Arizona Employment Law: Wages, Final Pay, Breaks and Your Rights at Work

$15.15 per hour for 2026 (effective January 1, 2026). The rate is adjusted every January 1 for the rise in the cost of living, rounded to the nearest five cents. Some Arizona cities may set a higher local minimum wage.

Employers may pay tipped employees up to $3.00 per hour less than the minimum wage ($12.15 per hour in 2026), but only if the employer's records show that wages plus tips equal at least the full minimum wage for all hours worked each week.

Follows the federal FLSA: time-and-a-half after 40 hours in a workweek for covered, non-exempt employees. Arizona has no separate daily overtime rule for private employers.

No state requirement for adults.

Within seven working days or by the end of the next regular pay period, whichever comes first.

No later than the regular payday for the pay period in which the employee quit. If the employee asks, the final pay must be mailed.

At least twice a month, on fixed paydays no more than 16 days apart. Out-of-state employers with centralized payroll may pay certain exempt and supervisory employees once a month. Overtime must be paid within 16 days after the end of the pay period.

Employees paid by direct deposit or payroll card must receive a written or electronic statement of earnings and withholdings. Each regular paycheck (or an attachment) must also show available paid sick time, sick time used so far this year, and sick pay received.

Yes. Employees earn at least 1 hour of paid sick time for every 30 hours worked. Employers with 15 or more employees must allow up to 40 hours per year; employers with fewer than 15 must allow up to 24 hours per year. Unused time carries over (within the yearly use limits), and employers may make new hires wait 90 days before using it.

Arizona law says either side may end employment at any time unless there is a signed written contract (or a handbook that expressly says it is a contract) limiting that right. An employee can sue for wrongful termination only for breach of such a written contract, for a firing that violates an Arizona statute, or for retaliation for: refusing to break the law; reporting a reasonable belief of a legal violation to a manager or public body; using workers' compensation; jury service; voting; choosing not to join a union; military or National Guard service; or taking protected crime-victim leave.

It is illegal to fire an employee for refusing to violate the Arizona Constitution or state law, or for reasonably disclosing a belief that the employer or a co-worker has broken or will break state law, if the report is made to a manager with authority to investigate or to a public body. Retaliation for asserting minimum wage or paid sick time rights is also prohibited.

Arizona Attorney General's Office, Civil Rights Division. The Arizona Civil Rights Act covers employers with 15 or more employees, and employers with even one employee for sexual harassment claims. A charge must be filed within 180 days after the discriminatory act.