Utah Minimum Wage 2026
⚠️Informational only — not legal or tax advice.
Last Updated: February 4, 2026
Last Reviewed: February 4, 2026
Applicable Period: 2026
Jurisdiction: State of Utah, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter
Table of Contents
- Introduction
- Utah Minimum Wage – 2026 Quick Reference
- Overview of Minimum Wage Law in Utah
- Current Minimum Wage Rates in Utah 2026
- Minimum Wage for Tipped Employees
- Local Minimum Wage Ordinances in Utah
- Who Is Covered and Who Is Exempt
- Employer Obligations and Enforcement
- Utah Minimum Wage vs Federal Law
- Minimum Wage Posting Requirements
- Frequently Asked Questions
- Information Verification Log
Introduction
The minimum wage in Utah establishes the lowest hourly compensation that employers must legally provide to covered employees. For 2026, Utah adopts the federal minimum wage of $7.25 per hour, which has remained unchanged since July 24, 2009. The state permits employers to pay tipped employees a reduced cash wage of $2.13 per hour and allows a training wage of $4.25 per hour for workers under age 20 during their first 90 days of employment.
Minimum wage regulations in Utah operate under Utah Code Title 34, Chapter 40 alongside federal requirements established by the Fair Labor Standards Act (FLSA). When state or local minimum wage rates exceed the federal standard, employers must comply with the higher applicable rate. Utah allows tip credits for qualifying employees, and state law prohibits cities and counties from establishing minimum wage rates that exceed the federal minimum.
This page provides an authoritative overview of Utah minimum wage law for 2026, including current rates, tipped employee provisions, coverage and exemptions, enforcement procedures, and compliance requirements. All information is compiled from official government sources.
| Utah Minimum Wage — 2026 Quick Reference | |||
|---|---|---|---|
| Category | Rate | Effective Date | Official Source |
| State minimum wage | Federal rate applies | — | Utah Code § 34-40-103 |
| Federal minimum wage | $7.25/hour | July 24, 2009 | FLSA |
| Tipped minimum wage | $2.13/hour | — | FLSA § 203(m) |
| Tip credit allowed | Yes (up to $5.12) | — | Federal law |
| Training wage (under 20) | $4.25/hour | — | FLSA § 206(g) |
| Training wage duration | First 90 days | — | Federal law |
| Next scheduled increase | None | N/A | No increases scheduled |
| Rate adjustment mechanism | Fixed (federal adoption) | — | Utah Code § 34-40-103 |
| Local minimum wages | Prohibited | — | Utah Code § 34-40-106 |
| Annual adjustment | No | — | — |
Last verified: February 4, 2026 via Utah Labor Commission
Overview of Minimum Wage Law in Utah
Legal Authority
Utah minimum wage requirements are established under Utah Code Title 34, Chapter 40 – Utah Minimum Wage Act. The Utah Labor Commission, through its Utah Antidiscrimination and Labor Division (UALD), administers and enforces minimum wage regulations in Utah. The Utah Minimum Wage Act was enacted to ensure covered employees receive at least the federal minimum wage established under the Fair Labor Standards Act.
Under Utah Code § 34-40-103, the Labor Commission has authority to establish the minimum wage through rulemaking, but the minimum wage may not exceed the federal minimum wage as provided in the Fair Labor Standards Act. The commission reviews the minimum wage at least every three years and whenever the federal minimum wage changes.
Relationship to Federal Law
Under the Fair Labor Standards Act (FLSA), the federal minimum wage establishes a floor of $7.25 per hour for covered employers and employees. Utah law adopts the federal minimum wage by reference, meaning employers covered by both state and federal law must pay at least $7.25 per hour.
Utah Code § 34-40-104 provides that the state minimum wage established in Utah Code Chapter 40 does not apply to employees who are entitled to a minimum wage under the Fair Labor Standards Act. Because the FLSA covers most private sector employers with annual gross sales exceeding $500,000 and those engaged in interstate commerce, the practical effect is that most Utah employees receive minimum wage protection through federal rather than state law.
