes the first federal minimum wage of $0.25 per hour. This provides workers with a baseline income and lays the groundwork for future labor standards.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1950<\/b><span style=\"font-weight: 400;\">. The federal minimum wage increases to $0.75 per hour, expanding coverage to air transport industry workers. This increase is a reflection of post-war economic growth and an improvement in living standards.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1966<\/b><span style=\"font-weight: 400;\">. The federal minimum wage increases to $1.40 per hour. This increase ensures wages keep up with productivity and the cost of living, reducing poverty significantly. Coverage is extended to public schools, nursing homes, laundries, and the construction industry<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1981<\/b><span style=\"font-weight: 400;\">. The federal minimum increases to $3.35 per hour and remains unchanged for almost a decade. This wage stagnation leads to an increase in income inequality.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1989<\/b><span style=\"font-weight: 400;\">. Changes to the law require businesses that make $500,000 or more per year to follow minimum wage rules, and the federal minimum wage is increased to $3.80 per hour\u200b.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1997<\/b><span style=\"font-weight: 400;\">. The federal minimum wage increases to $5.15 per hour during the Clinton administration. This raise is part of a series of increases aimed at boosting the income of low-wage workers. However, even though it provides a significant boost in nominal wages, it still lags behind inflation and cost of living increases.\u200b\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>2007-2009<\/b><span style=\"font-weight: 400;\">. The federal minimum wage increases in three stages up to $7.25 per hour, where it has remained until now despite rising living costs. This is the longest period in U.S. history without an increase. As of 2025, there are currently no plans to increase the federal minimum wage.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Utah\"><\/a>What Is the Utah Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Utah minimum wage<\/b><span style=\"font-weight: 400;\"> is currently <\/span><b>$7.25 per hour<\/b><span style=\"font-weight: 400;\">, in line with the <\/span><b>federal minimum wage<\/b><span style=\"font-weight: 400;\">. Twenty states use the federal minimum wage of $7.25 including <\/span><a href=\"https:\/\/factorialhr.com\/blog\/alabama-minimum-wage\/\"><span style=\"font-weight: 400;\">Alabama<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/georgia-minimum-wage\/\"><span style=\"font-weight: 400;\">Georgia<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/indiana-minimum-wage\/\"><span style=\"font-weight: 400;\">Indiana<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/kentucky-state-labor-laws\/\"><span style=\"font-weight: 400;\">Kentucky<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/louisiana-minimum-wage\/\"><span style=\"font-weight: 400;\">Louisiana<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/minimum-wage-in-north-carolina\/\"><span style=\"font-weight: 400;\">North Carolina<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pennsylvania-minimum-wage\/\"><span style=\"font-weight: 400;\">Pennsylvania<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/tennessee-minimum-wage\/\"><span style=\"font-weight: 400;\">Tennessee<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/labor-laws-in-the-state-of-texas\/\"><span style=\"font-weight: 400;\">Texas<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/wisconsin-minimum-wage\/\"><span style=\"font-weight: 400;\">Wisconsin<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/oklahoma-minimum-wage\/\"><span style=\"font-weight: 400;\">Oklahoma<\/span><\/a><span style=\"font-weight: 400;\">, and Utah. 30 states have state minimum wages that are<\/span><b> above the federal minimum wage<\/b><span style=\"font-weight: 400;\">, such as <\/span><a href=\"https:\/\/factorialhr.com\/blog\/california-minimum-wage\/\"><span style=\"font-weight: 400;\">California<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-minimum-wage\/\"><span style=\"font-weight: 400;\">Florida<\/span><\/a><span style=\"font-weight: 400;\">, and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/massachusetts-minimum-wage\/\"><span style=\"font-weight: 400;\">Massachusetts<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Utah minimum wage applies to most workers in the state unless they are <\/span><b>exempt under specific federal or state laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, Utah employers must offer non-exempt employees the following <\/span><b>minimum hourly wage<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>$7.25 per hour<\/b><span style=\"font-weight: 400;\">. This is the federal minimum wage, and it applies to most workers in Utah. This rate has been in effect since July 24, 2009.