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Blog banner of Utah Overtime Laws

Utah Overtime Laws: A Comprehensive Breakdown

Understanding overtime laws remains a crucial requirement for employers. Business owners must ensure their company policies align with state and federal laws. If your business is in Utah, you must comply with Utah overtime law and Fair Labor Standards Act (FLSA) regulations.

Here, we help employers grasp the importance of comprehending these laws by providing an overview of the state’s overtime law, including exemptions, minimum wage rules, myths, leaves, and more.

Utah has no distinct overtime laws, and the state follows the Fair Labor Standards Act (FLSA) guidelines. Under the FLSA, all employers must provide employees overtime pay at 1.5 times their regular rate for hours worked beyond 40 in a workweek. For employers, it is easier to comply with the Utah overtime law as it extends the FLSA, which forms the basis of overtime compensation and is a critical aspect of labor rights.

However, a common area of misunderstanding lies in overtime exemptions. A common belief among employers is that salaried employees are automatically exempt from Utah’s overtime law. However, it needs to be clarified for the rule. Determining an employee’s exemption status hinges not on their job title or payment method but their specific duties.

As an employer, you must recognize that job titles alone do not exempt employees from overtime pay; instead, it’s the nature of their duties and responsibilities that play a decisive role. For instance, under the FLSA guidelines, salaried employees performing administrative, executive, and professional responsibilities may qualify for exemptions if they meet specific criteria, such as salary earning less than minimum wage.

Understanding such requirements and exemption criteria for employers in Utah remains crucial to ensure they comply with federal and state labor laws.

Common Misconceptions About Overtime Exemptions

Salaried employees are automatically exempt from overtime:

No state or federal regulation exempts all salaried employees from overtime by default. The exemption depends on the salary level and the nature of the work performed, not whether employees are paid hourly or by salary.

Small businesses are exempt from FLSA requirements:

The FLSA overtime regulations apply broadly, and most businesses must comply with overtime provisions regardless of size.

Overtime is based on a daily, rather than weekly, threshold:

Under federal law, overtime is calculated every week — over 40 hours per week, not 8 hours per day.

Highly compensated, white-collar, and manager, supervisor, or administrator roles are exempted :

Again, it’s still being determined. Such employees are most likely to be exempted, but this alone is not the determining factor; it also depends on several other factors. Management employees can also qualify for overtime if their primary job duties do not align with the FLSA’s exemption criteria.

Frequently Asked Questions on Utah Overtime Law

What businesses are covered under the FLSA in Utah?

In Utah, as in other states, the FLSA covers most businesses with at least two employees and an annual turnover of at least $500,000. Additionally, all healthcare establishments, such as hospitals providing residential care services, schools, preschools, and government agents, must adhere to FLSA guidelines.

Do I need to pay independent contractors overtime? 

The FLSA states that independent contractors are not covered under its overtime regulations. However, the misclassification of employees as independent contractors to save overtime spending violates Utah’s overtime law.

What are the consequences of misclassifying employees as independent contractors?

Misclassification can lead to legal and financial penalties under the state and federal labor laws. Employers must classify workers to ensure appropriate overtime pay and benefits. A violation can result in back pay claims, tax liabilities, and penalties.

Are salaried employees exempt from overtime pay?

Mode of compensation is not the determining factor in deciding overtime pay eligibility. While some salaried employees are exempt, it depends on their job duties and salary level. Salaried employees earning below a certain threshold or whose primary duties do not meet exemption criteria must receive overtime pay.

Understanding Utah Minimum Wage Law

Utah adheres to the federal minimum wage outlined in the Fair Labor Standards Act (FLSA). As of 2024, the minimum wage in Utah is $7.25 per hour. While the minimum wage can be lower for tipped workers, it has underlying requirements that ensure that all employees earn at least this much. In Utah, if an employee’s tips combined with the employer’s direct wages do not equal the minimum hourly wage, the employer must make up the difference.

Additionally, employees under 20 during their first 90 consecutive calendar days of employment can be paid below minimum wage, at least $4.25 per hour.

Frequently Asked Questions on Utah Minimum Wage Law

Can employers in Utah take a ‘tip credit’ against their minimum wage obligations?

Yes, Utah employers can use a tip credit, allowing them to pay lower than minimum wage to tipped employees. This means employers can pay a reduced hourly wage for employees who earn at least $30 in monthly tips. Furthermore, the employer must cover the shortfall if the tips and wages don’t meet the minimum wage.

How does tip pooling work in Utah?

Tip pooling is legal in Utah, but there are rules. All tips pooled must be distributed among employees who customarily and regularly receive tips, such as waiters, bartenders, bellhops, and bussers. Management and owners cannot be part of the pool or hold any portion of the tips.

Can I keep some tips for you as an employer?

Employers are not allowed to keep tips received by their employees. However, if the employer has a valid tip pooling arrangement, they can require employees to contribute some tips.

How do tip credits affect overtime calculations?

The employee’s regular pay rate should include hourly wages and tip credits when calculating overtime. Therefore, overtime pay must be 1.5 times this combined rate for hours worked over 40 a week.

