Labor & Employment (Labor Standards)

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 131 amends Utah’s labor code to clarify employer definitions and wage payment disclosure requirements. It requires employers to notify employees at hiring about paydays and wage rates, with posting as an acceptable alternative, and mandates advance notice for any changes to these details. The bill directly affects all Utah employers, including unincorporated businesses and franchise operations, by specifying when such entities are considered employers and how wage notices must be provided. Key provisions include defining "active manager" for ownership disputes and updating notice rules under Section 34-28-4, while maintaining existing misdemeanor penalties for violations under Section 34-28-12. This is a technical clarification with no new funding or substantive policy changes.

SB 179 establishes Utah's minimum wage at $20 per hour for all private and public employees, effective May 6, 2026. It requires employers with 15 or more staff to disclose minimum and maximum wages, plus any benefits (like bonuses or stock), in all job listings. The Labor Commission must adjust this minimum wage annually for inflation and cannot set it below $20 per hour. The bill also updates wage-related definitions and prevents cities or counties from imposing higher minimum wages than the state.

HB 203 amends Utah's non-compete agreement laws to provide stronger protections for workers. It prohibits employers from enforcing non-compete agreements against nonexempt employees (those not earning at least $913/week), students in internships, workers under 18, and employees earning under $155,000 annually. The bill requires employers to provide written non-compete notices at least 14 days before an employee starts work or the agreement takes effect, and makes agreements void if these requirements aren't met. It also bans enforcement against independent contractors and grants workers the right to sue if employers attempt to enforce unlawful agreements.