UT HB0095

Prohibits the State Board of Education, local education agencies, and public employers from disciplining employees solely for using gender-specific language (names, pronouns) that aligns with a student's or individual's birth name, biological sex, or the preference of a student's parent

Protects public employees who use gender-specific language that does not conflict with their religious or moral beliefs, provided it is done in a reasonable, non-disruptive, and non-harassing manner under Section 34A-5-112

Shields employees from discipline when they use language conflicting with an individual's gender preference if done in good faith without knowledge of that preference

Requires public employers with policies mandating use of preferred gender-specific language to exempt qualifying employees from disciplinary action and notify all employees in writing of these exemptions

Takes effect July 1, 2026