Public Employee Gender-specific Language Requirements

HB 95 prohibits public employers (including schools and state agencies) from disciplining employees who use gender-specific language (like names or pronouns) related to a student's birth name or biological sex, or that aligns with parental preference, without knowledge of a student's preference. It also requires employers with policies mandating gender-specific language to exempt employees from discipline if using such language conflicts with their religious or moral beliefs in a reasonable, non-disruptive way. The bill amends Utah education law and adds new provisions to protect employees from disciplinary action in these specific circumstances. It does not require employees to use any specific language, only ensures they cannot be punished for using language consistent with the outlined conditions. The law takes effect July 1, 2026.