Utah Leaves & Pregnancy Accommodation

Utah does not mandate paid sick leave (and preempts cities from requiring it) and has no state family-and-medical-leave law. Extended leave runs through the federal FMLA (50+ employees) and accommodation through the ADA and the UADA.

Under Utah Code § 34A-5-106(1)(g), an employer with 15+ employees must reasonably accommodate pregnancy, childbirth, breastfeeding, and related conditions unless it shows undue hardship, may not force termination where an accommodation exists, and must post written notice of these rights. The federal PWFA and PUMP Act apply alongside it.

Utah requires up to two hours of paid voting leaveif the employee lacks three consecutive non-working hours while polls are open (§ 20A-3a-105). And distinctively, private employers are notrequired to accommodate medical-cannabis cardholders and may keep zero-tolerance policies (§ 26B-4-207).

Post the pregnancy-accommodation notice and run a real interactive process for pregnancy and disability requests, administer FMLA correctly if you hit 50 employees, and remember a voluntary PTO policy can become an enforceable promise — draft it carefully.