Utah New-Hire Onboarding Checklist

Complete the federal Form I-9 (edition 01/20/2025) for every new hire, and if you have 150+ employees, run new hires through E-Verify under the Private Employer Verification Act (see our Utah E-Verify guide).

Utah's Employment Selection Procedures Act restricts requesting an applicant's Social Security number, date of birth, or driver-license number before a job offer(Utah Code § 34-46-201), and the Internet Employment Privacy Act bars demanding access to personal social-media accounts (§ 34-48-201). Collect that information after the offer.

Report the new hire to the state, collect the federal W-4and Utah withholding election, and post the Utah Labor Commission / UALD notices, the UOSH job-safety poster, and workers'-comp notices — plus the federal posters (FLSA, EEOC, FMLA at 50+, OSHA, USERRA, EPPA).

A Utah handbook should carry a clear at-will disclaimer, an anti-harassment/anti-retaliation policy, a pregnancy-accommodation policy, and (if you use restrictive covenants) agreements that respect the one-year non-compete cap. Keep signed acknowledgments.

Hold SSN/DOB/driver-license requests until after the offer, complete I-9s (and E-Verify if covered), preserve at-will language, and verify your poster set against the Utah Labor Commission each year.