Utah
Discussion
Utah: New Restrictions on Employer-Required Medical Examinations
As of May 6, 2026, HB 130 prohibits employers from taking the following actions with respect to required medical examinations:
- Charging a fee for a medical examination;
- Requiring the person to obtain a medical examination unless the employer pays all costs charged by the health care provider;
- Requiring an employee to receive a medical exam that the employer requires outside of the employee’s shift without pay;
- Requiring an employee to use leave to receive a medical exam that the employer requires; or
- Requiring a person to pay out-of-pocket for a required medical examination, even if the employer later reimburses them.
Utah employers that require medical examinations as part of their hiring or employment practices should review their current procedures for compliance with these new restrictions.
Utah: Workplace Violence Requirements for Hospitals
Effective November 1, 2026, HB 380 will require hospitals to: (1) establish a workplace violence incident reporting system; (2) record all reported incidents of workplace violence; (3) adopt a policy that prohibits discrimination or retaliation against an employee for reporting or participating in an investigation; (4) analyze collected data; (5) maintain workplace violence incidents records for at least two years; and (6) report data collected to the chief medical officer and the chief nursing officer on a quarterly basis. Additionally, a workplace violence incident reporting system must: (a) collect certain information regarding a workplace violence incident; (b) be clearly communicated to all employees, including on hire; (c) include guidelines on reporting incidents of workplace violence; and (d) be used to make improvements in preventing workplace violence. Finally, hospitals must report the number of workplace violence incidents annually to the Utah Department of Health and Human Services.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2026 ManagEase