AI-generated summary, not yet reviewed by Better Utah staff. Please consult the bill text.

This bill would limit when public schools and other public employers can discipline an employee for using gender-specific names or pronouns. Under the bill, education staff (teachers, administrators, and other school personnel) could not be disciplined solely for referring to a student by a name or pronoun matching the student's birth name or biological sex, as long as they did so in good faith without knowing the student or the student's parent preferred otherwise; they also could not be disciplined for using language the student or the student's parent does prefer, or for using language consistent with their own religious or moral beliefs so long as it is expressed in a reasonable, non-disruptive, and non-harassing way. A separate new law would extend similar protections to all public employees statewide, barring public employers from disciplining a worker solely for using gender-specific language toward a colleague or another person under the same good-faith, preference-based, or religious/moral-belief conditions. If a public employer has a policy requiring employees to use someone's preferred gender-specific language, the bill would require that policy to include these exemptions and to notify employees of them in writing, and the changes would take effect July 1, 2026.