When both state and federal minimum wage laws apply, employers must pay whichever rate is higher. Because Utah’s minimum wage cannot exceed the federal rate by statute, the two rates are identical at $7.25 per hour.
Coverage Scope
Utah minimum wage law applies to private and public employees within the state who are not covered by the Fair Labor Standards Act. However, because the FLSA covers most employers and employees, state minimum wage requirements serve primarily as protection for the limited category of workers who fall outside federal coverage.
Employers subject to the FLSA must comply with federal minimum wage requirements regardless of state law. Employers not covered by federal law but subject to state law must pay at least the state minimum wage, which mirrors the federal rate.
Higher Rate Principle
The principle of “higher prevailing rate” requires employers to pay the highest applicable minimum wage—whether federal, state, or local. In Utah, this principle has limited practical application because state law prohibits local governments from establishing minimum wages exceeding the federal rate, and the state minimum wage itself cannot exceed the federal minimum. As a result, $7.25 per hour represents the uniform minimum wage throughout Utah for covered employers and employees.
Current Minimum Wage Rates in Utah 2026
Standard Hourly Minimum Wage
As of 2026, the standard minimum wage in Utah is $7.25 per hour for covered employees, which matches the federal minimum wage under the Fair Labor Standards Act. This rate has remained unchanged since July 24, 2009, when the federal minimum wage was last increased.
Utah Code § 34-40-103 provides that the Labor Commission may establish the minimum wage by rule, but explicitly prohibits setting a rate that exceeds the federal minimum wage. The commission must review the minimum wage at least every three years and whenever the federal minimum wage changes. As the federal rate has not changed since 2009, Utah’s rate has similarly remained at $7.25 per hour.
The $7.25 hourly rate applies to all non-exempt employees covered by Utah’s minimum wage law. Employers must pay this rate for all hours worked, with specific provisions allowing reduced rates for tipped employees and young workers during an initial training period.
Youth and Training Wages
Utah permits reduced wage rates for certain categories of workers during initial employment periods:
Training Wage for Workers Under Age 20
- Rate: $4.25 per hour
- Eligibility: Workers under 20 years of age
- Duration: First 90 consecutive calendar days of employment
- Authority: Fair Labor Standards Act § 206(g)
Employers may pay eligible workers under age 20 a training wage of $4.25 per hour during their first 90 consecutive calendar days of employment. After 90 days, or when the employee reaches age 20 (whichever comes first), employers must pay at least the full minimum wage of $7.25 per hour.
The training wage provision applies only to the first 90 days with any given employer. Employers cannot terminate young workers and hire other youth at the training wage to avoid paying the standard minimum. The wage applies regardless of the employee’s prior work experience and is based solely on age and duration of employment with the current employer.
Learner Wage Provisions
Utah Code § 34-40-104 authorizes the Labor Commission to establish a lesser minimum wage for learners, not to exceed the first 160 hours of employment. However, specific learner wage rates must be established through administrative rulemaking by the commission. Employers should consult Utah Administrative Code R610-1 for current learner wage provisions if applicable.
Scheduled Increases
No minimum wage increases are currently scheduled in Utah. The state minimum wage will remain at $7.25 per hour unless changed by future federal legislation or, within statutory limits, by action of the Utah Labor Commission.
Utah law prohibits the state minimum wage from exceeding the federal minimum wage. Therefore, any increase to Utah’s minimum wage depends on Congress raising the federal minimum wage under the Fair Labor Standards Act. While various proposals to increase the federal minimum wage have been introduced in Congress, no increases have been enacted since 2009.
Employers should monitor federal wage and hour developments through the U.S. Department of Labor and review the Utah Labor Commission website for updates regarding any changes to minimum wage requirements.
Minimum Wage for Tipped Employees
Tipped Employee Cash Wage
Utah permits employers to pay tipped employees a reduced cash wage, provided that employee tips combined with the cash wage equal at least the full minimum wage of $7.25 per hour.
