What happened?

On March 19, 2024, Governor Spencer Cox signed HB 396, which amends the “Workplace Discrimination Amendments.

What are the details?

Key Bites

• Defines “Religiously Objectionable Expression”

• Prohibits an employer from compelling an employee to communicate or otherwise act in a manner that the employee believes would burden or offend the employee’s sincerely held religious beliefs.

• The law provides an obligation and process for an employer to accommodate an employee’s religious beliefs unless an undue burden is established.

• Utah Code Section 34A-5-112 mandates that employers cannot force employees to participate in religious activities that conflict with their beliefs, unless it significantly disrupts the employer’s operations or safety training.

• Accommodation Request: an employee may request accommodation if they believe the employer is requiring them to engage in religiously objectional expression.
  • To receive accommodation, employees must (1) request that the employer comply with the provisions of the law by granting the accommodation and (2) provide the employer with a reasonable opportunity to do so. 

• Employers with fewer than 15 employees are not required to grant scheduling accommodations to employees.

Business Considerations

• Employers should update their policies and practices to comply with the new regulations.
• Employers should establish a clear process for employees to request accommodations for their religious beliefs. This process should be easily accessible and communicated to all employees.
• Employers should provide training to managers and supervisors on how to manage requests for religious accommodation, helping prevent potential conflicts and ensure that all requests are managed appropriately.

Source References

• UT HB 396

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