The Utah Business and Employment Lawyer

  Since 1993, the Family and Medical Leave Act ("FMLA") has served as the baseline for balancing the competing demands of a modern workplace with the essential health and care needs of families . Yet, decades after its enactment, its complex web of regulations, strict notice timelines, and intricate intersection with other employment laws remain a frequent source of confusion and costly litigation. Often, FMLA requirements intersect directly with other laws, such as the Americans with Disabilities Act (ADA), or state workers' compensation laws, adding more complexity to leave administration. Below, we cover the general standards of the FMLA. Which employers are covered by the FMLA?  Private employers are covered under the FMLA is they have (50)  or more employees on the payroll during twenty or more calendar workweeks in either the current or the preceding calendar year . This headcount rule operates alongside a strict geographic boundary requiring those fifty indivi...

  In March 2026, Utah's governor signed S.B. 111, the Veterinary Post-employment Amendments, into law. This law enacts meaningful changes to Utah's restrictive covenant law for veterinarians in Utah, with its key provisions going into effect on May 6, 2026. S.B. 111, titled Veterinary Post-employment Amendments, reflects a growing policy trend in Utah limiting the enforceability of non-compete agreements arising out of employment for licensed professionals in Utah. The new law prohibits the use of post-employment non-compete agreements entered into on or after May 6, 2026, that restrict a veterinarian from practicing after separation from employment. It also places strict prohibitions on non-solicitation provisions and non-disclosure clauses that would prevent a departing veterinarian from discussing their work experience. Furthermore, the statute explicitly voids out-of-state forum selection clauses designed to bypass Utah's new restrictions. A notable exception under the ...

  On March 24, 2026 Utah's governor signed  H.B. 270, the Healthcare Worker Post-Employment Amendments, into law. This law enacts meaningful changes to Utah's restrictive covenant law for healthcare providers in Utah. H.B.  270, titled Healthcare Worker Post-Employment Amendments, reflects a growing policy trend in Utah limiting the enforceability of non-compete agreements arising out of employment for licensed healthcare professionals in Utah.  The new law prohibits the use of post-employment non-compete agreements that restrict a "healthcare worker" from practicing within the scope of their license after separation from employment. It also places limits on certain non-solicitation provisions, particularly those that would prevent a departing provider from communicating with patients about continued care or a new practice location.  The definition of “healthcare worker” under the statute is notably broad and extends well beyond physicians. It encompasses indivi...

  The Fair Labor Standards Act ("FLSA") requires the payment of 1.5 times an employee's normal hourly rate for each hour worked in excess of 40 hours in any workweek. FLSA's overtime requirements remain a critical cornerstone of employment law, yet they continue to be one of the most frequent sources of litigation for both employers and employees in 2026. At Stavros Law, we recognize that the landscape of wage and hour compliance is often shaped by a misunderstanding of the fundamental rule of the FLSA: unless specifically classified as exempt, every employee must receive overtime pay for all hours worked exceeding 40 in a single workweek at a rate no less than 1.5 times their regular pay. It is equally important for both parties to understand what FLSA does not require. For instance, federal law does not mandate extra pay for weekend or night work, nor does it require payment for time not worked, such as vacations, sick leave, or holidays. These benefits, along with ...

  In  employment law, “national origin discrimination” is most often associated with the protection of immigrants and foreign nationals from countries outside of the United States. But, of course, the protections under Title VII also apply to employees who originate from the United States. The U.S. Equal Employment Opportunity Commission (EEOC) issued guidance late last year on discrimination against U.S. workers. See  EEOC Guidance . The guidance notes that under Title VII of the Civil Rights Act of 1964, safeguards against national origin discrimination extend to all applicants and employees, including U.S. citizens and American workers. The EEOC explicitly states that it is illegal to treat workers unfavorably because they are from the United States. This form of discrimination frequently arises when employers demonstrate a preference for foreign workers, such as those holding specific visa statuses like H-1B, over qualified American workers. While sponsoring visas rem...