Cash wage requirement: $2.13 per hour
Maximum tip credit: $5.12 per hour
Total minimum compensation: $7.25 per hour (cash wage + tips)
These provisions follow federal requirements under the Fair Labor Standards Act. Employers may claim a tip credit against their minimum wage obligations, reducing the direct cash wage they must pay to tipped employees. However, if an employee’s tips combined with the cash wage do not equal at least $7.25 per hour for all hours worked, the employer must pay the difference.
Who Qualifies as a Tipped Employee
Under Utah Administrative Code R610-1 and federal law, a “tipped employee” is defined as an employee who customarily and regularly receives more than $30 per month in tips. Qualifying occupations typically include:
- Restaurant servers and bartenders
- Hotel and casino service workers
- Parking attendants and valets
- Delivery drivers who receive tips
- Hair stylists and barbers who receive tips
- Other service occupations where tipping is customary
Employees who receive tips only occasionally or who receive less than $30 per month in tips do not qualify as tipped employees and must be paid the full minimum wage of $7.25 per hour.
Employer Obligations for Tipped Workers
Employers who claim a tip credit must comply with specific requirements under federal law and Utah Administrative Code R610-1:
- Inform employees in writing of the tip credit provisions before claiming the credit, including the amount of cash wage to be paid, the amount claimed as a tip credit, and that the tip credit amount will be used to satisfy minimum wage requirements
- Ensure total compensation (cash wage plus tips) equals or exceeds $7.25 per hour for all hours worked in each workweek
- Pay the difference if an employee’s tips fail to bring total compensation to the minimum wage, making up the shortfall to reach $7.25 per hour
- Maintain accurate records of employee tips and hours worked, documenting the amount of tips received by each employee
- Allow employees to retain all tips except to the extent employees participate in a valid tip pooling or sharing arrangement
- Notify employees of any tip pooling or sharing arrangement before implementation
Tip Pooling and Sharing
Utah regulations governing tip pooling and sharing arrangements follow federal standards established under the Fair Labor Standards Act and 29 C.F.R. § 531.50 through 531.60.
When Tip Credit Is Claimed:
If an employer takes a tip credit and pays the $2.13 cash wage, tip pooling arrangements may include only employees who customarily and regularly receive tips. Management, supervisors, and employees who do not customarily receive tips (such as cooks, dishwashers, and janitors who are specifically excluded from tip pooling by Utah regulation) cannot participate in the tip pool.
When No Tip Credit Is Claimed:
If an employer pays the full minimum wage of $7.25 per hour to all employees without claiming a tip credit, a bona fide tip pooling or sharing arrangement may include both tipped employees and non-tipped employees, such as dishwashers, chefs, cooks, or janitors.
Tip Pool Requirements:
- Employees must be informed in writing of tip pooling arrangements before implementation
- Tips received by employees are the property of those employees
- Employers may not retain any portion of employee tips for any purpose
- Credit card processing fees may be deducted from tips paid by credit card in proportion to the fee attributable to the tip amount
- Mandatory service charges imposed by the employer are not tips and belong to the employer unless company policy designates them for distribution to employees
Service Charges vs. Tips
Utah Administrative Code R610-1 distinguishes between tips and mandatory service charges:
Tips: Voluntary payments made by customers directly to service employees. Tips are the property of employees and cannot be retained by employers.
Service Charges: Mandatory charges added to customer bills by the employer (such as automatic gratuities for large parties). Service charges are part of the employer’s gross receipts and are not considered tips under the law. Employers may distribute service charges to employees as wages, but such distribution does not count toward tip credit requirements unless customers are informed that service charges will be distributed to employees as tips.
Local Minimum Wage Ordinances in Utah
Utah law prohibits cities and counties from establishing minimum wage rates that differ from the federal minimum wage. All employers in Utah must comply with the uniform statewide rate of $7.25 per hour.
Under Utah Code § 34-40-106, cities, towns, and counties may not:
- Establish, mandate, or require a minimum wage that exceeds the federal minimum wage as provided in the Fair Labor Standards Act
- Require persons who contract with the city, town, or county to pay employees a wage that exceeds the federal minimum wage (except when federal law requires payment of specified wages for federally funded projects)
- Give preferential treatment in awarding contracts based on whether contractors pay wages exceeding the federal minimum
This statewide preemption of local minimum wage authority ensures uniform minimum wage requirements throughout Utah. Unlike states such as California, Washington, or New York where numerous cities and counties have enacted higher minimum wages, Utah maintains a single statewide rate equal to the federal minimum of $7.25 per hour.