Overtime Eligibility and Calculation Methods

The eligibility for overtime pay is clearly defined in the Utah Code § 34-30-8. It states:

“Any persons, corporation, firm, contractor, agent, manager, or foreman, who shall require or contract with any person to work upon such works or undertakings longer than 40 hours in one week shall pay such employees at a rate not less than one and one-half times the regular rate at which he is employed.”

It aligns with the federal FLSA overtime provision and is equally applied to full-time and part-time employees.

Overtime Calculation Methods

However, only some employees are paid overtime at the same rate, depending on their job responsibilities and type of employment.

Here’s a breakdown of each overtime calculation method.

  • Hourly Rates: The most straightforward overtime calculation is for hourly employees, who are paid at 1.5 times the regular hourly rate.
  • Bonuses or Commissions: An employee who earns a bonus or commission must be included in the regular rate calculation for overtime purposes. For overtime calculation for such employees, this formula is used: {((Total hours x Hourly Rate) + Commission) / Total hours} / 2
  • Salaried: For salaried non-exempt employees in Utah, the regular rate is calculated by dividing the weekly salary by the number of hours the salary is intended to cover. Overtime is paid in addition to this salary for hours worked beyond 40 a week.

Exemptions from FLSA

The following classes of employees are not entitled to overtime pay in Utah:

  • Minors under 16
  • Executive employees
  • Administrative employees
  • Computer workers
  • Professional employees earning at least $684 per week
  • Independent contractors
  • Outside salespeople
  • Seasonal workers
  • Live-in employees such as housekeepers

Wages, Breaks, and Final Paychecks

Utah has no provision requiring employers to provide breaks to employees. Still, allowing employees to take breaks is a standard practice to keep productivity high. Employers who offer breaks of less than 20 minutes must compensate for these as regular work time. Breaks of 30 minutes or more can be unpaid, provided the employee is completely relieved from duty.

Utah labor law requires employers to issue final paychecks to terminated employees within 24 hours. If the employee quits or resigns, the final paycheck may be issued on the next regular payday.

Special Considerations for Minors

For employees under 16, employers must provide a meal break of at least 30 minutes on shifts exceeding five consecutive hours. Additionally, minors must be given 10 minutes break every 4 hours.

Leave Requirements and Hiring/Firing Practices

Utah does not require employees to provide paid sick leave to employees. The same goes for bereavement, vacation, and holiday leaves. Employers have complete discretion in deciding policies for these leaves.

However, there are some mandatory leaves which include:

Unpaid medical leave under the Family and Medical Leave Act (FMLA). All eligible employees in Utah must be given up to 12 weeks of unpaid leave per year for specific family and medical reasons, with continuation of group health insurance coverage.

Utah also mandates that employers provide leave for jury duty, witness appearance in court, and court leave for parents, guardians, or legal custodians of a minor appearing in court.

Utah’s voting leave rule requires employees to provide 2 hours of paid time off to vote.

Hiring Practices:

Utah follows the “employment-at-will” doctrine, meaning either the employer or the employee can end the employment relationship at any time, for any reason.

Employers in Utah must adhere to fair hiring practices, ensuring non-discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.

Firing Practices:

While employers in Utah can generally terminate employment at will, they must avoid discriminatory practices and adhere to any contractual obligations or company policies they have established.

Employers should also be aware of and comply with the WARN Act if they conduct large-scale layoffs or close a facility. It requires employers to inform affected employees 60 days before closing a plant or layoffs.

Record-keeping, Background Checks, and Social Media Laws

Under Utah labor laws, employers must maintain accurate records of employees for at least three years. This includes personal information and data concerning hours worked, wages, and other conditions of employment.

Employers in Utah may conduct background checks on prospective employees. Still, they must comply with the Fair Credit Reporting Act (FCRA), which ensures the privacy and accuracy of information in background checks.

As far as social media goes, employers in Utah cannot ask employees to:

  • Disclose their usernames or passwords
  • Take action for not providing username or passwords

However, there is an exemption if employers have specific information about an employee’s activity violating any federal or state law or work-related misconduct.

COBRA and Health Insurance Continuation

The Consolidated Omnibus Budget Reconciliation Act (COBRA) allows employees to continue their health insurance coverage after employment. The federal COBRA regulation only applies to employers with 20 or more employees.

Utah has adopted a mini-COBRA provision that allows employees to continue their coverage for up to 12 months. Employers are required to inform their employees of their COBRA rights within 30 days of termination.

How can Truein help with Overtime Pay management?

Truein, a software solution for time and attendance tracking and management, offers several features that greatly assist employers with overtime management. Its AI-powered tech automates the monitoring of overtime hours based on employee clock-ins and location. Furthermore, there are 70+ customizable templates available that can be tailored to align with a company’s specific overtime policies, ensuring that overtime calculations are consistent with internal guidelines and legal requirements.

You can streamline overtime management processes with real-time tracking capabilities, record-keeping accuracy, enhanced reporting, and Truein integration into your payroll system. Learn more.


Utah’s overtime law, guided mainly by the Fair Labor Standards Act (FLSA), is crucial for employers. It is essential to understand overtime meaning and eligibility, common misconceptions about overtime exemptions, and specifics around minimum wage laws to ensure legal compliance and fair treatment of employees.

Tools like Truein can be instrumental in managing overtime pay, offering automated and customizable solutions to streamline processes and ensure compliance. 

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