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>$2.13 per hour<\/b><span style=\"font-weight: 400;\">. This rate typically applies to workers who earn tips, such as servers. Under federal law, employers can pay tipped employees a lower cash wage as long as the sum of the cash wage and tips received is at least equal to the federal minimum wage of $7.25 per hour. If the combined amount of the tips and the $2.13 cash wage does not equal at least $7.25 per hour, the employer must make up the difference.<\/span><\/li>\n<\/ul>\n<h3><b>Will the Utah Minimum Wage Increase?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Since the Utah minimum wage<\/span><b> has not been raised any higher than the federal rate <\/b><span style=\"font-weight: 400;\">of $7.25 per hour, in effect since 2009, <\/span><b>low-wage workers<\/b><span style=\"font-weight: 400;\"> have struggled to keep up with the <\/span><b>rising cost of living<\/b><span style=\"font-weight: 400;\">. As a result, there have been numerous calls to <\/span><b>increase the Utah minimum wage<\/b><span style=\"font-weight: 400;\"> and better support low-wage workers.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The most notable push has come from <\/span><b>advocacy groups<\/b><span style=\"font-weight: 400;\"> like the <\/span><b>Utahns Against Hunger<\/b><span style=\"font-weight: 400;\">, who have been vocal proponents; <\/span><b>state legislators<\/b><span style=\"font-weight: 400;\"> who have introduced proposals to gradually <\/span><a href=\"https:\/\/www.epi.org\/publication\/minimum-wage-to-15-by-2025-by-congressional-district\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">increase the minimum wage to $15<\/span><\/a><span style=\"font-weight: 400;\"> over the coming years; and <\/span><b>labor unions<\/b><span style=\"font-weight: 400;\">, who have been at the forefront of the movement. <\/span><b>Polls and surveys<\/b><span style=\"font-weight: 400;\"> also demonstrate that a significant portion of the state&#8217;s residents <\/span><b>support increasing the Utah minimum wage<\/b><span style=\"font-weight: 400;\">. This public support puts pressure on lawmakers to consider <\/span><b>changes that would benefit low-wage workers<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Exempt\"><\/a>Are Any Employees Exempt from the Utah Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Since Utah does not have a state-specific minimum wage and <\/span><b>follows the federal minimum wage of $7.25 per hour<\/b><span style=\"font-weight: 400;\">, the <\/span><b>exemptions <\/b><span style=\"font-weight: 400;\">to the Utah minimum wage are essentially the same as <\/span><b>those outlined under federal law<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s an <\/span><b>overview <\/b><span style=\"font-weight: 400;\">of these exemptions:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tipped employees<\/b><span style=\"font-weight: 400;\">. Firstly, you can pay tipped employees a reduced rate of $2.13 per hour if their tips bring their total earnings to at least $7.25 per hour. If they don\u2019t, then you must cover the tip deficit.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Student workers<\/b><span style=\"font-weight: 400;\">. Secondly, you can pay full-time college or high school students 85% of the Utah minimum wage provided those students are enrolled in a work-study program or work 20 hours (or less) per week.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Young workers<\/b><span style=\"font-weight: 400;\">. In addition, you can pay employees under 20 a reduced rate of $4.25 per hour during the first 90 days of employment. After 90 days, you must pay them the full Utah minimum wage.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employees with disabilities<\/b><span style=\"font-weight: 400;\">. Finally, you can pay employees with a disability a lower rate provided you obtain a certificate from the U.S. Department of Labor. This special permission allows employers to pay wages based on the productivity of the worker, which might be less than the Utah minimum wage.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Laws\"><\/a>What Other Utah Wage Laws Are There? <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from the Utah minimum wage, the state has a number of <\/span><b>additional wage laws<\/b><span style=\"font-weight: 400;\"> that employers need to understand as these can have an<\/span><b> impact<\/b><span style=\"font-weight: 400;\"> on an <\/span><b>employee\u2019s wages<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s explore these <\/span><b>additional Utah wage laws<\/b><span style=\"font-weight: 400;\"> in a bit more detail so you can make sure your <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-handbook\/\"><span style=\"font-weight: 400;\">employee handbook<\/span><\/a><span style=\"font-weight: 400;\"> meets all requirements<\/span><\/p>\n<h3><b>Overtime Pay<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Utah follows <\/span><a href=\"https:\/\/factorialhr.com\/blog\/new-overtime-rules-2024\/\"><span style=\"font-weight: 400;\">federal overtime pay laws<\/span><\/a><span style=\"font-weight: 400;\"> under the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/\"><span style=\"font-weight: 400;\">Fair Labor Standards Act<\/span><\/a><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">FLSA<\/span><\/a><span style=\"font-weight: 400;\">). This means that you must offer eligible employees <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> if they work <\/span><b>beyond their contracted hours<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To determine <\/span><b>if an employee is eligible or exempt<\/b><span style=\"font-weight: 400;\">, you first need to determine <\/span><b>what their FLSA status is<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Consider the following<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary level<\/b><span style=\"font-weight: 400;\">. Firstly, are you paying the employee more than $43,888 per year?