The Utah overtime rule this calculator models
Utah has no independent private-sector daily overtime rule; the verified state source points workers to the federal FLSA weekly-40 overtime rule, and this calculator uses that weekly threshold. The calculator pays straight time for all entered hours, then adds the overtime premium only for hours above the verified threshold. That structure prevents stacking two overtime premiums on the same hour.
Basic formula
Worked example
One weekly-overtime week
What this does not determine
- Whether the worker is exempt from state or federal overtime.
- Whether the employer is covered by the state rule, the federal FLSA, or both.
- Whether bonuses, commissions, multiple rates, or tip credits require a different regular-rate analysis.
- Whether public-sector, agricultural, retail, seasonal, collective-bargaining, or industry-specific exceptions apply.
- Whether a wage claim is timely or which agency process a worker should choose.
State-specific source notes
- Statute/source anchor: Utah Code § 34-40-103 and § 34-40-106; Utah Labor Commission wage-claim guidance for FLSA baseline.
- Agency and wage-claim process: Utah Labor Commission, Utah Antidiscrimination and Labor Division. GAP — UALD wage-claim pages were not fully extracted in the verified research; this page marks the process unknown rather than inventing a deadline.
- Neighbor contrast: Colorado has daily and consecutive-hours overtime triggers under COMPS; Utah has no independent daily overtime requirement.
Sources and verification
The threshold, multiplier, and source link are read from src/data/states.json. Values marked unverified render no calculator. The calculation was checked with a Node test for Utah covering no overtime, overtime above the weekly threshold, additional includable pay, nonnegative inputs, and visible DOM output. Primary source: Utah overtime source.
Utah overtime law: FLSA-only state with one of the nation's strongest local preemption statutes
Utah has no independent state overtime statute. All overtime rights come from 29 U.S.C. § 207. Utah Code § 34-40-103 explicitly caps the Utah minimum wage at the federal minimum — the state rate cannot exceed $7.25 as a matter of Utah law. This is not passivity; it is a deliberate statutory ceiling. Utah Code § 34-40-106 then preempts local governments from setting any minimum wage above the state/federal floor, including preferences in government contracts — one of the most comprehensive preemption provisions in the country.
Wage and hour enforcement in Utah falls under the Utah Labor Commission, Utah Antidiscrimination and Labor Division (UALD) (laborcommission.utah.gov). UALD enforces Utah's Payment of Wages Act (Utah Code § 34-28) for final paycheck and wage payment disputes. For FLSA overtime violations, the U.S. DOL Wage and Hour Division is the enforcement path.
Utah has no paid sick leave mandate, no daily overtime rule, no seventh-consecutive-day premium, and no local wage tiers — it is one of the most uniform and FLSA-dependent states for workers' wage rights.
How does Utah compare to its neighbors? Colorado, to the east, has COMPS Order #40 (7 CCR 1103-1, Rule 4.1.1): three overtime triggers (weekly-40, daily-12, consecutive-12 hours), a CPI-indexed minimum wage of $15.16/hr in 2026, and sick leave. Nevada, to the west, has NRS 608.018 (daily overtime after 8 hours for workers below $18.00/hr) and a $12.00 minimum wage effective July 1, 2026. Arizona, to the south, has Proposition 206 creating a $15.15/hr minimum wage — no daily overtime. Wyoming, to the northeast, has a sub-federal $5.15 state minimum wage and no state overtime. Utah sits among neighbors with far more protective frameworks (Colorado, Nevada) and less protective ones (Wyoming).