Implications for Employers and Employees
The prohibition on local minimum wages means:
- Uniform statewide rate: All employers in Utah, regardless of location, face the same minimum wage requirement of $7.25 per hour
- No regional variations: Employers operating in multiple Utah jurisdictions need not track different local wage rates
- Federal preemption only: While local governments cannot exceed the federal rate, if Congress were to raise the federal minimum wage, that higher rate would automatically apply throughout Utah under state law
Employers should note that while Utah prohibits local minimum wages, other employment requirements such as local business licensing, zoning, and occupational safety standards remain subject to local regulation.
Who Is Covered and Who Is Exempt
Employees Covered by Utah Minimum Wage
Utah minimum wage law covers private and public employees within the state who are not entitled to minimum wage under the Fair Labor Standards Act. However, because the FLSA covers most employers and employees, the majority of Utah workers receive minimum wage protection through federal rather than state law.
Covered employees generally include:
- Private sector workers: Full-time and part-time employees of private businesses covered by state law
- Public employees: Government workers employed by state agencies and political subdivisions (subject to FLSA coverage)
- Hourly employees: Workers compensated on an hourly basis who do not fall within exemptions
- Non-exempt salaried employees: Employees paid on a salary basis who do not qualify for executive, administrative, or professional exemptions
- Temporary and seasonal workers: Subject to minimum wage unless specifically exempted
Exemptions from Minimum Wage Requirements
Utah Code § 34-40-104 establishes exemptions from state minimum wage requirements for specific categories of workers:
Employees Covered by Federal Law
The state minimum wage does not apply to employees who are entitled to a minimum wage under the Fair Labor Standards Act. Because the FLSA covers most private sector employers with gross sales exceeding $500,000 and those engaged in interstate commerce, this exemption encompasses the majority of Utah employees, who receive minimum wage protection through federal law.
Executive, Administrative, and Professional Employees
Employees performing bona fide executive, administrative, or professional duties may be exempt from minimum wage requirements if they meet both salary and duties tests established under the Fair Labor Standards Act. For 2026, the minimum salary threshold for exempt status under federal law is $844 per week ($43,888 annually) as of July 1, 2024. This threshold is subject to change through federal rulemaking.
Outside Sales Employees
Employees whose primary duty is making sales away from the employer’s place of business and who are customarily and regularly engaged away from the employer’s business location may be exempt from minimum wage requirements under both state and federal law.
Agricultural Workers
Utah Code § 34-40-104 exempts certain agricultural employees from state minimum wage requirements, including:
- Employees who are immediate family members of the employer
- Workers employed as harvest laborers paid on a piece rate basis in operations customarily paid on that basis
- Agricultural workers employed fewer than 13 weeks during the preceding calendar year
Federal agricultural exemptions under the FLSA may also apply, depending on the size and type of agricultural operation.
Seasonal Employees of Nonprofit Organizations
Seasonal employees of nonprofit camping programs, religious or recreational programs, or nonprofit educational or charitable organizations registered under Utah’s Charitable Solicitations Act are exempt from state minimum wage requirements.
Companionship Services
Employees providing companionship services for individuals who, because of age or infirmity, are unable to care for themselves may be exempt from minimum wage requirements. This exemption aligns with federal FLSA exemptions for companionship services.
Casual and Domestic Employees
Casual and domestic employees as defined by the Utah Labor Commission may be exempt from minimum wage requirements. Specific definitions and applications are established through administrative rules.
Federal Government Employees
Individuals employed by the United States government are not subject to state minimum wage requirements, as federal employment is governed by federal compensation laws.
Independent Contractors
Properly classified independent contractors are not employees and therefore not covered by minimum wage requirements. However, Utah applies strict tests to determine independent contractor status consistent with federal standards, and misclassification may result in penalties and back wages. Employers should carefully evaluate worker classification using the economic realities test applied under the FLSA.