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary basis<\/b><span style=\"font-weight: 400;\">. Secondly, do you offer them a guaranteed minimum compensation amount, regardless of the hours they work?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Duties<\/b><span style=\"font-weight: 400;\">. Finally, have you contracted them to perform an exempt job duty? (Professional duties that require specialized education; executive duties such as supervising a team; or administrative duties that require the use of discretion and judgment)<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If an employee <\/span><b>meets any of the above criteria<\/b><span style=\"font-weight: 400;\">, then they are considered <\/span><b>exempt from the FLSA <\/b><span style=\"font-weight: 400;\">and you have <\/span><b>no obligation to pay them overtime<\/b><span style=\"font-weight: 400;\">. However, if your employees are <\/span><b>non-exempt<\/b><span style=\"font-weight: 400;\"> (they do not meet any of the above criteria) then you <\/span><b>must follow the FLSA\u2019s overtime rules<\/b><span style=\"font-weight: 400;\">. Essentially this means that you must offer them <\/span><b>overtime pay <\/b><span style=\"font-weight: 400;\">for any hours worked <\/span><b>over 40 in a workweek<\/b><span style=\"font-weight: 400;\"> at a rate not less than <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-and-a-half\/\"><span style=\"font-weight: 400;\">time and a half<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Payment of Wages\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In Utah, employers must adhere to <\/span><b>specific payday requirements<\/b><span style=\"font-weight: 400;\"> to ensure <\/span><b>timely and fair compensation<\/b><span style=\"font-weight: 400;\"> for their employees. Understanding these regulations is crucial for maintaining compliance and fostering a <\/span><b>positive work environment<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are the<\/span><b> key points<\/b><span style=\"font-weight: 400;\"> to be aware of.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employers <\/span><b>must<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Establish <\/span><b>regular paydays<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pay wages at least <\/span><b>twice a month<\/b><span style=\"font-weight: 400;\"> (semimonthly or <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-biweekly-pay\/\"><span style=\"font-weight: 400;\">biweekly<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pay wages <\/span><b>within ten days<\/b><span style=\"font-weight: 400;\"> after the close of the pay period. If a payday falls on a Saturday, Sunday, or legal holiday, you must pay wages earned during the pay period on the day before the Saturday, Sunday or legal holiday.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employers in Utah can pay wages in <\/span><b>cash, check, direct deposit, or payroll card<\/b><span style=\"font-weight: 400;\">, provided that the employee <\/span><b>consents <\/b><span style=\"font-weight: 400;\">to direct deposit or payroll card payments <\/span><b>in writing<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, employers must pay a <\/span><b>discharged employee<\/b><span style=\"font-weight: 400;\"> all wages within <\/span><b>24 hours after termination<\/b><span style=\"font-weight: 400;\">. If work is stopped because of an <\/span><b>industrial dispute<\/b><span style=\"font-weight: 400;\">, wages earned must be paid at the <\/span><b>next regular payday<\/b><span style=\"font-weight: 400;\">. If an employee doesn\u2019t have a <\/span><b>written contract for a definite period<\/b><span style=\"font-weight: 400;\"> or <\/span><b>resigns<\/b><span style=\"font-weight: 400;\">, earned wages must be paid on the <\/span><b>next regular payday<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Wage Deductions<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">According to Utah\u2019s Wage and Hour Laws, you can only <\/span><b>legally make deductions from an employee\u2019s wages<\/b><span style=\"font-weight: 400;\"> under <\/span><b>certain conditions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Accepted reasons include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Mandatory deductions<\/b><span style=\"font-weight: 400;\">. Firstly, as an employer, you must deduct <\/span><a href=\"https:\/\/factorialhr.com\/blog\/comprehensive-guide-to-employer-payroll-taxes\/\"><span style=\"font-weight: 400;\">state and federal taxes<\/span><\/a><span style=\"font-weight: 400;\">. You must also deduct FICA (Social Security and Medicare) contributions. Check out this <\/span><a href=\"https:\/\/factorialhr.com\/blog\/payroll-checklist\/\"><span style=\"font-weight: 400;\">payroll checklist<\/span><\/a><span style=\"font-weight: 400;\"> for more information.