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Utah Background Check Laws: What Employers Need to Know
Utah largely follows federal FCRA standards, with one added protection around applicant privacy. Relevant across the state's tech, outdoor recreation, and healthcare industries, here's what applies whether you're hiring in Salt Lake City, Provo, or Ogden.
Social Media Password Protections
Under the Internet Employment Privacy Act, effective 2014, employers can't request that employees or applicants disclose usernames and passwords providing access to their personal internet accounts.
What This Means for Employers
Outside of the privacy protection above, Utah doesn't add requirements beyond the standard FCRA basics: written authorization, clear disclosure, and the adverse action process if a report factors into a hiring decision. Utah previously had restrictions requiring convictions to relate to job qualifications and limiting the use of arrest records, but both were withdrawn and are no longer in effect.
Pass-Through Fees for Utah Records
| Record Type | Fee |
|---|---|
| Criminal county search | Varies by county — county clerk offices each set their own record access fee |
| Criminal statewide (Utah Dept. of Public Safety Bureau of Criminal Identification) | $15.00 per Utah-only criminal history check by mail or online, or $20.00 if requested in person at a BCI office |
| Motor vehicle record | $11.00 |
Fees are sourced from 3rd Degree Screening's published fee schedule and are subject to change without notice by the issuing agency.
Common Questions from Utah Employers
Does Utah have a Ban-the-Box law?
No statewide law for private employers. Utah's main added requirement is the social media privacy protection under the Internet Employment Privacy Act.
Does Utah require convictions to be job-related?
Not anymore. That requirement was previously in place but has since been withdrawn, so federal FCRA standards govern.
Can I ask a Utah candidate for their social media password?
No. Employers can't request usernames or passwords for personal internet accounts.
This information is provided for informational purposes only and does not constitute legal advice. Laws and requirements may change and may vary based on specific facts and circumstances. Users should consult their own qualified legal counsel regarding their specific compliance obligations.