Employees with Disabilities
Utah Code § 34-40-104 authorizes the Labor Commission to establish and regulate wages for employees with disabilities whose earnings or productive capacities are impaired by age, physical or mental deficiencies, or injury. The commission may permit payment of wages lower than the minimum wage if the wage is related to the employee’s productivity.
Employers seeking to pay subminimum wages to workers with disabilities typically must obtain certificates from the U.S. Department of Labor under Section 14(c) of the Fair Labor Standards Act, which authorizes payment of subminimum wages to workers with disabilities that impair their earning or productive capacity.
Learners and Apprentices
Utah Code § 34-40-104 provides that:
Learners: The Labor Commission may establish a lesser minimum wage for learners, not to exceed the first 160 hours of employment. Specific learner wage rates and qualifying criteria are established through administrative rules.
Apprentices: Registered apprentices participating in approved apprenticeship programs are exempt from state minimum wage requirements. Federal wage standards for apprentices may apply depending on the type of apprenticeship program.
Employers should consult Utah Administrative Code R610-1 and contact the Utah Labor Commission for specific guidance on learner and apprentice wage provisions.
Employer Obligations and Enforcement
Employer Compliance Requirements
Employers subject to Utah minimum wage law must:
- Pay the applicable minimum wage of at least $7.25 per hour for all hours worked by covered employees
- Maintain accurate payroll records documenting hours worked and wages paid for each employee, as required under Utah Code § 34-28-3 (Payment of Wages Act)
- Display required posters informing employees of minimum wage rates and workplace rights (see Posting Requirements section below)
- Issue compliant wage statements showing gross wages, deductions, and net pay for each pay period
- Pay wages at least semimonthly on regularly scheduled paydays as required under Utah’s Payment of Wages Act
- Pay tips directly to employees without retention by the employer, except for valid tip pooling arrangements
- Inform tipped employees in writing of tip credit provisions before claiming a tip credit against minimum wage obligations
Recordkeeping Requirements:
Employers must maintain payroll records for at least three years under federal Fair Labor Standards Act requirements, including:
- Employee names, addresses, and dates of birth (if under 19)
- Hours worked each workday and workweek
- Wage rates and total wages paid each pay period
- Total tips reported by tipped employees
- Deductions from wages and basis for each deduction
- Dates and amounts of wage payments
Enforcement of Minimum Wage Law
The Utah Labor Commission, through its Utah Antidiscrimination and Labor Division (UALD), enforces minimum wage requirements in Utah. The division:
- Investigates wage complaints filed by employees
- Conducts compliance reviews and workplace inspections
- Issues citations and orders for wage violations
- Collects unpaid wages on behalf of employees
- Imposes administrative penalties for violations
- Provides education and technical assistance to employers and employees
Filing a Complaint:
Employees who believe they have not been paid proper minimum wage may file a complaint with the Utah Labor Commission through:
- Online: File through the Utah Labor Commission website
- Phone: (801) 530-6801 or toll-free (800) 222-1238
- Mail: Utah Labor Commission, Utah Antidiscrimination and Labor Division, 160 East 300 South, 3rd Floor, Salt Lake City, UT 84111
- In-person: At regional Labor Commission offices throughout Utah
The Wage Claim Unit can accept claims for wages earned within the last year from the date the claim is filed. Claims must be for at least $50 but no more than $10,000. Employees may download a Wage Claim Assignment Form from the Labor Commission website.
Retaliation Prohibited:
Utah law prohibits employers from retaliating against employees who file wage complaints or cooperate with Labor Commission investigations. Retaliation may result in additional penalties and remedies for affected employees.
Penalties for Minimum Wage Violations
Employers who violate Utah minimum wage law may be subject to:
Back Wages:
Employers must pay employees the difference between wages paid and the required minimum wage for all hours worked. The statute of limitations for wage claims in Utah is generally one year from the date wages were due.
