Utah new hire reporting requirements

Multistate employers

Employers with staff in two or more states who report to another state and comply with federal Section 453A do not have to report to Utah, though Utah encourages them to report Utah hires. Source: le.utah.gov↗ (opens in a new tab)

Rehired employees

A rehire is a former employee who returns after being separated for at least 60 consecutive days. Source: le.utah.gov↗ (opens in a new tab)

Penalties

$25 civil penalty for each failure to report on time; $500 if the failure is intentional and comes from an agreement with the employee to withhold or falsify information. Source: le.utah.gov↗ (opens in a new tab)

The law and where to check

The law: Utah Code §§ 35A-7-101 to 35A-7-106 (Centralized New Hire Registry Act) (opens in a new tab)

The agency: Utah Department of Workforce Services, New Hire Registry (opens in a new tab)

What federal law says

Federal law requires every employer to report each new hire to the state's new hire directory within 20 days, or sooner if the state sets a shorter deadline. States use the reports for child support. Source: Social Security Act § 453A↗ (opens in a new tab)

New hire reporting checklist for Utah employers

A simple order of work, based on the rules above. It is not a legal checklist.

1. Collect the employee's Form W-4 details on day one.
2. Report to the state shown above before the deadline.
3. Include every required data field, including any state extras.
4. Report rehires and, where required, independent contractors.
5. Multistate employers: pick one state and register with HHS, or report to each state.
6. Keep a copy or confirmation of each report.

More Utah employment law guides

• All Utah employment laws
• Utah final paycheck law
• Utah paid sick leave law
• Utah meal and rest break laws
• Utah overtime law
• Utah pay frequency law
• Utah vacation and PTO payout law
• Utah at-will exceptions

New hire reporting laws in other states

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Disclaimer: This guide provides general information based on publicly available official sources and is for information only. It is not legal, tax, payroll or employment-law advice and does not guarantee compliance with federal, state or local requirements. Rules can depend on your location, industry, contracts and other circumstances, and laws change. Always check the official source, the relevant government agency or a qualified professional before making a decision. MadyHR.ai accepts no responsibility for any action taken based on this page.

Last checked: October 19, 2026. Every rule and source link on this page was checked against the official government source on this date. Laws change, so always open the source link before you act.