Labor & Employment

signed · Utah · House Mar 23, 2026

HB 130: Employment Medical Examination Expense Amendments

HB 130 prohibits employers in Utah from requiring employees or job applicants to pay for medical examinations (including drug tests) as a condition of hiring or employment. It directly affects workers and prospective employees who might otherwise be charged fees for required health screenings. The bill mandates that employers cover all costs of these exams, bans reimbursement schemes where employees pay upfront and get refunded later, and establishes enforcement through the Labor Division, allowing workers to file claims within one year for violations. If an employer violates the law, they must reimburse affected individuals and may face daily penalties of up to 5% of the fees paid, with penalties retained 50% for enforcement costs and 50% returned to the worker.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employers from charging workers for medical exams, requiring employers to cover costs directly protects employee financial rights and reduces employment barriers.95% confidence | Rep's Stance Voted other

signed · Utah · Senate Mar 23, 2026

SB 166: Line-of-Duty Death Benefit Amendments

This bill allows Utah's Local Public Safety and Firefighter Surviving Spouse Trust Fund to reimburse employers for health coverage costs they paid between May 1, 2024, and May 7, 2025, for surviving spouses and dependent children of public safety or firefighter employees who died on duty. It specifically covers premiums and health savings account contributions already paid by employers during that period. The reimbursement uses existing money in the trust fund, requiring no new state funding. This change applies retroactively to costs incurred before the bill's effective date of May 6, 2026.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill reimburses employers for health coverage costs for surviving spouses/children of line-of-duty-deceased public safety workers, directly expanding benefits under Labor & Employment through Public Employees Health Program.92% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Utah · House Mar 19, 2026

HB 396: Public Project Subcontractor Amendments

HB 396 modifies disclosure rules for subcontractors working on Utah public construction projects. It requires subcontractors to sign a statement confirming they have no employees (to qualify for a "zero estimated exposure" workers' compensation policy) and to report employee details to the state division. The bill also mandates general contractors and property owners to keep records for audits, shifts interest rates and penalties for unemployment insurance to be set by rule, and expands "unprofessional conduct" to include failing to meet these new requirements. These changes directly affect subcontractors, contractors, and property owners involved in public construction projects.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill mandates subcontractors to report employee details and verify no employees to qualify for workers' comp, strengthening compliance and ensuring coverage for workers on public projects.90% confidence | Rep's Stance Voted other

signed · Utah · House Mar 19, 2026

HB 44: School Security Personnel Standards

HB 44 updates Utah school safety standards for security personnel. It allows county security chiefs to approve private companies to train school safety staff, requires school districts to provide panic alert devices for certain personnel, and expands the definition of "armed school security guard" to include special function officers. The bill also clarifies rules for school guardians carrying firearms on duty, establishes protocols for using deadly force, and mandates annual/biannual training on firearm safety, de-escalation, and emergency response. These changes directly affect school security personnel, county security chiefs, and local school districts across Utah.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill mandates panic alert devices and annual training for school security personnel, directly improving workplace safety standards for this worker group.90% confidence | Rep's Stance Voted other

signed · Utah · House Mar 18, 2026

HB 380: Hospital Workplace Violence Reporting Requirements

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.

Topics ✓ HealthcareSupports HealthcareRequires hospitals to track/report workplace violence against staff, enhancing safety for healthcare workers (a core healthcare workforce protection measure).90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates hospitals to track workplace violence, prohibit retaliation against reporters, and improve safety reporting - directly advancing worker safety protections in Labor & Employment.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Utah · Senate Mar 17, 2026

SB 111: Veterinary Post-employment Amendments

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits non-compete agreements for veterinarians, protecting their right to change employers without legal restrictions, directly advancing worker mobility and rights.90% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Utah · Senate Mar 17, 2026

SB 89: Health Care Services Platforms

SB 89 creates a registration system for health care services platforms in Utah, which are digital tools connecting independent health care workers (like nurses or technicians) with facilities. It directly affects these platforms, requiring them to register with the state by January 2026, verify workers’ licenses and background checks, and maintain insurance. The bill prohibits platforms from forcing non-compete agreements, charging workers fees for job placements, or restricting workers from using other platforms or accepting direct employment. Physicians, advanced practice nurses, and physician assistants are explicitly excluded from these requirements, as they are already regulated under separate licensing laws. The registration fee is capped at $500 annually, with no state funds appropriated for implementation.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits non-compete agreements and placement fees for health care workers, directly protecting their employment rights and earnings under platform arrangements.85% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Utah · House Mar 17, 2026

HB 73: Public Employee Retaliatory Action Amendments

HB 73 amends Utah's Public Employee Retaliatory Action law to specifically prohibit state employers from making complaints to professional licensing boards against employees who report wrongdoing. This directly protects public employees (including whistleblowers) from retaliation that could threaten their professional licenses. The key change adds "making a complaint to a licensing body" to the list of prohibited retaliatory actions, alongside dismissal or pay cuts. The law now explicitly covers situations where an employer tries to use licensing authorities to punish an employee for reporting issues.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProtects public employees from retaliation for reporting wrongdoing by prohibiting state employers from making complaints to licensing boards, strengthening whistleblower protections.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

failed · Utah · Senate Mar 7, 2026

SB 248: Child Care Expansion Act

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates workers' compensation insurance for providers and reserves 50% employer child care capacity for employees' children, directly supporting workforce stability and access to care.92% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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failed · Utah · House Mar 7, 2026

HB 245: Construction Wage Standard Act

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates minimum wage compliance for public construction workers, directly protecting wage standards and workers' rights per Labor Commission standards.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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