Utah . Accommodation . Updated April 2026

Utah's UADA mandates pregnancy accommodations for employers with 15 or more staff.

Utah's Antidiscrimination Act (UADA) includes a specific framework for pregnancy accommodation, predating the federal Pregnant Workers Fairness Act (PWFA) by seven years. Employers with 15 or more employees must provide reasonable accommodations for pregnancy, childbirth, and related conditions unless doing so would cause undue hardship. This framework allows for medical certification, except for accommodations that are patently obvious.

State Minimum Wage
$7.25/hr
Final Paycheck
24 hours
Payment Frequency
Semi-monthly
Active

UADA Pregnancy Accommodation

Mandatory reasonable accommodations for pregnancy, childbirth, and related conditions for employers with 15+ staff.

Utah Code § 34A-5-106
Reasonable Accommodation
Always running

What those rules do as a Utah shift is created.

Teambridge's compliance engine automatically evaluates shifts against Utah's UADA pregnancy accommodation framework. This ensures that scheduling decisions and workplace adjustments align with state law, minimizing legal exposure and fostering a supportive environment for pregnant employees.

Accommodation Requests Flagged

When an employee submits a pregnancy-related accommodation request, Teambridge flags it for review, ensuring timely and compliant responses, especially when medical certification is involved.

Scheduling Optimization

Teambridge's scheduler optimizes shift assignments to integrate approved accommodations, such as modified work schedules or reduced lifting requirements, without disrupting operations.

Undue Hardship Evaluation Assist

For accommodation requests that might approach undue hardship, the system provides data and contextual information to assist employers in making legally defensible decisions, documenting the interactive process.

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The rule, plainly stated

Utah's UADA requires reasonable pregnancy accommodations for most employers.

Effective May 10, 2016, Utah Code 34A-5-106 mandates that employers with 15 or more employees provide reasonable accommodations for an employee's pregnancy, childbirth, or related conditions. This requirement exists unless the employer can demonstrate that the accommodation would impose an undue hardship on the operation of the business.

Utah Code § 34A-5-106: Unlawful employment practices — Discrimination because of pregnancy, childbirth, or related conditions.

"(1) It is an unlawful employment practice for an employer to discriminate against an individual because of pregnancy, childbirth, or a related condition, including a medical condition related to pregnancy or childbirth.

(2) An employer shall provide reasonable accommodations to an employee for a condition related to pregnancy, childbirth, or a related condition if the employee requests an accommodation, unless the employer demonstrates that the accommodation would impose an undue hardship on the operation of the employer's business."

Covered Employers and Scope

The UADA pregnancy accommodation provisions apply to employers who employ 15 or more individuals. This threshold aligns with other aspects of the UADA. The scope of "related conditions" is broad, encompassing various medical situations arising from or connected to pregnancy and childbirth, ensuring comprehensive protection for employees.

Reasonable Accommodation and Medical Certification

Employers are required to engage in an interactive process to determine effective reasonable accommodations. Examples of such accommodations may include, but are not limited to, more frequent or longer breaks, modified work schedules, reassignment to a vacant position, or light duty. An employer may require medical certification from a healthcare provider regarding the need for an accommodation, unless the accommodation is obvious and clearly related to pregnancy (e.g., a pregnant employee requesting to carry a water bottle).

On autopilot

Teambridge ensures Utah pregnancy accommodations are handled proactively.

Teambridge integrates Utah's UADA pregnancy accommodation requirements directly into your workforce management. From initial request to ongoing compliance, we automate the process to ensure your business remains compliant and your employees are supported.

01 . Intake & Documentation

Streamlined Accommodation Requests

Teambridge provides a secure portal for employees to submit pregnancy accommodation requests, ensuring all necessary details and medical certifications are captured and documented in compliance with Utah law.

02 . Interactive Process Support

Guided Accommodation Implementation

Our platform guides managers through the interactive process, suggesting common accommodations and helping to evaluate potential undue hardship, ensuring a fair and legally sound decision-making process.

03 . Scheduling & Task Adjustment

Automated Schedule & Task Integration

Approved accommodations, such as modified duties or reduced hours, are automatically integrated into the scheduling and task assignment modules, preventing non-compliant assignments and reducing manual oversight.

04 . Audit Trail & Reporting

Comprehensive Compliance Records

Teambridge maintains a detailed audit trail of all accommodation requests, approvals, denials, and implementation steps, providing robust documentation for compliance reviews and defense against potential claims.

Back to all Utah rules
FAQ

People also ask.

What is the UADA pregnancy accommodation framework?
The UADA pregnancy accommodation framework, outlined in Utah Code 34A-5-106, requires employers with 15 or more employees to provide reasonable accommodations for an employee's pregnancy, childbirth, or related medical conditions, unless doing so would impose an undue hardship on the business. This law became effective in May 2016.
How does Utah's law compare to the federal Pregnant Workers Fairness Act (PWFA)?
Utah's UADA pregnancy accommodation law predates the federal PWFA by seven years, taking effect in 2016. While both aim to protect pregnant workers, Utah's law has its own specific provisions, including the 15-employee threshold and guidelines on medical certification. Employers in Utah must comply with whichever law provides greater protection to the employee.
Are all employers in Utah required to provide pregnancy accommodations?
No, the UADA pregnancy accommodation framework applies to employers who employ 15 or more individuals. Smaller employers (fewer than 15 employees) are not explicitly covered by this specific state statute, though federal laws like Title VII of the Civil Rights Act may still apply to some extent.
What qualifies as a "reasonable accommodation" under UADA?
Reasonable accommodations can vary widely depending on the employee's condition and the nature of their job. Examples include more frequent or longer breaks, modified work schedules, light duty assignments, assistance with manual labor, or temporary reassignment to a vacant position. The key is that it enables the employee to perform their job without undue hardship to the employer.
Can an employer require medical certification for a pregnancy accommodation?
Yes, Utah law permits employers to require medical certification from a healthcare provider to support the need for an accommodation. However, this is generally not required for accommodations that are "obvious," such as allowing a pregnant employee to keep a water bottle at their workstation.
What is "undue hardship" in the context of pregnancy accommodation?
"Undue hardship" refers to an action requiring significant difficulty or expense by the employer. This is determined on a case-by-case basis, considering factors such as the nature and cost of the accommodation, the overall financial resources of the facility, and the impact of the accommodation on the operation of the business.