Staying Compliant in Utah Staffing
This checklist helps Utah employers ensure compliance with key federal and state employment laws, covering Form I-9, the Fair Labor Standards Act (FLSA), E-Verify, Workers’ Compensation, and New Hire Reporting. Use the checkboxes to track your compliance and consult official resources or legal counsel for detailed guidance.
Federal Compliance Requirements
Form I-9 Compliance
- Complete and retain Form I-9 for each employee to verify identity and work authorization (USCIS Form I-9).
- Ensure employees complete Section 1 by their first day of work.
- Complete Section 2 within three business days by reviewing acceptable documents (e.g., passport, driver’s license). Why It Matters: Fines up to $2,292 per form for errors or $27,018 for unauthorized workers (2025).
- FLSA Compliance
- Pay at least the federal minimum wage of $7.25 per hour (DOL FLSA).
- Pay overtime at 1.5 times the regular rate for non-exempt employees working over 40 hours per week. Classify exempt vs. non-exempt employees correctly.
- Maintain accurate records of hours and wages for three years. Why It Matters: Violations can lead to back wages or fines up to $2,233 per violation (2025).
Utah-Specific Compliance Requirements
E-Verify (for Employers with 150+ Employees)
- Use E-Verify for new hires if your business has 150 or more employees. Smaller businesses are exempt.
- Register with E-Verify to confirm work authorization within three days. Why It Matters: Non-compliance risks fines or loss of business licenses.
Workers’ Compensation
- Maintain workers’ compensation insurance for all employees, including part-time and temporary workers (Utah Labor Commission).
- Post compliance notices in visible workplace areas. Why It Matters: Fines up to $2,500 per violation or stop-work orders for non-compliance.
New Hire Reporting
- Report new hires to the Utah Department of Workforce Services within 20 days, including name, Social Security number, and start date (Utah New Hire Reporting). Why It Matters: Fines up to $25 per violation, or $200 for willful violations.
Additional Compliance Considerations
- Utah Antidiscrimination Act: Ensure non-discriminatory practices for race, sex, disability, and other protected characteristics for employers with 15+ employees (Utah Antidiscrimination). Why It Matters: Violations risk lawsuits or penalties.
- Labor Law Posters: Display FLSA, FMLA, OSHA, and Utah posters in the workplace (DOL Posters). Why It Matters: Fines up to $21,663 per location for missing posters (2025).
Simplify Compliance with Your Employment Solutions
Compliance with federal and Utah employment laws is essential to avoid penalties and keep your workplace thriving, but it can be complex and time-consuming, especially for businesses using temporary staff. Your Employment Solutions (YES), Utah’s most awarded staffing agency, simplifies the process by managing compliance for the workers we place, letting you focus on what matters most, growing your business.
With 28 years of expertise, YES delivers comprehensive staffing solutions that ensure full compliance, so you can operate with confidence. We handle:
- Form I-9 and E-Verify: Verifying work authorization for temporary staff, meeting federal and Utah standards.
- Payroll and FLSA Compliance: Managing accurate wages, overtime, and tax withholdings.
- Workers’ Compensation: Providing coverage for temporary workers to meet Utah’s requirements.
- Screening and Onboarding: Using our certified recruiting process to ensure candidates meet legal and job-specific standards.
- Additional Guidance: Supporting clients with antidiscrimination practices and labor law poster requirements.
A long-term client since 1997 praises YES: “YES screens and orients applicants, ensuring skilled, qualified workers with timely, accurate payroll.” By partnering with YES, you gain peace of mind, backed by our proven track record of excellence.
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