Employment Discrimination Demand Letter - Utah
EMPLOYMENT DISCRIMINATION DEMAND LETTER
Utah Law
Utah Antidiscrimination Act, Utah Code Section 34A-5-101 et seq.
[ATTORNEY/FIRM LETTERHEAD]
[Firm Name]
[Address Line 1]
[City, Utah ZIP]
Tel: [Phone Number]
Fax: [Fax Number]
[Attorney Email]
[Utah State Bar No.]
VIA CERTIFIED MAIL, RETURN RECEIPT REQUESTED
AND VIA EMAIL TO: [recipient_email]
[Date]
[Employer Contact Name]
[Title]
[Company Legal Name]
[Company Address]
[City, State ZIP]
Re: Employment Discrimination Claim of [Client Full Name]
UALD Charge No.: [If filed]
EEOC Charge No.: [If filed]
FOR SETTLEMENT PURPOSES — FED. R. EVID. 408 / UTAH R. EVID. 408 MAY LIMIT SPECIFIED USES OF DISPUTED-CLAIM NEGOTIATIONS
Dear [Mr./Ms./Mx. Last Name]:
This firm represents [Client Full Name] ("our client") regarding [his/her/their] claims of unlawful employment discrimination against [Company Legal Name] ("[Company Short Name]" or "the Company").
I. LEGAL FRAMEWORK
A. Utah Antidiscrimination Act
Utah prohibits employment discrimination under Utah Code Section 34A-5-101 et seq.
Protected Classes Under Utah Code Section 34A-5-106:
- Race
- Color
- Sex
- Pregnancy, childbirth, pregnancy-related conditions
- Age (40+)
- Religion
- National origin
- Disability
- Sexual orientation (added 2015)
- Gender identity (added 2015)
B. Federal Anti-Discrimination Laws
| Statute | Protected Class | Citation |
|---|---|---|
| Title VII | Race, color, religion, sex, national origin | 42 U.S.C. Section 2000e et seq. |
| ADEA | Age (40+) | 29 U.S.C. Section 621 et seq. |
| ADA | Disability | 42 U.S.C. Section 12101 et seq. |
C. Utah Antidiscrimination and Labor Division (UALD)
Administrative Exhaustion Required:
- Must file UALD complaint within 180 days
- UALD has work-sharing agreement with EEOC
- 90 days to file suit after right-to-sue
II. FACTUAL BACKGROUND
[Client Full Name] was employed by [Company Short Name] from [Start Date] through [End Date / Present] as a [Job Title] in [City], Utah.
III. LEGAL CLAIMS
A. Violation of Utah Antidiscrimination Act
[Company Short Name] violated Utah law by discriminating against our client based on [protected class].
Key Provisions:
- Applies to employers with 15+ employees
- Sexual orientation and gender identity protected (added 2015)
- Administrative exhaustion required
IV. DAMAGES
| Category | Amount |
|---|---|
| Back Pay | $[Amount] |
| Lost Benefits | $[Amount] |
| Compensatory Damages | $[Amount] |
| Attorney's Fees | $[Amount] |
| TOTAL | $[Amount] |
V. SETTLEMENT DEMAND
We demand that [Company Short Name] pay $[Settlement Demand Amount] to resolve all claims.
VI. RESPONSE DEADLINE
Please respond within twenty-one (21) calendar days, no later than [Response Deadline Date].
Sincerely,
[Attorney Name]
[Title]
[Firm Name]
[Utah State Bar No.]
UTAH-SPECIFIC PRACTICE NOTES (Do Not Include in Final Letter)
Key Utah Considerations
☐ SOGI Protected: Sexual orientation and gender identity protected since 2015 (S.B. 296)
☐ Administrative Exhaustion: Required before court action
☐ 180-Day Deadline: Same as federal EEOC deadline
☐ Religious Exemption: Note broad religious organization exemptions in Utah law
Statute of Limitations Reference
| Claim | Deadline | Citation |
|---|---|---|
| UALD Complaint | 180 days | Utah Code Section 34A-5-107 |
| Court Action | 90 days after right-to-sue | Utah Code Section 34A-5-107 |
| EEOC (deferral state) | 300 days | 42 U.S.C. Section 2000e-5(e) |
About this template
- Last updated
- September 24, 2026
- Jurisdiction
- Utah
- Category
- Demand Letters
A demand letter is a formal written request to fix a problem or pay what is owed, sent before anyone files a lawsuit. It gives the other side a real chance to settle, creates a record of your attempt to resolve things, and in many cases (unpaid debts, insurance claims, broken contracts) starts a legally required response window. A well-written demand letter lays out what happened, what you want, and a deadline to act, which is often enough to get results without ever going to court.
Not legal advice
This template is provided for informational purposes. We recommend having an attorney review any legal document before signing, especially for high-value or complex matters.
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