Labor & Employment

signed · Utah · House Mar 19, 2026

HB 44: School Security Personnel Standards

HB 44 updates Utah school safety standards for security personnel. It allows county security chiefs to approve private companies to train school safety staff, requires school districts to provide panic alert devices for certain personnel, and expands the definition of "armed school security guard" to include special function officers. The bill also clarifies rules for school guardians carrying firearms on duty, establishes protocols for using deadly force, and mandates annual/biannual training on firearm safety, de-escalation, and emergency response. These changes directly affect school security personnel, county security chiefs, and local school districts across Utah.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill mandates panic alert devices and annual training for school security personnel, directly improving workplace safety standards for this worker group.90% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Utah · House Mar 18, 2026

HB 380: Hospital Workplace Violence Reporting Requirements

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.

Topics ✓ HealthcareSupports HealthcareRequires hospitals to track/report workplace violence against staff, enhancing safety for healthcare workers (a core healthcare workforce protection measure).90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates hospitals to track workplace violence, prohibit retaliation against reporters, and improve safety reporting - directly advancing worker safety protections in Labor & Employment.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Utah · Senate Mar 17, 2026

SB 111: Veterinary Post-employment Amendments

SB 111 prohibits most non-compete agreements between veterinarians and their employers in Utah after May 6, 2026, making such agreements unenforceable. It allows exceptions if a veterinarian owns at least 5% of the business. The bill also voids clauses requiring disputes over these agreements to be resolved outside Utah and invalidates certain nonsolicitation or nondisclosure clauses for veterinarians. This directly affects veterinarians and businesses employing them by limiting restrictive employment contracts. The law takes effect on May 6, 2026, with no funding impact.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits non-compete agreements for veterinarians, protecting their right to change employers without legal restrictions, directly advancing worker mobility and rights.90% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Utah · Senate Mar 17, 2026

SB 89: Health Care Services Platforms

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits non-compete agreements and placement fees for health care workers, directly protecting their employment rights and earnings under platform arrangements.85% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Utah · House Mar 17, 2026

HB 73: Public Employee Retaliatory Action Amendments

HB 73 amends Utah's Public Employee Retaliatory Action law to specifically prohibit state employers from making complaints to professional licensing boards against employees who report wrongdoing. This directly protects public employees (including whistleblowers) from retaliation that could threaten their professional licenses. The key change adds "making a complaint to a licensing body" to the list of prohibited retaliatory actions, alongside dismissal or pay cuts. The law now explicitly covers situations where an employer tries to use licensing authorities to punish an employee for reporting issues.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProtects public employees from retaliation for reporting wrongdoing by prohibiting state employers from making complaints to licensing boards, strengthening whistleblower protections.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

passed · Utah · Senate Mar 7, 2026

SB 316: Public Employee Attorney Fee Recovery Amendments

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.

Topics ✓ Criminal JusticeSupports Criminal JusticeBill ensures public employees (including law enforcement) recover 50% of attorney fees upon acquittal, protecting financial interests in job-related criminal cases.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentClarifies public employee attorney fee recovery upon acquittal, protecting workers from legal costs related to job duties.90% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

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passed · Utah · Senate Mar 7, 2026

SB 258: Infant at Work Amendments

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates workplace safety policies for state employees with infants, directly strengthening protections for new parents under Labor & Employment standards.92% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

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failed · Utah · Senate Mar 7, 2026

SB 248: Child Care Expansion Act

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates workers' compensation insurance for providers and reserves 50% employer child care capacity for employees' children, directly supporting workforce stability and access to care.92% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

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signed · Utah · Senate Mar 7, 2026

SB 84: Department of Commerce Amendments

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill explicitly funds employee training via the Commerce Technology Fund, directly supporting workforce development and employment standards.90% confidence ✓ TechnologySupports TechnologyCreates dedicated fund for technology training/maintenance within Commerce Dept using existing fees, explicitly advancing tech infrastructure for business services.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

passed · Utah · Senate Mar 7, 2026

SB 75: Educator Salary Adjustment Eligibility

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.)

Topics ✓ Budget & TaxesSupports Budget & TaxesMandates annual appropriations for educator salary adjustments, directly funding specific education roles within budget constraints.90% confidence ✓ EducationSupports EducationMandates annual appropriations for educator salary adjustments, establishing eligibility for licensed school social workers/nurses, directly supporting educator compensation in K-12 settings.92% confidence ✓ Labor & EmploymentSupports Labor & EmploymentBill mandates annual appropriations for salary adjustments for licensed social workers and RNs in schools, directly advancing wage standards for specific educational workers.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

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