Wrongful Termination in Arizona

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.