Sick Leave for Utah Employees: What You Need to Know in 2025
Ever woken up in Salt Lake City with a fever that makes Temple Square look hazy, or caught a cold while working in Park City that not even the Greatest Snow on Earth could cure? Whether you're working in tech along the Silicon Slopes, mining in Price, or serving tourists in Moab, understanding Utah's approach to sick leave is as essential as carrying water in the desert.
Here's what makes Utah's approach clear: Like our wide-open spaces, Utah keeps regulations minimal. The state doesn't require private employers to provide paid sick leave - a policy as straightforward as the Great Salt Lake is salty.
Utah does not have a statewide law requiring private-sector employers to provide paid or unpaid sick leave. However, many employers voluntarily offer sick leave as part of their benefits packages. Additionally, public-sector employees often have structured sick leave benefits, and federal protections like the Family and Medical Leave Act (FMLA) apply to eligible workers.
Here’s a comprehensive guide to sick leave in Utah in 2025.
Key Objectives:
Does Utah Require Paid Sick Leave?
No. Utah does not have a statewide law requiring private-sector employers to provide sick leave. Employers are not legally required to offer paid or unpaid sick leave unless:
- They voluntarily provide it as part of their company policy.
- The employee qualifies for federal protections under FMLA.
Public-sector employees, such as state government workers, generally receive structured sick leave benefits under Utah’s employment policies.
Federal Protections for Sick Leave
Utah employees may qualify for unpaid, job-protected leave under the Family and Medical Leave Act (FMLA).
FMLA Overview
- Eligibility: Employees must work for an employer with 50 or more employees, have worked for at least 12 months, and have logged at least 1,250 hours in the previous year.
- Leave Benefits: Provides up to 12 weeks of unpaid, job-protected leave per year.
FMLA covers leave for:
- Personal serious health conditions.
- Caring for a spouse, child, or parent with a serious health condition.
- The birth, adoption, or foster placement of a child.
- Certain military caregiving needs.
For more information, visit the U.S. Department of Labor.
Employer Practices for Sick Leave in Utah
Although not legally required, many Utah employers voluntarily offer sick leave or Paid Time Off (PTO). Common practices include:
- Accrual-Based Systems: Employees accrue 1 hour of leave for every 30 to 40 hours worked, depending on the employer’s policy.
- PTO Banks: Some employers combine vacation, sick leave, and personal days into a single PTO policy.
- Carryover Policies: Some employers allow unused sick leave to roll over into the next year, but this is not required by law.
Employees should check their employer’s handbook for details on sick leave accrual, usage, and carryover rules.
When Can Sick Leave Be Used?
The specific uses of sick leave depend on an employer’s policies, but common uses include:
- Personal Illness or Injury: Recovering from illness, injury, or attending medical appointments.
- Family Care: Caring for a sick family member.
- Preventive Care: Routine checkups, screenings, or vaccinations.
- Domestic Violence Recovery: Some employers allow sick leave to address needs related to domestic violence, sexual assault, or stalking.
Covered family members may include:
- Spouses or domestic partners.
- Children (biological, adopted, foster, or stepchildren).
- Parents, grandparents, and siblings.
Public-Sector Employees in Utah
Public-sector employees in Utah, such as state workers, typically have access to structured sick leave benefits, including:
- Accrual: Full-time state employees accrue 4 hours of sick leave per biweekly pay period, totaling 12 days per year.
- Carryover: Unused sick leave can accumulate indefinitely and may count toward retirement benefits.
- Usage: Sick leave may be used for personal illness, family care, or preventive medical care.
State employees should refer to the Utah Department of Human Resource Management (DHRM) or their agency’s HR policies for details.
COVID-19 and Sick Leave in Utah
Federal COVID-19-specific leave mandates, such as those under the Families First Coronavirus Response Act (FFCRA), have expired. However, some Utah employers may allow employees to use accrued sick leave for COVID-19-related reasons, including:
- Testing, treatment, or recovery from COVID-19.
- Quarantine or isolation due to exposure.
- Caring for a family member affected by COVID-19.
Some employers may still offer flexible sick leave policies for COVID-19-related absences.
Key Considerations for Employers in Utah
Even though Utah does not mandate sick leave, employers can benefit from offering it. Providing sick leave can:
- Attract and Retain Talent: Competitive benefits help employers recruit skilled workers.
- Promote Workplace Health: Sick leave helps reduce the spread of illness in the workplace.
- Boost Productivity and Morale: Employees who feel supported are more engaged and less likely to leave.
Employers should document sick leave policies in their employee handbooks and ensure compliance with federal FMLA requirements.
FAQs About Sick Leave in Utah
Q: Can an employer require a doctor’s note?
A: Yes. Utah employers can request documentation, such as a doctor’s note, for extended absences (typically after three consecutive days of sick leave).
Q: Are part-time or temporary employees eligible for sick leave?
A: It depends on the employer’s policy. Utah law does not require sick leave for part-time or temporary workers, but many employers voluntarily offer it.
Q: What happens to unused sick leave?
A: Employers are not required to allow sick leave to carry over unless their policy specifies otherwise. Public-sector employees can accumulate sick leave indefinitely.
Common Misconceptions About Sick Leave in Utah
- “Utah requires all employers to provide paid sick leave.”
False. Utah does not have a statewide sick leave mandate for private-sector employees.
- “Employers must pay out unused sick leave when an employee leaves.”
False. Employers are not required to pay out unused sick leave unless their company policy states otherwise.
- “Employers can deny sick leave if it’s inconvenient.”
False. If an employer offers sick leave, they must follow their own policy and cannot discriminate against employees who use it.
Why Sick Leave Matters
Sick leave is an important benefit that allows employees to recover from illness and care for family members without financial stress. For employers, providing sick leave helps reduce turnover, improve morale, and foster a healthier workplace.
Final Thoughts
Understanding your sick leave rights in Utah can feel like hiking the Narrows - it helps to know the terrain. Whether you're an employee trying to understand your benefits or an employer looking to create supportive policies, staying informed is crucial.
If you're a business looking to navigate Utah's employment landscape while expanding your workforce, consider partnering with an Employer of Record (EOR) service. They can help manage your HR compliance, payroll, and benefits administration while you focus on growing your business. Learn more about EOR services and how they can simplify your employment needs at TCW Global's EOR solutions.
Remember, while Utah may not mandate paid sick leave, creating supportive time-off policies isn't just good for employees - it's good for business. Like our state motto "Industry," a healthy workforce drives prosperity.
Need specific guidance? Consider consulting with your HR department, reviewing your employee handbook, or speaking with an employment law professional who understands Utah's unique business environment.
While Utah does not mandate statewide sick leave, many employers offer voluntary sick leave policies. Public-sector employees receive structured sick leave benefits, and federal protections like FMLA provide additional support for eligible workers.
For more information, visit:
- U.S. Department of Labor
- Utah Department of Human Resource Management (DHRM)
- Consult your employer’s handbook or HR department for specific policies on sick leave benefits.
