HB 380 requires Utah hospitals to establish systems for tracking and reporting workplace violence incidents involving staff. Hospitals must record details like incident timing, victim job roles, perpetrator type (patient, visitor, or employee), and responses; prohibit retaliation against reporters; and submit quarterly data to medical/nursing leadership by November 2026. They must also maintain records for two years and provide annual reports to the state department. The bill also delays repealing enhanced criminal penalties for violence against health facility employees until 2032.
SB 111 prohibits most non-compete agreements between veterinarians and their employers in Utah after May 6, 2026, making such agreements unenforceable. It allows exceptions if a veterinarian owns at least 5% of the business. The bill also voids clauses requiring disputes over these agreements to be resolved outside Utah and invalidates certain nonsolicitation or nondisclosure clauses for veterinarians. This directly affects veterinarians and businesses employing them by limiting restrictive employment contracts. The law takes effect on May 6, 2026, with no funding impact.
SB 248, the Child Care Expansion Act, requires licensed child care providers to maintain specific insurance coverage (general liability, property, and workers' compensation) at minimum levels set by the Division of Risk Management. It also mandates that employer-sponsored child care facilities reserve 50% of their capacity for the children of the employer's employees, with the remaining space available to the broader community. The bill directly affects licensed child care providers and employer sponsors operating such facilities. It failed in the House during third reading on March 4, 2026, and did not advance further. The bill focuses on regulatory standards for insurance and space allocation, not on expanding access or providing new funding.
HB 245, the Construction Wage Standard Act, requires contractors working on Utah public construction projects (costing $100,000 or more) to pay qualifying employees at least the minimum wage set by the Labor Commission for their occupation and county. The Labor Commission must determine and publish these wage standards annually, based on prevailing wages, and contractors must keep records of wages paid. This applies to workers directly on-site (excluding transport workers or prisoners) for projects like roads, schools, or public buildings funded partly by taxpayer money. Noncompliance carries penalties, but the bill does not appropriate new state funds.
SB 84 creates the Department of Commerce Technology, Education, and Training Fund to support specific technology and training activities within Utah's Department of Commerce. The fund will be financed by existing fees collected by the Division of Corporations (for business filings) and the Division of Professional Licensing (for public licensee lists), with all interest earned also deposited into the fund. This money will directly pay for employee training, technology maintenance for business registrations, public education materials about licensing and filings, and subscription services for business data. The bill does not appropriate new state funds but redirects existing fee revenue toward these defined purposes.
HB 150 updates eligibility for Utah's Salary Supplement for Highly Needed Educators program to explicitly include speech-language pathologists and technicians working in designated high-needs school assignments. It also adjusts funding for teaching supplies, providing $500 per classroom teacher position for pre-K through grade 6 and $250 for grades 7-12. The bill makes technical changes to existing funding distribution rules without appropriating new money, clarifying how school districts calculate payments. These changes take effect July 1, 2026, and directly affect school districts, charter schools, and educators in qualifying roles.
HB 49 requires the salary ranges and pay progression for law enforcement officers in Utah's Division of Natural Resources (DNR) to match those of peace officers in the Department of Public Safety, with similar experience and qualifications. This directly affects DNR law enforcement officers, ensuring their compensation aligns with comparable state law enforcement roles. The bill includes an exception allowing DNR leadership (majors and division directors) to have lower salary ranges than other division directors within the department. It makes technical updates to Utah Code Section 63A-17-110 and takes effect on May 6, 2026, with no new funding required.