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Court-ordered deductions<\/b><span style=\"font-weight: 400;\">. Secondly, you must withhold wages if a court orders you to do so.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Agreed deductions<\/b><span style=\"font-weight: 400;\">. Finally, employers and employees can agree to certain deductions if they have a written and signed agreement. These can include:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Repaying a loan or advance, or recovering a payroll overpayment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Cost of merchandise bought by the employee<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Uniforms<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Insurance premiums<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Contributions to retirement or investment plans<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Costs for breakage, loss of merchandise, inventory shortages, or cash shortages, provided the employee was solely responsible for the loss or damage.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3><b>Child Labor Laws <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Under Utah law, a minor is <\/span><b>any person under the age of 18 years<\/b><span style=\"font-weight: 400;\">. However, certain individuals between 16 and 18 are <\/span><b>exempt <\/b><span style=\"font-weight: 400;\">from Utah\u2019s child labor laws, including <\/span><b>high school graduates, married minors and those working in agriculture<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Generally speaking, however, according to Utah\u2019s child labor laws:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Working hours<\/b><span style=\"font-weight: 400;\">. Firstly, minors under 16 cannot work during school hours unless authorized by school authorities, more than 4 hours on a school day, more than 8 hours on a non-school day, before 5:00 a.m. or after 9:30 p.m., or more than 40 hours in a week.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Occupations<\/b><span style=\"font-weight: 400;\">. Secondly, minors are restricted from working in hazardous occupations unless part of an authorized apprenticeship or rehabilitation program. Nonhazardous jobs are permitted for those 14 and older, and certain light jobs are allowed for those 12 and older.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Breaks and meal periods<\/b><span style=\"font-weight: 400;\">. Finally, all minor employees must receive a meal period of at least 30 minutes no later than five hours after the beginning of their workday. They must also receive a paid rest break of at least 10 minutes for every four hours worked. Minors cannot work more than three consecutive hours without a ten-minute rest period.<\/span><\/li>\n<\/ul>\n<h3><b>Meal and Rest Breaks<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Utah employment laws include <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-federal-employee-break-laws\/\"><span style=\"font-weight: 400;\">federal guidelines for work breaks<\/span><\/a><span style=\"font-weight: 400;\">, ensuring employees have time to <\/span><b>rest and recharge<\/b><span style=\"font-weight: 400;\"> during their shifts.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s what you need to know:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Meal breaks<\/b><span style=\"font-weight: 400;\">. Firstly, although Utah does not require employers to provide meal breaks for adult workers, employees under the age of 16 must receive a 30-minute break for every 5 consecutive hours of work.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Short breaks<\/b><span style=\"font-weight: 400;\">. Secondly, while Utah law also does not mandate short rest breaks (typically 5 to 20 minutes), federal standards encourage employers to offer them. When provided, employers must compensate these short durations as work time.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Health and safety<\/b><span style=\"font-weight: 400;\">. Finally, for certain industries, such as those involving continuous operations or heavy machinery, breaks may be regulated by specific health and safety requirements (including <\/span><a href=\"https:\/\/factorialhr.com\/blog\/working-hours-limit\/\"><span style=\"font-weight: 400;\">working hours limits<\/span><\/a><span style=\"font-weight: 400;\">) to prevent accidents and ensure worker wellbeing.