Administrative Penalties:
The Utah Labor Commission may impose penalties of up to $500 per violation under Utah Code § 34-40-105. Penalties may be assessed for each affected pay period or employee, depending on the nature and severity of the violation.
Enforcement Actions:
The Labor Commission may:
- Issue cease and desist orders requiring immediate compliance
- Impose administrative liens on employer property to secure payment of unpaid wages
- File judgments against employers in district court for unpaid wages and penalties
- Refer cases for criminal prosecution in cases of willful or egregious violations
Federal Penalties:
For employees covered by the Fair Labor Standards Act, violations may result in federal enforcement actions by the U.S. Department of Labor, including:
- Back wages for up to two years (three years for willful violations)
- Liquidated damages equal to back wages owed
- Civil monetary penalties up to $2,374 per violation (adjusted periodically for inflation)
- Criminal prosecution for willful violations, punishable by fines up to $10,000 and imprisonment
Private Right of Action:
Employees may also pursue minimum wage claims through private litigation in state or federal court, potentially recovering unpaid wages, liquidated damages, attorney fees, and litigation costs. However, employees typically must exhaust administrative remedies through the Labor Commission before pursuing court action for state law claims.
Utah Minimum Wage vs Federal Law
The Federal Minimum Wage Floor
The Fair Labor Standards Act (FLSA) establishes a federal minimum wage of $7.25 per hour, which has remained unchanged since July 24, 2009. This federal rate sets a floor for minimum wage requirements nationwide and applies to employers engaged in interstate commerce or with annual gross sales exceeding $500,000.
The FLSA covers most private sector employers and employees, including:
- Businesses with gross annual sales of $500,000 or more
- Businesses engaged in interstate commerce (which federal courts interpret broadly)
- Hospitals, schools, and government agencies
- Domestic service workers meeting specified thresholds
When State Law Applies
Utah adopts the federal minimum wage rate of $7.25 per hour and prohibits the state minimum from exceeding the federal rate. Utah Code § 34-40-104 provides that the state minimum wage does not apply to employees who are entitled to a minimum wage under the Fair Labor Standards Act.
In practice, this means:
- Employees covered by the FLSA receive minimum wage protection through federal law
- The state minimum wage serves as protection for the limited category of employers and employees not covered by federal law
- The applicable rate is $7.25 per hour under both state and federal law
Higher Applicable Rate Rule
The fundamental principle governing minimum wage compliance is that employers must pay whichever rate—federal, state, or local—provides employees the highest hourly wage. This rule ensures workers receive maximum protection under applicable law.
Practical Application in Utah:
- Identify whether the employer and employee are covered by federal law (FLSA)
- Identify whether state law applies (typically only if federal law does not cover the employment relationship)
- Pay at least $7.25 per hour, which represents both the federal minimum and the maximum allowable state minimum under Utah law
Because Utah prohibits local minimum wages and caps the state minimum at the federal rate, the higher rate rule has limited practical significance in Utah. The uniform rate of $7.25 per hour applies throughout the state for covered employment.
Relationship with Federal Overtime Requirements
Utah has no state-specific overtime law. Overtime requirements are governed entirely by the Fair Labor Standards Act, which requires employers to pay covered non-exempt employees overtime at one and one-half times their regular rate for all hours worked over 40 in a workweek.
For employees earning the minimum wage of $7.25 per hour, the overtime rate is $10.88 per hour. Employers must maintain accurate records of hours worked and correctly calculate overtime compensation.
Questions regarding overtime requirements should be directed to the U.S. Department of Labor, Wage and Hour Division at (801) 524-5706 (Utah office) or through the national contact center at 1-866-4US-WAGE.
| Regional Minimum Wage Context | |
|---|---|
| Utah's minimum wage of $7.25 per hour compared to surrounding states (2026) | |
| State | 2026 Rate |
| Utah | $7.25 |
| Arizona | $14.70 |
| Colorado | $14.81 |
| Idaho | $7.25 |
| Nevada | $12.00 |
| New Mexico | $12.00 |
| Wyoming | $7.25 |
Utah’s rate equals the rates in Idaho and Wyoming, which also adopt the federal minimum wage. However, Utah’s rate falls significantly below neighboring Arizona ($14.70), Colorado ($14.81), Nevada ($12.00), and New Mexico ($12.00), all of which have enacted state minimum wages exceeding the federal floor.
