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.
SB 106 preserves current educator salary adjustments by removing a legal dependency on the Utah Fits All Scholarship Program's status. It ensures educators (including teachers, counselors, librarians, and specialists) receive a fixed $10,350 salary adjustment for fiscal year 2026, regardless of litigation affecting the scholarship program. The bill makes this change to prevent potential pay reductions if the scholarship program faces legal challenges. No new funding is appropriated, and the amendment applies to all school districts, charter schools, and Utah Schools for the Deaf and the Blind.
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.
HB 190 expands Utah's tax credit for employers providing child care by increasing the credit rate for small businesses to 30% (from 10%) of eligible child care costs and allowing credits for off-site child care facilities employers don't own. It removes a previous requirement that employers must have claimed a construction-related credit to qualify for the child care credit. The bill directly affects Utah employers who provide child care for employees, particularly small businesses meeting IRS Section 45F criteria. The changes apply retroactively and make no new state funding appropriations.
SB 75 defines eligibility for annual educator salary adjustments by requiring a license from the Division of Professional Licensing and a position as a social worker or registered nurse in an educational setting. The bill mandates that the Legislature annually appropriate funds for these adjustments, though actual funding remains subject to budget constraints. It directly affects licensed social workers and registered nurses employed in educational roles by establishing their eligibility for potential salary increases. The bill does not guarantee specific raises but creates a framework for future budget allocations to address retention and recruitment. (Note: This bill is procedural in nature, defining eligibility criteria rather than implementing new policy.)
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.
HB 244 protects employees and job applicants who voluntarily cooperate with law enforcement. It prohibits employers from asking employees not to cooperate, penalizing them for cooperating, or refusing to hire them based on this choice. Employees who face retaliation can sue for damages or court orders under the new law. The bill takes effect on May 6, 2026, and applies to all employers in Utah.
HB 270 voids non-compete agreements between employers and licensed healthcare workers in Utah, effective May 6, 2026. It specifically targets agreements that restrict healthcare workers - such as nurses, doctors, therapists, and counselors - from practicing in certain areas or for specific time periods after leaving a job. The bill also makes void certain nonsolicitation agreements between employers and healthcare workers under defined circumstances. This applies to all 35+ licensed healthcare professions listed in the bill, including advanced practice nurses, psychologists, and physical therapists, without creating new financial obligations.
SB 151 modifies how Utah allocates insurance premium tax revenue to fund public safety. It directs $5 million in FY 2027 toward firefighter retirement programs and creates a new Motor Vehicle Safety Impact Account to fund hiring new Highway Patrol troopers through annual transfers from insurance tax revenue. The bill clarifies funding priorities for firefighter retirement, requires the state to notify lawmakers if excess revenue is collected, and repeals outdated provisions. These changes directly affect firefighters' retirement benefits and Highway Patrol staffing levels.
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.
