Utah Return to Office Mandate 2026

What is Utah’s return to office mandate?

Utah does not have a comprehensive statewide return to office mandate. No executive order or legislative statute requires private sector employers or state agencies to mandate return to office. Governor Cox has indicated that state employee remote work policies are under review, with many state agencies requiring employees to be in the office at least two days per week as of early 2025, but no final comprehensive mandate has been issued. Private sector employers operate under at-will employment principles without specific state requirements regarding workplace location.

Source: Governor’s Office statements, January 2025
Available through: Utah government press releases

Does Utah’s state employee return to office policy apply to private employers?

No. Any return to office policies or requirements for Utah state employees do NOT apply to private sector employers. Private sector employers in Utah are not subject to state mandates regarding workplace location or remote work policies. Private employers operate under the at-will employment framework and may establish their own workplace policies, subject to anti-discrimination laws, reasonable accommodation requirements, and contractual obligations.

Source: Utah employment law framework
Reference: Utah Code Ann. §34A-5-101 et seq. (applies only non-discrimination requirements, not location mandates)

Can my employer force me back to the office in Utah?

Generally, yes, unless you have a contract, collective bargaining agreement, or are entitled to a reasonable accommodation. Utah follows the at-will employment doctrine, which means employers can generally change terms and conditions of employment, including workplace location requirements, and employees can be terminated for refusing to comply with lawful workplace policies. However, employers must provide reasonable accommodations for disabilities, pregnancy, and religious beliefs where required, and cannot discriminate based on protected characteristics when implementing return to office policies.

Exceptions:

• Written employment contracts specifying remote work
• Collective bargaining agreements addressing workplace location
• Reasonable accommodation requirements for disabilities or pregnancy
• Implied contracts based on employer representations
• Public policy violations

Source: Utah at-will employment doctrine and Utah Antidiscrimination Act
Reference: Utah Code Ann. §34A-5-101 et seq.

What are my accommodation rights under Utah law?

Under the Utah Antidiscrimination Act and federal ADA, employers with 15 or more employees must provide reasonable accommodations for qualified individuals with disabilities unless doing so would create an undue hardship. Reasonable accommodations may include modifications to workplace policies, schedules, or location to enable individuals with disabilities to perform essential job functions. Remote work or telework may be a reasonable accommodation for some disabilities. Employers must engage in an interactive process with employees requesting accommodations.

Protected Accommodation Rights:

• Disability accommodations (Utah Antidiscrimination Act and ADA)
• Pregnancy, childbirth, and breastfeeding accommodations (Utah Code §34A-5-106(1)(e))
• Religious accommodations (Utah Antidiscrimination Act and Title VII)

Process: Notify employer of need for accommodation, engage in interactive process, employer assesses and implements reasonable accommodation absent undue hardship.

Source: Utah Code Ann. §34A-5-102, §34A-5-106; 42 U.S.C. §12101 et seq.
Available at: https://le.utah.gov/xcode/Title34A/Chapter5/

How do I file a discrimination complaint in Utah?

To file an employment discrimination complaint in Utah, you have two options: file with the Utah Antidiscrimination and Labor Division (UALD) or the Equal Employment Opportunity Commission (EEOC). Both agencies have a work-sharing agreement allowing dual filing.

UALD Filing Process:

• Deadline: Within 180 days of the last discriminatory act
• Online: My LC Portal at https://laborcommission.utah.gov
• Phone: (801) 530-6801
• In Person: 160 East 300 South, 3rd Floor, Salt Lake City, UT 84111
• Process: Complete Employment Discrimination Intake Questionnaire, sign charge before notary (free service available), charge is officially filed and dual-filed with EEOC

EEOC Filing Process:

• Deadline: Within 300 days of the last discriminatory act
• Online: https://publicportal.eeoc.gov
• Phone: 1-800-669-4000
• Process: Complete intake questionnaire, schedule interview (phone, video, or in-person)

Source: UALD and EEOC
Available at: https://laborcommission.utah.gov and https://www.eeoc.gov

Can I request remote work as a reasonable accommodation?

Yes, employees may request remote work or telework as a reasonable accommodation for a disability. According to EEOC guidance applicable in Utah, an employee with a disability may be entitled to telework as a reasonable accommodation, even if the employer does not offer telework to other employees. The COVID-19 pandemic demonstrated that many jobs can be performed remotely, which may strengthen claims that remote work is feasible for certain positions.

