Labor & Employment

HB 281 amends Utah's workers' compensation law to address cannabis use by injured workers. It creates a presumption that reduces or denies compensation if an employee’s injury is linked to cannabis use, specifically when THC levels exceed 20 nanograms per milliliter of whole blood. Employees can challenge this presumption by providing evidence, such as proof of test inaccuracy, medical verification, or showing passive inhalation (if THC is below 20 ng/ml). The bill clarifies definitions of cannabis compounds (excluding CBD and others) and applies to workers’ compensation claims involving cannabis-related injury contributions. It does not appropriate funds or alter existing testing procedures beyond the new THC threshold.

SB 178 repeals Utah's existing Right to Work Law, which currently prohibits mandatory union membership and dues payments for workers. This bill removes all 17 sections of the law (including protections against forced union membership and requirements for union dues) that apply to employers and employees across Utah. The repeal takes effect on May 6, 2026, with one specific section changing on November 28, 2026. This directly affects all Utah workplaces covered by the repealed law, eliminating legal barriers to union membership requirements.

This bill changes Utah's wage law by setting a one-year time limit for employees to sue employers over unpaid wages exceeding $10,000. For claims under $10,000, employees must first use administrative processes before filing a lawsuit, unless they combine claims (with other employees or additional claims against the same employer) totaling over $10,000. The law also adds daily penalties of 2.5% for unpaid wages after a court order. It directly affects employees seeking unpaid wages and employers who owe them. The bill takes effect May 6, 2026.

HB 267 limits annual salary increases for school district administrators (including superintendents, business administrators, and deputies) to the weighted pupil unit (WPU) inflation rate, unless specific conditions are met. To exceed this cap, school boards must hold a public hearing, tie raises to measurable performance outcomes (like student literacy rates or graduation rates), and secure a majority vote. The bill also restricts certain benefits and sets new pay scales for deputy administrators and new superintendents. It directly affects school district leadership compensation decisions across Utah, with no new state funding required.