Arizona Employment Law
Arizona Civil Rights Act covers employers with 15+ employees. The Employment Protection Act provides important at-will exceptions for wrongful termination.
At-Will
Yes
Right-to-Work
Yes
EEOC Deferral
300 days
Min. Wage
$15.15
Arizona State Laws (7)
ACRA
Ariz. Rev. Stat. §§ 41-1461 to 41-1468
Arizona's primary anti-discrimination employment statute, closely modeled on federal Title VII and the ADA. Prohibits employment discrimination based on race, color, religion, sex, age, disability, national origin, and genetic testing results. Provides a state administrative remedy through the Arizona Attorney General's Office.
Protected Classes
Key Provisions
- ✓Mirrors federal Title VII protections at the state level
- ✓Includes genetic testing results as a protected class beyond federal law
- ✓Prohibits discrimination in hiring, promotion, discharge, compensation, and terms of employment
- ✓Enforced by the Arizona Attorney General's Civil Rights Division
- ✓Filing a charge with the state preserves right to file with the EEOC
Remedies
AZ EPA
Ariz. Rev. Stat. § 23-1501
Codifies Arizona's at-will employment doctrine while establishing important statutory exceptions for wrongful termination. Employees may bring a claim if they were fired in violation of public policy, in breach of an implied employment contract, or in retaliation for protected activities such as filing workers' compensation claims.
Key Provisions
- ✓Codifies at-will employment with statutory exceptions
- ✓Prohibits termination in retaliation for workers' compensation claims
- ✓Prohibits termination for refusing to commit an illegal act
- ✓Prohibits termination in violation of the terms of an employment contract
- ✓Provides a cause of action for wrongful termination in violation of public policy
- ✓Prevailing party may recover attorney fees
Remedies
AZ Wage Act
Ariz. Rev. Stat. §§ 23-350 to 23-364
Governs wage payment requirements in Arizona, including the timing and manner of wage payments, minimum wage, and earned paid sick time. Provides employees with a mechanism to recover unpaid wages and establishes penalties for employers who fail to pay wages on time.
Key Provisions
- ✓Requires employers to pay wages at least twice per month
- ✓Sets the state minimum wage, which is adjusted annually for inflation
- ✓Requires earned paid sick time for all employees
- ✓Imposes treble damages for willful failure to pay wages
- ✓Protects employees from retaliation for wage complaints
Remedies
AZ Fair Wages and
Ariz. Rev. Stat. §§ 23-363 to 23-364; §§ 23-371 to 23-381
Voter-enacted (2016). Sets state minimum wage above federal ($14.35/hour as of 2024) and guarantees paid sick leave: 1 hour earned per 30 hours worked. Prohibits retaliation for exercising rights under the Act, with rebuttable presumption of retaliation if action taken within 90 days of protected activity.
Protected Classes
Key Provisions
- ✓Voter-enacted (2016). Sets state minimum wage above federal ($14.35/hour as of 2024) and guarantees paid sick leave: 1 hour earned per 30 hours worked. Prohibits retaliation for exercising rights under the Act, with rebuttable presumption of retaliation if action taken within 90 days of protected activity.
Remedies
AZ Jury Service Protection
Ariz. Rev. Stat. § 21-236
Prohibits employers from discharging or threatening to discharge an employee for serving on a jury. Misdemeanor for violation.
Key Provisions
- ✓Prohibits employers from discharging or threatening to discharge an employee for serving on a jury. Misdemeanor for violation.
Remedies
AZ Medical Marijuana Employment
Ariz. Rev. Stat. § 36-2813
Prohibits employers from discriminating against, refusing to hire, or terminating qualifying medical marijuana patients based solely on their status as a registered cardholder or a positive drug test for marijuana metabolites — unless failure to do so would cause loss of federal benefits or contracts.
Protected Classes
Key Provisions
- ✓Prohibits employers from discriminating against, refusing to hire, or terminating qualifying medical marijuana patients based solely on their status as a registered cardholder or a positive drug test for marijuana metabolites — unless failure to do so would cause loss of federal benefits or contracts.
Remedies
AZ Voting Leave
Ariz. Rev. Stat. § 16-402
Provides employees up to 3 hours of paid leave to vote if their work schedule does not allow 3 consecutive non-work hours during polling hours.
Key Provisions
- ✓Provides employees up to 3 hours of paid leave to vote if their work schedule does not allow 3 consecutive non-work hours during polling hours.
Remedies
Federal Laws That Apply in Arizona
These federal statutes protect workers nationwide, including in Arizona. As a deferral state, the EEOC filing deadline is extended to 300 days for most claims.
Check which laws apply to your situation in Arizona
Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.
Check My RightsThis information is provided for educational purposes only and does not constitute legal advice.Arizona laws are subject to legislative changes. Consult a qualified employment attorney in Arizona for advice about your specific situation. Last reviewed: March 2026.