Utah labor laws largely follow the federal Fair Labor Standards Act (FLSA) when it comes to overtime pay. Thus, employers and employees need to be aware of specific compliance obligations—especially regarding recordkeeping, exemptions, and proper overtime calculation.
This guide breaks down the key rules, exceptions, and methods for calculating overtime in Utah—supported by official federal and state-level provisions.
This Article Covers:
Understanding Overtime in Utah
- Which Overtime Laws Apply in Utah?
- How are Overtime Laws in Utah Different from Federal Laws?
- What is the Regular Rate of Pay in Utah?
- How Much is Overtime Pay in Utah?
- Who is Eligible for Overtime Pay in Utah?
- Who is Exempt from Overtime Pay in Utah?
Overtime for Hourly Rate and Salaried Employees in Utah
- How Do You Calculate Overtime for Hourly Employees in Utah?
- How is Overtime Calculated for Salaried Employees in Utah?
Overtime for Complex Pay Structures in Utah
- How Do You Calculate Overtime for Piece Rate or Commission Employees in Utah?
- How Do You Calculate Overtime with Multiple Pay Rates in Utah?
Additional Considerations for Utah Overtime
- Are there Industry-Specific Overtime Rules in Utah?
- Do Employees in Utah Get Extra Overtime Pay for Working on Sundays or Holidays?
- How can Employers Ensure Compliance with Utah Overtime Laws?
Understanding Overtime in Utah
Which Overtime Laws Apply in Utah?
Utah overtime laws follow the Fair Labor Standards Act (FLSA) as the default standard. This means non-exempt employees must be paid at least 1.5 times their regular rate for hours worked over 40 in a single workweek.
How are Overtime Laws in Utah Different from Federal Laws?
Utah overtime laws largely mirror the FLSA, with no separate state statute for most workers.
For state government employees, agencies may implement administrative procedures—such as requiring prior approval before working overtime—but these do not override federal law.
Employees must still be compensated for all qualifying overtime under FLSA, regardless of agency approval policies.
What is the Regular Rate of Pay in Utah?
In Utah, the “regular rate of pay” includes all compensation for employment—such as hourly wages, salaries, non-discretionary bonuses, and commissions. This rate is used to calculate overtime and must not fall below the federal minimum wage. It serves as the foundation for determining time-and-a-half pay for any hours worked beyond 40 in a workweek.
How Much is Overtime Pay in Utah?
Utah overtime laws require non-exempt employees to be paid 1.5× their regular rate of pay for all hours worked over 40 in a single workweek.
Additionally, Utah does not mandate daily limits, but weekly compliance is legally required.
To learn more, explore our guide on Utah overtime laws.
Who is Eligible for Overtime Pay in Utah?
In Utah, most non-exempt employees are eligible for overtime pay when they work over 40 hours in a 7-day workweek. This includes hourly, salaried, and commissioned workers—provided they don’t meet exemption criteria under the FLSA and are older than 16.
Only hours actually worked count toward overtime—paid leave, holidays, or on-call time (unless actively worked) are excluded from the 40-hour threshold.
Who is Exempt from Overtime Pay in Utah?
Utah follows the federal FLSA exemption criteria for salaried employees. Employees may be exempt from overtime if they meet both the salary threshold and duties test. Common exemptions include:
- Executive employees earning at least $684/week who manage a department, direct two+ employees, and influence hiring/firing
- Administrative employees doing office or non-manual work tied to business ops, using independent judgment
- Professional employees doing intellectual work requiring advanced knowledge, earning at least $684/week
- Creative professionals whose main work involves originality or talent in a recognized field
- Computer employees earning $684/week (salary) or $27.63/hour, working in programming or systems roles
- Outside sales employees regularly working offsite with sales as their primary duty
- Highly compensated employees earning $107,432/year+ who perform at least one exempt-level duty
- Manual laborers, blue-collar workers, and first responders (e.g. police, EMTs, firefighters) are not exempt regardless of pay
For more details, view the FLSA Fact Sheet #17A.