Requirements:

• You must have a disability as defined by the ADA
• You must be a qualified individual able to perform essential job functions with or without accommodation
• Remote work must be a reasonable accommodation (not creating undue hardship)
• You must engage in the interactive process with your employer

Employer Evaluation: Employers will consider whether remote work would enable you to perform essential functions, whether it creates undue hardship, and whether other accommodations could be effective.

If Denied: If your employer denies a remote work accommodation request, you may file a complaint with UALD or EEOC.

Source: EEOC Work at Home/Telework as a Reasonable Accommodation
Available at: https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation

What is Utah’s Antidiscrimination Act?

The Utah Antidiscrimination Act is Utah’s primary state law prohibiting employment discrimination. Enacted in 1965 as the Utah Fair Employment Practice Act, the law prohibits discrimination in employment based on race, color, religion, sex, pregnancy, childbirth, pregnancy-related conditions, age (40 and older), national origin, disability, sexual orientation, and gender identity. The Act applies to employers with 15 or more employees and is enforced by the Utah Antidiscrimination and Labor Division of the Utah Labor Commission.

Key Provisions:

• Prohibits discriminatory hiring, firing, promotion, demotion, and compensation practices
• Requires reasonable accommodations for disabilities and pregnancy
• Prohibits retaliation for asserting rights or participating in investigations
• Provides enforcement through administrative complaints and adjudication

Citation: Utah Code Ann. §34A-5-101 et seq.
Enforcement Agency: Utah Antidiscrimination and Labor Division
Available at: https://le.utah.gov/xcode/Title34A/Chapter5/

Where do I file an EEOC complaint in Utah?

Utah does not have a local EEOC office. Utah is served by the EEOC’s Phoenix District Office, with the Denver Field Office being geographically closer.

Filing Options:

• Online: https://publicportal.eeoc.gov (recommended)
• Phone: 1-800-669-4000 (toll-free)
• TTY: 1-800-669-6820

Phoenix District Office:
3300 North Central Avenue, Suite 690
Phoenix, AZ 85012
Coverage: Arizona, Colorado, Utah, Wyoming, parts of New Mexico

Denver Field Office (closer):
950 17th Street, Suite 300
Denver, CO 80202
Phone: (720) 779-3610
Email: info.dfo@eeoc.gov

Preferred Method: Use the online Public Portal to schedule an intake appointment by telephone, video, or in-person at Denver office if you wish to travel.

Source: EEOC
Available at: https://www.eeoc.gov/field-office

What is at-will employment in Utah?

At-will employment is the default employment relationship in Utah. Under at-will employment, either the employer or the employee can terminate the employment relationship at any time, for any legal reason, or for no reason at all, without advance notice. This doctrine gives both parties flexibility but means employers can change workplace policies, including requiring return to office, and terminate employees who refuse to comply.

Exceptions to At-Will Employment:

• Public Policy Exception: Cannot terminate for reasons violating public policy (e.g., refusing to break the law, exercising legal rights like voting or jury duty)
• Implied Contract Exception: Cannot terminate contrary to implied contracts created by handbooks, oral promises, or course of dealing
• Discrimination Exception: Cannot terminate based on protected characteristics (race, color, religion, sex, age, disability, etc.)
• Retaliation Exception: Cannot terminate for asserting legal rights or participating in protected activities

Source: Utah case law and statutory provisions
Key Case: Berube v. Fashion Centre, 771 P.2d 1033 (Utah 1989)
Reference: Utah Labor Commission guidance

What is the difference between state employee and private sector RTO requirements in Utah?

State Employees:

• Subject to policies set by Governor, Department of Government Operations, and individual agencies
• Currently many agencies require at least 2 days per week in office
• Policies may change based on executive direction
• No formal comprehensive mandate issued as of January 2026
• Policies are evolving and under review

Private Sector Employees:

• NOT subject to any state RTO mandate or requirement
• Employers have discretion to set workplace policies under at-will employment
• Subject only to contractual obligations, collective bargaining agreements, and accommodation requirements
• Must comply with anti-discrimination laws when implementing policies

Common Requirements for Both:

• Reasonable accommodation for disabilities
• Anti-discrimination protections
• Anti-retaliation protections
• Pregnancy accommodations

Source: Utah employment law framework
Reference: Utah Code Title 34A (Labor Code), Governor’s Office policies

Are there any pending RTO bills in the Utah Legislature?

