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Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. One really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment related laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on your behalf, you’ll need to provide us with some key pieces of information prior to joining our platform. Here are the steps to do that.
Utah - State Unemployment Insurance
Pay Requirements
Utah employers can find the most up-to-date minimum wage requirements from the.
Payment of Wages
The Utah Payment of Wages Act, Utah Code Ann. §34-28, outlines the requirements for paying wages to employees and an employer's responsibilities regarding paydays, final paychecks, electronic payroll deposits, lawful deductions, wage disputes, and payroll records.
Termination
Utah employers should familiarize themselves with specific compliance issues and certain key considerations for terminating employees.
How to file a claim for unemployment insurance benefits
In Utah, if an employee voluntarily resigns, final wages can be issued on the next regularly scheduled payday. For an involuntary termination, all wages must be paid within 24 hours of termination. Exceptions apply for commissioned sales agents.
To schedule a termination payment for a Utah employee who is involuntarily separated, please contact Justworks support.
Disclaimer
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.