Utah reasonable‑accommodation requirements

Coverage & definitions

The Utah Antidiscrimination Act (Utah Code § 34A-5-106) applies to employers with 15 or more employees, matching the federal ADA. “Disability” means a physical or mental impairment that substantially limits one or more major life activities.

Since 2016, Utah has separately required accommodation of conditions related to pregnancy, childbirth, breastfeeding and related medical conditions under § 34A-5-106(1)(g) and the Breastfeeding in the Workplace provisions at § 34-49-202, also at 15 employees.

Reasonable‑accommodation duties

Employers must provide reasonable accommodations that let qualified employees with disabilities perform their jobs unless doing so would impose an undue hardship. Examples include workplace modifications, adjusted schedules, leave, modified equipment, or interpreters.

For pregnancy, childbirth and breastfeeding, employers must provide reasonable accommodations, which include more frequent or longer breaks and a private space to express milk, unless doing so would create an undue hardship. An employer may not deny employment opportunities because of the need for such an accommodation, and may not require an employee to take leave when another reasonable accommodation would suffice.

Notice, documentation & the interactive process

Utah imposes a notice duty with a choice of channel: employers must either post the pregnancy and breastfeeding accommodation rights in a conspicuous place or include them in the employee handbook. The Antidiscrimination and Labor Division publishes a poster that satisfies the posting option.

The documentation rules are specific. An employer may require a certification from a health care provider for a pregnancy-related accommodation, but only stating the date the accommodation became medically advisable, its probable duration, and an explanatory statement of its medical advisability. An employer may not require any certification for more frequent restroom, food or water breaks. For disability accommodation generally, requests should be limited to confirming the disability and the need.

A timely, good-faith interactive process is required; there is no fixed statutory deadline, but unexplained delay is itself a risk.

Enforcement & penalties

Charges are filed with the Utah Antidiscrimination and Labor Division (UALD) within 180 days. Utah provides no private right of action for most violations of state employment discrimination law, so the administrative route is the main recourse; remedies include reinstatement, back pay and benefits, attorney fees and costs, and an order to cease the practice. A parallel EEOC charge under the ADA or PWFA remains available.

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Practical tips for employers

• Pick one: post the pregnancy notice or put it in the handbook, and confirm which you have done.
• Build the no-certification rule for breaks into your intake so no one asks for a note for a water break.
• Limit any pregnancy certification to the three permitted items: date, duration, advisability.
• Note the 180-day UALD window and the absence of a private right of action.
• Avoid automatic denials; review each request individually and document the reasoning.

This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.