<\/span><\/li>\n<\/ul>\n<h3><b>Reporting and Recordkeeping<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Employers must comply with both <\/span><b>federal and state laws<\/b><span style=\"font-weight: 400;\"> when it comes to <\/span><b>employment reporting and recordkeeping<\/b><span style=\"font-weight: 400;\">. These laws are designed to ensure that <\/span><b>accurate records <\/b><span style=\"font-weight: 400;\">of employee information and employment activities are maintained and filed for <\/span><b>compliance, transparency, and legal purposes<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, Utah employers must <\/span><b>maintain a record of the following information<\/b><span style=\"font-weight: 400;\"> for a period of <\/span><b>at least 3 years<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee personal information<\/b><span style=\"font-weight: 400;\">, including name, address, Social Security number, and birth date (if under 19).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Wage and hour records<\/b><span style=\"font-weight: 400;\">, such as daily and weekly hours worked, wages paid, pay rates, total earnings per pay period, and payment dates.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Payroll records<\/b><span style=\"font-weight: 400;\">, including total additions to or deductions from wages each pay period and written agreements related to wage deductions. Employers must also provide employees with a statement each pay period detailing hours worked, rates of pay, total earnings, and any deductions made.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employment agreements<\/b><span style=\"font-weight: 400;\"> and contracts.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Records of leave<\/b><span style=\"font-weight: 400;\">, including <\/span><a href=\"https:\/\/factorialhr.com\/blog\/paid-sick-leave\/\"><span style=\"font-weight: 400;\">sick leave<\/span><\/a><span style=\"font-weight: 400;\">, vacation, and other time off (<\/span><a href=\"https:\/\/factorialhr.com\/blog\/unlimited-pto\/\"><span style=\"font-weight: 400;\">PTO<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/unpaid-time-off\/\"><span style=\"font-weight: 400;\">unpaid time off<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tax records<\/b><span style=\"font-weight: 400;\">, including federal, state, and local tax withholdings, W-2 and W-4 forms, and tax payments made on behalf of employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>OSHA records<\/b><span style=\"font-weight: 400;\"> of workplace injuries and illnesses.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In addition to the above, employers in Utah must <\/span><b>report the following information to the state<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/jobs.utah.gov\/ui\/employer\/employerhome.aspx\" target=\"_blank\" rel=\"noopener\"><b>The Utah New Hire Registry<\/b><\/a><span style=\"font-weight: 400;\">. Firstly, employers must report all new hires and rehires within 20 days of their hire date. This helps the state enforce child support orders.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/incometax.utah.gov\/\" target=\"_blank\" rel=\"noopener\"><b>The Utah State Tax Commission<\/b><\/a><span style=\"font-weight: 400;\">. Secondly, employers must report wages and other compensation paid to employees and remit the appropriate state income tax withholdings.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/laborcommission.utah.gov\/\" target=\"_blank\" rel=\"noopener\"><b>The Utah Labor Commission<\/b><\/a><span style=\"font-weight: 400;\">. Finally, employers may be required to report certain incidents, such as workplace injuries or illnesses, as part of their compliance with occupational safety and health regulations.<\/span><\/li>\n<\/ul>\n<h3><b>Wage Discrimination and Pay Equity<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, Utah doesn&#8217;t have its own specific <\/span><b>pay equity law<\/b><span style=\"font-weight: 400;\"> that addresses <\/span><b>wage discrimination based on gender or other protected characteristics<\/b><span style=\"font-weight: 400;\">. Instead, the state uses the <\/span><a href=\"https:\/\/laborcommission.utah.gov\/divisions\/utah-antidiscrimination-and-labor-uald\/employment-discrimination\/\" target=\"_blank\" rel=\"noopener\"><b>Utah Antidiscrimination Act<\/b><\/a><span style=\"font-weight: 400;\"> to handle these issues. This law makes it illegal for employers to <\/span><b>pay employees unfairly<\/b><span style=\"font-weight: 400;\"> based on factors like <\/span><b>sex, race, color, age (40 or older), religion, national origin, disability, sexual orientation, or gender identity<\/b><span style=\"font-weight: 400;\">. This aligns with the provisions of the federal <\/span><a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-act\/\"><span style=\"font-weight: 400;\">Equal Pay Act<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.com\/payroll\"><img decoding=\"async\" class=\"aligncenter wp-image-125685 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png\" alt=\"payroll software\" width=\"833\" height=\"286\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-768x263.png 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner.png 900w\" sizes=\"(max-width: 833px) 100vw, 833px\" \/><\/a><\/p>\n<h2><b><a name=\"Best\"><\/a>Best Practices for Employer Wage Law Compliance <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And that\u2019s pretty much <\/span><b>everything you