The regional variation in minimum wage rates reflects different state policy approaches to wage regulation. States like Colorado and Arizona have implemented annual inflation adjustments to maintain minimum wage purchasing power, while Utah maintains a policy of adopting the federal rate without independent state increases.
Note: Rates shown are standard minimum wages and do not reflect local or industry-specific variations that may exist in other states.
Minimum Wage Posting Requirements
Utah law requires employers to display an official minimum wage notice in a conspicuous location accessible to all employees. The Federal Wage and Hour poster satisfies this requirement for most Utah employers.
Where to obtain required posters:
- Download from Utah Labor Commission UOSH Resources page
- Download federal poster from U.S. Department of Labor
- Available in English and Spanish
Required Posters for Utah Employers: Utah employers must post the following workplace notices:
- Federal Wage and Hour Poster – Contains minimum wage, overtime, and Fair Labor Standards Act information. Download from Utah Labor Commission
- Workers’ Compensation Poster – Required for all Utah employers
- Utah Occupational Safety and Health (UOSH) Poster – Required for all employers
- Unemployment Insurance Notice to Workers – Required for employers subject to unemployment insurance
Posting locations:
The notice must be posted in each workplace location where employees can readily see it, typically:
- Near time clocks
- In break rooms or employee lounges
- Near payroll offices
- At other prominent locations in the workplace
Multiple Locations:
Employers with multiple work sites must post required notices at each location where employees report to work.
Compliance:
Failure to display required posters may result in citations and penalties from the Utah Labor Commission or the U.S. Department of Labor. Employers must update posters when minimum wage rates change or when new posting requirements are established by law.
Language Requirements:
Employers should post notices in languages spoken by employees if a significant portion of the workforce is not proficient in English. Spanish-language versions of required posters are available from the Utah Labor Commission and U.S. Department of Labor websites.
Frequently Asked Questions: Minimum Wage in Utah 2026
What is the minimum wage in Utah in 2026?
The minimum wage in Utah is $7.25 per hour, which matches the federal minimum wage. This rate applies to most covered employees throughout the state, with no geographic or regional variations.
When is the next minimum wage increase in Utah?
No minimum wage increases are currently scheduled in Utah. The rate will remain $7.25 per hour unless changed by future federal legislation, as Utah law prohibits the state minimum wage from exceeding the federal rate.
Does Utah allow tip credit?
Yes, Utah permits employers to pay tipped employees a cash wage of $2.13 per hour, with up to $5.12 in tip credit, provided total compensation reaches $7.25 per hour. Employers must inform employees of tip credit provisions in writing before claiming the credit.
Are there different minimum wages in different cities in Utah?
No, Utah maintains a uniform statewide minimum wage of $7.25. State law prohibits cities and counties from establishing minimum wage rates that exceed the federal minimum wage.
Who is exempt from minimum wage in Utah?
Common exemptions from Utah minimum wage include employees covered by the Fair Labor Standards Act (which provides the same $7.25 rate), executive, administrative, and professional employees meeting salary and duties tests, outside sales employees, certain agricultural workers, and seasonal employees of nonprofit organizations. Independent contractors are not covered.
What happens if an employer pays below minimum wage in Utah?
Employers who pay below minimum wage face back wage liability for unpaid amounts, administrative penalties up to $500 per violation, and potential additional penalties under federal law. Employees can file complaints with the Utah Labor Commission to recover unpaid wages. Utah law prohibits retaliation against workers who report violations.
Do small businesses have to pay minimum wage in Utah?
Yes, all employers in Utah must pay minimum wage regardless of size. Even businesses with one employee must comply with the $7.25 hourly rate if covered by state or federal law. The Fair Labor Standards Act covers most employers with annual gross sales exceeding $500,000 or engaged in interstate commerce.
Is Utah’s minimum wage higher than the federal minimum?
