Utah 2026 Legislative Update

This blog post is to inform you that Utah has completed its 2026 legislative session. The following enacted bills will most likely not affect posting requirements.

UT H 130 Employment Medical Examination Expense Amendments

Effective May 6, 2026, prospective employers are prohibited from charging individuals for medical examinations. Employers may not require an exam unless they cover all costs charged by the healthcare provider directly; reimbursement models, where the individual pays upfront, are strictly prohibited. Furthermore, employers may not require current employees to undergo mandatory exams outside of their scheduled shifts without compensation, nor can they require employees to use personal leave for such exams. Violators are subject to daily penalties of 5% of the examination costs for up to 20 days, as assessed by the Labor Commission.

UT H 270 Healthcare Worker Post Employment Amendments

The law bans the use of noncompete agreements for healthcare workers. Additionally, any nonsolicitation agreement is considered void if it restricts a healthcare worker from informing patients of their current or future place of employment. Healthcare professionals maintain the right to ensure continuity of care by transparently sharing their practice location with patients. The law goes into effect May 6, 2026.

UT S 111 Veterinary Post Employment Amendments

Effective May 6, 2026, non-compete agreements for veterinarians are deemed void and unenforceable unless the veterinarian holds at least a 5% ownership interest in the business. Furthermore, the law prohibits the formation of nondisclosure or nonsolicitation agreements with veterinarians after this date. Any contractual provision requiring dispute resolution for a veterinary non-compete to take place outside of Utah is void as a matter of public policy.

UT H 329 State Employee Maternity and Leave Amendments

Starting July 1, 2026, Utah state employers and local education agencies (LEAs) are required to provide paid leave for new parents and guardians. State employees qualify for up to six weeks of postpartum and adoption leave, four weeks of foster leave, and three weeks of general parental leave. LEAs are required to adopt similar policies, offering three weeks for most parental leave types and four weeks for foster care. The Department of Human Resource Management is responsible for developing the administrative rules for these new leave types.

UT S 229 State Employee Benefits Amendments

Starting May 6, 2026, Utah will implement a new Paid Time Off (PTO) program designed to replace separate sick and annual leave for state employees. The law incentivizes the switch by offering a superior 401(k) match—featuring a higher match rate and increased employer contribution limits—to those in the PTO program. Additionally, all agencies are required to launch a centralized leave-sharing system where employees can voluntarily donate time to a collective bank.

UT H 380 Hospital Workplace Violence Reporting Requirements

Utah hospitals (general acute and specialty) must begin formalizing workplace violence protections. By November 1, 2026, all facilities must have a reporting system in place to track data and provide quarterly updates to executive medical and nursing leadership. The law also requires an annual report to the state and mandates the adoption of anti-retaliation policies to ensure employees can report incidents without fear of professional consequences.

UT S 174 Exercise of Religious Beliefs and Conscience Amendments

Effective May 6, 2026, healthcare providers who refuse to participate in specific services based on religious beliefs or conscience must adhere to new transparency standards. Providers are required to give advance notice of these refusals to their employers or institutions. Additionally, they must disclose their list of refused services to the Department of Health and Human Services. To ensure patient awareness, providers must prominently post a statement of the services they do not perform and provide information on alternative providers. Non-compliance may result in disciplinary action under existing professional licensing laws.