need to know about the Utah minimum wage<\/b><span style=\"font-weight: 400;\"> and the state&#8217;s <\/span><b>additional wage laws<\/b><span style=\"font-weight: 400;\">. All that\u2019s left now is to make sure that<\/span><b> your business meets the legal requirements of these laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With this in mind, we\u2019ve put together a handy list of <\/span><b>essential tips and best practices<\/b><span style=\"font-weight: 400;\"> to help you protect your business from potential <\/span><b>non-compliance fines and penalties<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Monitor working hours<\/b><span style=\"font-weight: 400;\">. Firstly, track and calculate employee working hours and make sure you pay non-exempt employees overtime if they work beyond 40 hours in a week. Factorial\u2019s time tracking feature enables real-time monitoring of working hours, including overtime. This allows you to maintain and generate <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">accurate records and reports<\/span><\/a><span style=\"font-weight: 400;\">, ensuring compliance with overtime and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\"><span style=\"font-weight: 400;\">time-tracking requirements<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Maintain detailed records<\/b><span style=\"font-weight: 400;\">. Secondly, keep comprehensive records of all hours worked, wages paid, and deductions for at least three years. Factorial\u2019s HRIS automates recordkeeping, storing all data in a centralized digital format for easy access and compliance with record retention laws.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Schedule employee breaks properly<\/b><span style=\"font-weight: 400;\">. In addition, make sure you provide regular breaks to your employees to encourage rest and productivity. Factorial\u2019s scheduling software manages and schedules breaks effectively, ensuring compliance with federal break regulations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Implement an effective payroll system<\/b>. Finally, ensure compliance with the Utah minimum wage by implementing an effective, real-time payroll system. <a href=\"https:\/\/factorialhr.com\/payroll\">Factorial\u2019s payroll software<\/a> automatically updates wage rates, ensuring compliance and reducing underpayment risks. What\u2019s more, the feature <b>integrates seamlessly <\/b>with our <b>time-tracking and scheduling software<\/b>, making it easy to <b>monitor employee hours, manage overtime, and schedule required breaks<\/b>. By embracing this comprehensive approach, you can maintain accurate records and comply with all Utah minimum wage requirements, protecting your business from legal issues and ensuring fair treatment of your employees.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Utah has maintained the federal minimum wage since the Fair Labor Standards Act (FLSA) was established in 1938. The state has never set a separate, higher minimum wage rate. Despite this fact, there are still a number of important considerations for employers operating within the state. Understanding the nuances of the Utah minimum wage, including<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/utah-minimum-wage-employers-guide\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":138690,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-138689","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"payroll"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Utah Minimum Wage: Employer\u2019s Guide | Factorial<\/title>\n<meta name=\"description\" content=\"Everything you need to know about the Utah minimum wage: rates, exemptions and best practices to ensure wage law compliance in your business\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Utah Minimum Wage: Employer\u2019s Guide\" \/>\n<meta property=\"og:description\" content=\"Everything you need to know about the Utah minimum wage: rates, exemptions and best practices to ensure wage law compliance in your business\" \/>\n<meta property=\"og:url\" content=\"https:\/\/preproduction.factorialhr.com\/blog\/utah-minimum-wage-employers-guide\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.linkedin.com\/company\/factorialhr\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-07-31T17:21:28+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-12-20T15:25:44+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/07\/31185641\/Utah-minimum-wage.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:site\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"13 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/utah-minimum-wage-employers-guide\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/utah-minimum-wage-employers-guide\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632\"},\"headline\":\"Utah Minimum Wage: Employer\u2019s Guide\",\"datePublished\":\"2024-07-31T17:21:28+00:00\",\"dateModified\":\"2024-12-20T15:25:44+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/utah-minimum-wage-employers-guide\/\"},\"wordCount\":2713,\"publisher\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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