Minimum wage in Utah in 2026

An employer shall pay the wages earned by an employee at regular intervals, but in periods no longer than semimonthly on days to be designated in advance by the employer as the regular payday. | (b) | An employer shall pay for services rendered during a pay period within 10 days after the close of that pay period. | (c) | If a payday falls on a Saturday, Sunday, or legal holiday, an employer shall pay wages earned during the pay period on the day preceding the Saturday, Sunday, or legal holiday. | (d) | If an employer hires an employee on a yearly salary basis, the employer may pay the employee on a monthly basis by paying on or before the seventh of the month following the month for which services are rendered.

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statute

snapshot

September 27, 2026

Verified September 27, 2026

When an employer separates an employee from the employer's payroll the unpaid wages of the employee become due immediately, and the employer shall pay the wages to the employee within 24 hours of the time of separation at the specified place of payment. | (b) | An employer satisfies the 24-hour time requirement described in Subsection (1)(a) if: (i) | (A) | the employer mails the wages to the employee; and | (B) | the envelope that contains the wages is postmarked with a date that is no more than one day after the day on which the employer separates the employee from the employer's payroll; or | | (ii) | within 24 hours after the employer separates the employee from the employer's payroll, the employer: (A) | initiates a direct deposit of the wages into the employee's account; or | (B) | hand delivers the wages to the employee. | | | (c) | (i) | In case of failure to pay wages due an employee within 24 hours of written demand, the wages of the employee shall continue from the date of demand until paid, but in no event to exceed 60 days, at the same rate that the employee received at the time of separation. | (ii) | The employee may recover the penalty thus accruing to the employee in a civil action. This action shall be commenced within 60 days from the date of separation. | (iii) | An employee who has not made a written demand for payment is not entitled to any penalty under this Subsection (1)(c). | | | (2) | If an employee does not have a written contract for a definite period and resigns the employee's employment, the wages earned and unpaid together with any deposit held by the employer and properly belonging to the resigned employee for the performance of the employee's employment duties become due and payable on the next regular payday.

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statute

snapshot

September 27, 2026

Notes

If wages are not paid within 24 hours of a written demand, they continue as a penalty for up to 60 days (Utah Code 34-28-5(1)(c)).

Verified September 27, 2026

There is no limit on the number of hours 16 year olds and 17 year olds can be required to work. Employers cannot require minors under 16 to work during school hours (except as authorized); to work more than four hours before and after school hours; to work more than 8 hours in a 24-hour period; to work before 5:00 A.M. or after 9:30 P.M., unless the next day is not a school day; or to work more than 40 hours in a week.

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agency page

snapshot

September 26, 2026

Verified September 27, 2026

Breaks - Employers must provide at least a 30-minute lunch within the first five hours of a minor employee’s workday. Employers must also give minors a 10-minute break for each four hours worked, and minors cannot work more than three consecutive hours without a 10-minute break.

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agency page

snapshot

September 26, 2026

Notes

Utah law requires no meal or rest breaks for adult employees.

Verified September 27, 2026

Breaks - Employers must provide at least a 30-minute lunch within the first five hours of a minor employee’s workday. Employers must also give minors a 10-minute break for each four hours worked, and minors cannot work more than three consecutive hours without a 10-minute break.

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agency page

snapshot

September 26, 2026

Notes

Utah law requires no meal or rest breaks for adult employees.

Verified September 27, 2026

To print and file a wage claim, you must complete UALD’s Wage Claim Assignment Form. Return the completed form to UALD by hand delivering it to our office, mailing it to the address listed on the first page of the form, or fax the form to us at (801) 530-7609. You can also click on the link below and submit your wage claim online.

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agency page

snapshot

September 26, 2026

Notes

The Utah Payment of Wages Act (Utah Code 34-28) governs paydays, final pay and deductions.

Verified September 27, 2026

Unless specifically exempted, employees covered by the Act must receive overtime pay for hours worked in excess of 40 in a workweek at a rate not less than time and one-half their regular rates of pay. There is no limit in the Act on the number of hours employees aged 16 and older may work in any workweek. The Act does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, as such.

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agency page

snapshot

September 26, 2026

Verified September 26, 2026

To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $684 per week.

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agency page

snapshot

September 26, 2026

Notes

The 2024 rule raising the level to $844/$1,128 was vacated in November 2024; DOL enforces the 2019 level of $684.

Verified September 26, 2026

Every employer of employees subject to the Fair Labor Standards Act's minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments.

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agency page

snapshot

September 26, 2026

Notes

The notice DOL publishes for this purpose is the FLSA minimum wage poster (WH-1088), free from the WHD posters page.

Verified September 26, 2026

Employers must provide the following information to tipped employees before taking a tip credit under the FLSA: the amount of the direct (or cash) wage the employer is paying a tipped employee, which must be at least $2.13 per hour; the additional amount claimed by the employer as a tip credit, which cannot exceed $5.12 (the difference between the minimum required direct (or cash) wage of $2.13 and the current minimum wage of $7.25); that the tip credit claimed by the employer cannot exceed the amount of tips actually received by the tipped employee; that all tips received by the tipped employee are to be retained by the employee except for a valid tip pooling arrangement limited to employees who customarily and regularly receive tips; and that the tip credit will not apply to any tipped employee unless the employee has been informed of these tip credit provisions.

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agency page

snapshot

September 26, 2026

Verified September 26, 2026