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.
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.
SB 316 modifies Utah law to clarify when public employees (like police officers or government workers) can recover attorney fees and court costs after being charged criminally for actions related to their job. It requires prosecutors' offices (municipal, county, district, or state) to pay 50% of these fees if the employee is acquitted or charges are dismissed, with one key change: the exception for dismissals by prosecutors now only applies if the dismissal happens more than 45 days after a preliminary hearing. The bill specifically limits this exception to charges filed as "information" (not indictments) and ensures employees aren’t barred from recovery if charges are dismissed within that 45-day window. This affects public employees facing criminal charges tied to their official duties, making it easier to recover legal costs in certain cases.
SB 258 makes Utah's Infant at Work Program permanent, expanding it beyond the Department of Health and Human Services to allow other state executive agencies to join. The bill directly affects state employees with infants aged 6 weeks to 6 months who have worked at least 1,250 hours over 12 consecutive months. Key provisions require agencies to get approval from the Division of Human Resource Management, adopt written policies for workplace safety, and evaluate each employee’s eligibility based on their work environment and operational needs. The program allows eligible employees to bring their infants to work while maintaining sole responsibility for the infant’s care and safety during work hours.
SB 248, the Child Care Expansion Act, requires licensed child care providers to maintain specific insurance coverage (general liability, property, and workers' compensation) at minimum levels set by the Division of Risk Management. It also mandates that employer-sponsored child care facilities reserve 50% of their capacity for the children of the employer's employees, with the remaining space available to the broader community. The bill directly affects licensed child care providers and employer sponsors operating such facilities. It failed in the House during third reading on March 4, 2026, and did not advance further. The bill focuses on regulatory standards for insurance and space allocation, not on expanding access or providing new funding.
SB 84 creates the Department of Commerce Technology, Education, and Training Fund to support specific technology and training activities within Utah's Department of Commerce. The fund will be financed by existing fees collected by the Division of Corporations (for business filings) and the Division of Professional Licensing (for public licensee lists), with all interest earned also deposited into the fund. This money will directly pay for employee training, technology maintenance for business registrations, public education materials about licensing and filings, and subscription services for business data. The bill does not appropriate new state funds but redirects existing fee revenue toward these defined purposes.
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.)
SB 103 creates a fee waiver for individuals experiencing homelessness who apply for a Utah driver license or renew/extend their license. It directly affects unhoused residents seeking to obtain or maintain a driver license by removing the standard $52 application or renewal fee. The bill requires applicants to submit written verification of homelessness from approved sources like homeless shelters, housing facilities, or the Department of Workforce Services. This change amends Utah's driver license fee structure to align with existing identification card fee waivers for unhoused individuals. The policy makes no new funding requests and applies to both new licenses and renewals/extensions.
HB 49 requires the salary ranges and pay progression for law enforcement officers in Utah's Division of Natural Resources (DNR) to match those of peace officers in the Department of Public Safety, with similar experience and qualifications. This directly affects DNR law enforcement officers, ensuring their compensation aligns with comparable state law enforcement roles. The bill includes an exception allowing DNR leadership (majors and division directors) to have lower salary ranges than other division directors within the department. It makes technical updates to Utah Code Section 63A-17-110 and takes effect on May 6, 2026, with no new funding required.