No, Utah’s minimum wage of $7.25 is identical to the federal minimum wage. Utah law adopts the federal rate and prohibits the state minimum from exceeding the federal rate.
How often does Utah increase its minimum wage?
Utah’s minimum wage is set by statute and does not automatically adjust. The Utah Labor Commission reviews the minimum wage at least every three years and whenever the federal minimum wage changes, but cannot set a state rate exceeding the federal minimum. Changes require new federal legislation or state action within statutory limits.
Can employers pay less than minimum wage during training?
Utah permits employers to pay a training wage of $4.25 per hour to workers under age 20 during their first 90 consecutive calendar days of employment. After 90 days or when the employee turns 20 (whichever comes first), employers must pay the full minimum wage of $7.25 per hour.
How to file a minimum wage complaint in Utah
Employees who believe they have not received proper minimum wage compensation may file a wage complaint with the Utah Labor Commission, Utah Antidiscrimination and Labor Division (UALD). Filing methods include:
- Online portal: Utah Labor Commission Wage Claim page
- Phone: (801) 530-6801 or toll-free (800) 222-1238
- Mail: Utah Labor Commission, UALD, 160 East 300 South, 3rd Floor, Salt Lake City, UT 84111
- In-person: At Utah Labor Commission regional offices
The Wage Claim Unit investigates complaints and may recover unpaid wages on behalf of employees. Utah law prohibits employer retaliation against workers who file wage complaints or participate in investigations. Claims must be for wages earned within the past year and for amounts between $50 and $10,000 to qualify for administrative processing.
Do remote workers in Utah get the Utah minimum wage?
Generally, the minimum wage of the jurisdiction where the employee physically performs work applies. Remote workers located in Utah are typically entitled to at least $7.25 per hour (Utah’s minimum wage), even if their employer is based in another state. If the employee works remotely from a state with a higher minimum wage, that state’s higher rate may apply. Employers should consult legal counsel regarding minimum wage obligations for remote workers.
Information Verification Log
All information on this page has been compiled from official government sources and verified for accuracy as of the dates below.
| Source | Last Verified | Full URL |
|---|---|---|
| Utah Code Title 34, Chapter 40 (Utah Minimum Wage Act) | February 4, 2026 | https://le.utah.gov/xcode/Title34/Chapter40/C34-40_1800010118000101.pdf |
| Utah Code § 34-40-103 (Minimum wage) | February 4, 2026 | https://le.utah.gov/xcode/Title34/Chapter40/C34-40-S103_1800010118000101.pdf |
| Utah Code § 34-40-104 (Exemptions) | February 4, 2026 | https://le.utah.gov/xcode/Title34/Chapter40/34-40-S104.html |
| Utah Code § 34-40-106 (Local wage limitations) | February 4, 2026 | https://le.utah.gov/xcode/Title34/Chapter40/34-40-S106.html |
| Utah Labor Commission | February 4, 2026 | https://laborcommission.utah.gov/ |
| Utah Labor Commission – Wage Claim Information | February 4, 2026 | https://laborcommission.utah.gov/divisions/utah-antidiscrimination-and-labor-uald/wage-claim/ |
| Utah Labor Commission – UOSH Resources (Posters) | February 4, 2026 | https://laborcommission.utah.gov/divisions/uosh/uosh-resources/ |
| Utah Administrative Code R610-1 (Minimum Wage Rules) | February 4, 2026 | https://adminrules.utah.gov/public/search/R610-1/ |
| Fair Labor Standards Act (FLSA) | February 4, 2026 | https://www.dol.gov/agencies/whd/flsa |
| U.S. Department of Labor – Minimum Wage Information | February 4, 2026 | https://www.dol.gov/agencies/whd/minimum-wage |
| U.S. Department of Labor – Tipped Employees Fact Sheet | February 4, 2026 | https://www.dol.gov/agencies/whd/fact-sheets/15-flsa-tipped-employees |
| U.S. Department of Labor – Youth Minimum Wage | February 4, 2026 | https://www.dol.gov/agencies/whd/fact-sheets/32-minimum-wage-youth |