As of January 3, 2026, searches of the Utah Legislature website reveal no pending legislation specifically addressing return to office mandates for either state employees or private sector employers.

2026 General Session: Begins January 20, 2026 and runs through March 6, 2026

How to Monitor: Visit https://le.utah.gov for bill tracking and updates

Search Terms to Track:

• “Return to office”
• “Remote work”
• “Telework”
• “Workplace location”

Current Status: No identified pending legislation on RTO mandates

Source: Utah State Legislature
Available at: https://le.utah.gov

How does Utah regulate remote work?

Utah does not have specific statutes or regulations governing remote work for private sector employers. Remote work arrangements are governed by:

General Employment Law Framework:

• At-will employment doctrine (allows employers to set workplace policies)
• Anti-discrimination laws (employers cannot discriminate in remote work policies)
• Reasonable accommodation requirements (may require remote work as accommodation)
• Contract law (written agreements or collective bargaining agreements control)
• Workers’ compensation (applies to home-based work injuries in some circumstances)
• Wage and hour laws (apply regardless of work location)

State Employee Remote Work: Governed by executive branch policies set by Governor and agency directors, not by statute.

No Specific Requirements: Utah has not enacted “right to remote work” legislation or employer mandates regarding remote work availability.

Source: Utah employment law framework
Reference: Utah Code Title 34, Title 34A

What should I do if my employer denies my accommodation request?

If your employer denies your request for a reasonable accommodation, including a request for remote work, you have several options:

Step 1 – Request Written Explanation: Ask your employer to provide in writing the reasons for denying the accommodation.

Step 2 – Review the Denial: Consider whether:

• The employer engaged in good faith interactive process
• The employer considered alternative accommodations
• The employer’s stated reason for denial is legitimate (e.g., undue hardship)

Step 3 – Propose Alternatives: Suggest alternative accommodations that might address your needs.

Step 4 – Internal Appeal: If your employer has an internal complaint or appeal process, use it.

Step 5 – File External Complaint: If internal processes fail or are unavailable, file a complaint:

Utah Antidiscrimination and Labor Division:

• Deadline: 180 days from denial
• File at: https://laborcommission.utah.gov
• Phone: (801) 530-6801

EEOC:

• Deadline: 300 days from denial
• File at: https://publicportal.eeoc.gov
• Phone: 1-800-669-4000

Step 6 – Consult Attorney: Consider consulting an employment attorney for advice on your specific situation.

Source: UALD and EEOC procedures
Available at: https://laborcommission.utah.gov and https://www.eeoc.gov

Can my employer require a doctor’s note for remote work accommodation?

Yes, employers can request medical documentation to support a request for reasonable accommodation. According to EEOC guidance applicable in Utah, when an employee’s disability or need for accommodation is not obvious, employers may request reasonable documentation about the disability and functional limitations.

What Employers Can Request:

• Information about the nature of the disability
• How the disability limits major life activities or job functions
• Why the requested accommodation is needed
• How the proposed accommodation will be effective

What Employers Cannot Request:

• Complete medical records
• Unrelated medical information
• Information beyond what is necessary to establish disability and need for accommodation

Employee Responsibility: Employees should cooperate with reasonable documentation requests. Failure to provide requested documentation may result in denial of the accommodation request.

Source: EEOC Enforcement Guidance
Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-disability-related-inquiries-and-medical-examinations-employees

Does Utah have a “right to request” remote work law?

No. Utah has not enacted legislation creating a “right to request” flexible working arrangements or remote work. Employees do not have a statutory right to request remote work, and employers are not required to have formal processes for considering such requests (except in the context of reasonable accommodation for disabilities).

Contrast with Some Other Jurisdictions: Some states and countries have enacted “right to request” laws requiring employers to consider and respond to flexible work requests. Utah has not enacted such legislation.

Current Framework: Remote work requests in Utah are governed by:

• Employment contracts (if they address remote work)
• Employer policies (which employers may choose to establish)
• Reasonable accommodation requirements (for disabilities or other protected needs)
• At-will employment principles (employers may grant or deny requests at discretion)

Source: Utah employment law
Available at: https://le.utah.gov