Utah Fair Hiring Laws - WorkforceHub
The article explains Utah's fair hiring laws, highlighting that while federal regulations like those enforced by the EEOC and DOL apply nationwide, Utah has specific provisions such as its 2017 ban-the-box law restricting public employers from asking about criminal history before interviews, and that some state laws, like those on age discrimination, align with federal standards, whereas others, like equal pay protections, rely solely on federal law.
Various laws are in effect that impact employment, including some that dictate the regulations around recruiting and hiring new employees. Review our detailed guide to fair hiring laws in Utah and how they differ from federal regulations.
What Are Fair Hiring Laws?
Fair hiring laws are regulations administered federally by the Equal Employment Opportunity Commission (EEOC) and Department of Labor (DOL). They apply across all states in the U.S., although some states have stricter laws in place. More than 180 laws cover workplace activities, protecting more than 165 million workers. Some of these relate to the process of recruiting and hiring new employees.
What Are “Ban-the-Box” Laws?
Ban-the-box laws limit when an employer can ask about a candidate’s criminal history during the hiring process. The term refers to eliminating the box that must be checked on a traditional application when the individual has such a record.
Utah’s ban-the-box law went into effect in 2017. HB 156 restricts public employers from requiring applicants to disclose criminal conviction information prior to conducting a job interview.
Does Utah Have Fair Hiring Laws That Differ from Federal Fair Hiring Laws?
Yes, some of Utah’s fair hiring laws differ slightly from federal law.
Do Utah Hiring Laws Match or Differ from the Federal Equal Pay Act (EPA)?
Utah does not have a standalone law restricting against sex-based wage discrimination. Therefore, the federal law applies to all employers in the state with 2+ employees.
Do Utah Hiring Laws Match or Differ from the Age Discrimination in Employment Act (ADEA)?
The Utah Antidiscrimination Act restricts against age-based discrimination in hiring among applicants age 40 and over. Similar to federal law, it applies with employers with 15+ employees.
Do Utah Hiring Laws Match or Differ from the Americans with Disabilities Act (ADA)?
Utah state law aligns with the federal ADA regarding discrimination based on disability.
Do Utah Hiring Laws Match or Differ from the Genetic Information Nondiscrimination Act (GINA)?
The Genetic Testing Privacy Act (GIPA) is a state law prohibiting employers from using genetic information to make employment decisions.
Do Utah Hiring Laws Match or Differ from Title VII of the Civil Rights Act of 1964?
Although the Utah Antidiscrimination Act shares some protected characteristics with Title VII of the Civil Rights Act of 1964, it also includes a few more. Protections against discrimination based on gender identity, sexual orientation, pregnancy and pregnancy-related conditions, and childbirth are in effect.
Are There Different Fair Hiring Laws in Cities or Municipalities Across Utah?
City agencies in Salt Lake City are restricted from inquiring about salary history.
Related
Hawaii Fair Hiring Laws - WorkforceHub
Hawaii's fair hiring laws, while generally aligned with federal regulations, include unique provisions such as being the first state to implement a ban-the-box law limiting employer consideration of criminal convictions to specific timeframes and expanding protections under equal pay laws to cover substantially similar work, with certain employer exemptions.
Massachusetts Fair Hiring Laws - WorkforceHub
Massachusetts fair hiring laws, which include stricter regulations than federal laws such as prohibiting salary history inquiries until after a job offer with compensation details is made, requiring salary range disclosures for positions at employers with 25+ employees, and enforcing a ban-the-box policy that limits when criminal history can be requested during hiring, provide enhanced protections for job applicants beyond federal standards.
New York Fair Hiring Laws - WorkforceHub
The guide explains that New York's fair hiring laws, including its Equal Pay Act, age discrimination protections, and human rights regulations, are more comprehensive and stricter than federal laws, offering broader protections in areas such as pay equity, age discrimination for all ages, and disability rights, while also addressing specific hiring practices like "ban-the-box" laws.
Georgia Fair Hiring Laws - WorkforceHub
The guide explains that Georgia's fair hiring laws include unique provisions such as the First Offender Act, which seals first-time offenders' criminal records from most background checks and prohibits discrimination against them, and a 2015 ban-the-box law for public sector employers that restricts when criminal history can be considered, highlighting differences from federal regulations enforced by the EEOC and DOL.
West Virginia Fair Hiring Laws - WorkforceHub
The guide explains that West Virginia's fair hiring laws, including its public employer ban-the-box law and the West Virginia Human Rights Act, align with federal regulations but have specific differences such as applying to employers with 12 or more employees and providing enhanced protections under the state's Equal Pay for Equal Work Act, which allows claims for unpaid wages, additional damages, and attorney fees.
Vermont Fair Hiring Laws - WorkforceHub
The Vermont Fair Hiring Laws, governed by the Vermont Fair Employment Practices Act (FEPA), include state-specific provisions such as a "Ban-the-Box" law restricting when employers can inquire about criminal history, and enhanced equal pay protections that prohibit wage discrimination based on sex or gender identity, going beyond federal regulations like the Equal Pay Act.