As of 2026, Utah's minimum wage is $7.25 per hour — exactly the same as the federal minimum wage under the Fair Labor Standards Act (FLSA). Utah does not set a higher state floor, does not index its rate to inflation, and has no scheduled increases on the books. In practice, this means that for most non-exempt workers in Utah, the wage floor is simply the federal $7.25. Because the figures involved (the cash wage for tipped workers and the youth training wage) can be adjusted, you should always confirm the current numbers with the Utah Labor Commission before relying on them.
How Utah's Minimum Wage Works
Utah sets its minimum wage by rule under the Utah Minimum Wage Act (Utah Code Title 34, Chapter 40). Rather than legislating a number that climbs each year, Utah has effectively tied its minimum wage to the federal standard. The Utah Labor Commission is authorized to set the rate, and the established rate is $7.25 per hour — the same amount that has applied federally since 2009.
This matters because in states with no state-specific increase, the federal floor controls. If Congress ever raises the federal minimum wage above $7.25, that higher federal number would govern Utah employers covered by the FLSA, because federal law preempts a lower state standard. Conversely, if a state sets a higher wage than the federal one, the higher state rate applies. Utah currently does neither — it mirrors the federal baseline.
There is no automatic cost-of-living or inflation adjustment in Utah. Unlike states such as Colorado, Washington, or Arizona that increase their minimum wage every January based on a price index, Utah's rate stays flat until the Legislature or the Labor Commission changes it, or until federal law moves.
Tipped Employees and the Tip Credit
Utah follows the federal tip-credit model. Employers may pay tipped employees a lower direct cash wage of $2.13 per hour as long as the employee's tips bring total hourly earnings up to at least the full $7.25 minimum wage. The difference between the cash wage and the full minimum — up to $5.12 per hour — is the "tip credit" the employer is permitted to claim.
Several conditions apply for an employer to use the tip credit legally:
- The worker must be a tipped employee, generally someone who customarily and regularly receives more than $30 a month in tips.
- The employee must actually receive enough in tips to reach the full $7.25 minimum when combined with the $2.13 cash wage. If tips fall short in a given workweek, the employer must make up the difference so the worker earns at least $7.25 for every hour worked.
- The employee must keep all tips, except where a valid tip-pooling arrangement among employees who customarily receive tips is in place.
If an employer cannot meet these conditions, it loses the right to the tip credit and must pay the full minimum wage directly. Confirm the current cash wage and tip-credit ceiling with the Utah Labor Commission, since these figures track federal rules that can change.
Youth and Training Wages
Utah also recognizes the federal youth training wage. Employers may pay employees under the age of 20 a training wage of $4.25 per hour during their first 90 consecutive calendar days of employment. After 90 days — or once the worker turns 20, whichever comes first — the employee must be paid at least the full $7.25 minimum. Employers may not displace existing workers to hire someone at the lower training wage.
Who Is and Isn't Covered
Not every worker is entitled to the minimum wage. Utah's law, consistent with the FLSA, exempts a number of categories, including:
- Bona fide executive, administrative, and professional employees (the "white-collar" exemptions), who must be paid on a salary basis above a federal threshold and meet duties tests.
- Outside sales employees.
- Certain agricultural workers, seasonal and recreational establishment employees, and some workers covered by other specific exemptions.
- Independent contractors, who are not "employees" at all — though misclassification is a common and serious problem, and a worker labeled a contractor may legally still be an employee entitled to minimum wage.
It is worth distinguishing minimum wage from overtime. Utah does not have its own overtime statute; overtime for most workers is governed by federal law, which requires time-and-a-half for hours worked over 40 in a workweek. Utah does not require daily overtime or premium pay for weekends.