Utah Employment Law
Wrongful Termination
Lawyer Utah
Utah is an at-will state — but that doesn't mean your employer can fire you for any reason. When a termination violates federal law, state law, or public policy, you have rights. Stavros Law P.C. fights for employees who have been wrongfully fired.
Utah at-will exceptions
When "at-will" doesn't protect your employer
Utah's at-will doctrine has well-established exceptions. If your termination falls into any of these categories, you may have a viable legal claim.
Discrimination
Fired because of race, sex, age (40+), disability, religion, national origin, pregnancy, or other protected characteristic under Title VII, ADA, ADEA, or the Utah Antidiscrimination Act.
Retaliation
Terminated for reporting discrimination, filing an EEOC charge, taking FMLA leave, filing a workers' compensation claim, or reporting illegal activity.
Public policy violation
Fired for refusing to commit an illegal act, for exercising a legal right, or for performing a public duty such as jury service.
Implied contract
An employee handbook, offer letter, or employer promises created an implied contract that limits the employer's right to terminate without cause.
Utah-specific law
What Utah law says about wrongful termination
Utah follows the at-will employment doctrine, codified in the Utah Employment Relations Act. However, the Utah Supreme Court has recognized a public policy exception — an employer cannot terminate an employee for a reason that contravenes a clear and substantial public policy of the state.
The Utah Antidiscrimination Act (Utah Code § 34A-5-101 et seq.) prohibits termination based on race, color, sex, pregnancy, childbirth, age (40+), religion, national origin, disability, sexual orientation, or gender identity. This statute mirrors federal protections but is enforced through the Utah Antidiscrimination and Labor Division (UALD).
Federal protections — including Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Family and Medical Leave Act (FMLA) — also apply to Utah employees and provide additional avenues for relief.
Employees who are fired for filing workers' compensation claims, reporting OSHA violations, or refusing to commit illegal acts may also have claims under Utah's public policy exception, even without a specific statute.
What you can recover
Damages in a wrongful termination case
Back pay
Lost wages from termination date through judgment
Front pay
Future lost earnings when reinstatement is not feasible
Lost benefits
Health insurance, retirement contributions, and other benefits
Emotional distress
Compensation for psychological harm caused by the termination
Punitive damages
Available in egregious cases to punish the employer
Attorney's fees
Recoverable under many federal anti-discrimination statutes
Track record
Results for wrongfully terminated employees
Stavros Law P.C. has recovered significant verdicts and settlements for employees who were wrongfully terminated. Our attorneys have tried employment cases to verdict in federal and state court, and we are prepared to take your case to trial if that is what it takes to achieve justice.
View our resultsCommon questions
Wrongful termination FAQ
Is Utah an at-will employment state?
Yes — but at-will has important exceptions. An employer can fire you for any reason unless the reason violates a law, public policy, or an implied contract. Many terminations that feel "unfair" are also unlawful.
What qualifies as wrongful termination in Utah?
A termination is wrongful when it violates federal anti-discrimination laws (Title VII, ADA, ADEA), the Utah Antidiscrimination Act, public policy (e.g., firing you for filing a workers' comp claim), an implied employment contract, or anti-retaliation provisions of laws like FMLA or FLSA.
What damages can I recover?
Back pay, front pay, lost benefits, emotional distress damages, punitive damages in egregious cases, and attorney's fees under many federal statutes.
How long do I have to file a claim?
For discrimination-based claims, you must file with the EEOC or Utah Antidiscrimination and Labor Division (UALD) within 300 days of termination. Other claims have different deadlines. Missing a deadline can bar your claim entirely — consult an attorney immediately.
Can I be fired for reporting workplace safety violations?
No. Terminating an employee for reporting OSHA violations is illegal retaliation under federal law and Utah public policy.
Should I sign a severance agreement?
Not without an attorney reviewing it first. Severance agreements typically require you to waive all legal claims against your employer. An attorney can evaluate whether the severance offered is fair given the strength of your potential claims.
Does Stavros Law take wrongful termination cases on contingency?
Yes. Most employee-side cases are handled on contingency — you pay no attorney's fees unless we recover money for you. Contact us for a free case evaluation.
No fee unless we win
Think you were wrongfully terminated?
Stavros Law P.C. offers free case evaluations for wrongful termination claims. We handle most employee-side cases on contingency — you pay nothing unless we recover for you.
Related: Employee Rights · Employment Discrimination · Retaliation Claims
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