Learn more about Utah Salaried Employees Laws.
Overtime for Hourly Rate and Salaried Employees in Utah
How Do You Calculate Overtime for Hourly Employees in Utah?
In Utah, overtime for hourly non-exempt employees is based on hours worked beyond 40 in a single 7-day workweek.
To calculate overtime:
| 1. Determine total weekly compensation (excluding statutory exclusions) |
| 2. Divide by total hours worked to find the regular hourly rate |
| 3. Multiply any hours over 40 by 1.5× that rate |
For example, if an hourly worker earns $18/hour and works 45 hours in a week:
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To learn more, you can read our guide on your rights as an hourly employee in Utah.
How is Overtime Calculated for Salaried Employees in Utah?
For non-exempt salaried employees, Utah uses the same FLSA-compliant formula to calculate the regular hourly rate:
| 1. Convert annual salary to weekly pay: divide by 52. |
| 2. Find hourly rate: divide weekly salary by 40. |
| 3. Calculate overtime: multiply any hours worked over 40 by 1.5× the hourly rate. |
Take the example of a salaried employee earns $1,000/week and works 47 hours:
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Like with hourly employees, salaried workers must be paid for all overtime unless they meet exemption criteria. Approval may be required, but pay cannot be withheld for overtime hours actually worked.
For more details, check out our guide on your rights as a salaried employee in Utah.
Overtime for Complex Pay Structures in Utah
How Do You Calculate Overtime for Piece Rate or Commission Employees in Utah?
In Utah, overtime for employees paid on a piece-rate or commission basis must follow the federal FLSA method:
Method: Total Earnings Divided by Total Hours Worked
To calculate the regular rate, divide total weekly compensation (excluding statutory exclusions) by total hours actually worked in that week. Then, apply the 1.5× multiplier for each hour worked over 40.
For example, an employee earns $600 from piecework in a week where they worked 45 hours:
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The total compensation used must reflect actual remuneration for hours worked.
How Do You Calculate Overtime with Multiple Pay Rates in Utah?
In Utah, overtime calculations for employees working at multiple pay rates in the same workweek follow the weighted average method under the FLSA.
This method ensures employees receive fair overtime compensation based on their actual earnings across all roles during the week.
To calculate:
| 1. Multiply hours worked at each pay rate to find total weekly earnings. |
| 2. Add all earnings together. |
| 3. Divide by total hours worked to find the weighted average hourly rate. |
| 4. Apply 1.5× this rate to all hours worked over 40. |
Take an example of an employee who works two different roles in one workweek:
- 30 hours at $20/hour = $600
- 15 hours at $15/hour = $225
The calculation will be something like this:
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This $18.33 per hour serves as the regular rate for calculating overtime pay in Utah. Any hours worked beyond 40 in the same workweek must be paid at 1.5 times this weighted average rate.
Additional Considerations for Utah Overtime
Are there Industry-Specific Overtime Rules in Utah?
Yes. Public safety, fire protection, and correctional employees in Utah may follow different overtime thresholds under authorized 14- or 28-day work periods. Agencies can set specific caps, such as 171 hours over 28 days for law enforcement or 212 hours for firefighters, in line with federal FLSA and Utah Admin Code.
Do Employees in Utah Get Extra Overtime Pay for Working on Sundays or Holidays?
No. Utah does not mandate additional pay for work on Sundays or holidays unless the total hours exceed 40 in a workweek. While some employers may offer premium pay by policy or contract, it is not required under federal law, which Utah follows.
How can Employers Ensure Compliance with Utah Overtime Laws?
Employers—especially in the public sector—must track actual hours worked (excluding leave and holiday time), obtain prior approval for overtime, and classify employees correctly as exempt or non-exempt. Internal policies must align with state standards and federal FLSA rules.
Compensatory time must be tracked carefully, and excess or lapsed hours must be handled according to the rules. Accurate timekeeping, clear documentation, and adherence to preauthorization protocols are essential for compliance.
Important Cautionary Note
This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.
