Utah Leave of Absence (FMLA) laws & compensation compliance analysis

Utah Leave of Absence (FMLA): What you need to know

Some states have comprehensive laws that require employers to grant employees time off for the birth or adoption of a child or to care for a family member with a serious illness, but Utah does not have such a law. However, Utah employers with 50 or more employees are covered by the federal Family and Medical Leave Act (FMLA). There are details on the federal Act.
Leave as a reasonable accommodation. The Utah Antidiscrimination Act prohibits employment practices that discriminate on the basis of sex, pregnancy, childbirth, or pregnancy-related medical conditions (UT Code Sec. 34A-5-106). Under the state antidiscrimination law, employers cannot refuse to provide a requested accommodation to an employee based on pregnancy, childbirth, breastfeeding, or any related condition, unless the requested accommodation would create an undue hardship to the employer. An “undue hardship” is defined as an action that requires significant difficulty or expense when considered in relation to factors such as the size of the entity, the entity’s financial resources, and the nature and structure of the entity’s operation, and may include leave where medically advisable.
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Utah has adopted the requirements of the federal FMLA for its state employees (UT Admin. Code Sec. 477-7-15).
State employees may use sick leave for preventive health and dental care, maternity/paternity and adoption care, or for absence from duty because of illness, injury, or temporary disability of a spouse or dependents living in the employee's home. Exceptions may be granted for other unique medical situations. Absence for illness beyond the accrued sick leave credit may continue under the following ...

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