Arizona Labor Laws: Everything You Need to Know

Arizona Labor Laws hold important information for Arizona workers.

The central government sets the lowest standard for business assurance. The government allows the lowest pay permitted by law and laws disallowing segregation. The government law doesn't give representatives the privilege of time off to have lunch or the privilege to take short breaks amid the work day.

Representatives must be paid for any shorter breaks they are permitted to take during the day. Managers are not required to give these breaks. A lot of managers give these breaks as an issue of custom and arrangement.  Managers are not lawfully required by government law or Arizona law to permit breaks. The lion's share of private-segment laborers in Arizona are workers "voluntarily."

Work on a "voluntarily" premise implies the business is not secured by a composed contract or bartering assertion.

"The business relationship might be defined as:

(i) for any reason not disallowed by law or for reasons unknown,

(ii) whenever,

(iii) by either the worker or the business,

(iv) with or without cause."

Wage and Hour Laws in Arizona    

The government Fair Labor Standards Act (FLSA) and Arizona law set the wage and hour standards for businesses. This includes the lowest pay permitted by law, extra minutes, and other wage securities. Businesses must pay the lowest pay permitted by law relevant to workers, regardless of whether set by government, state, or nearby law.

In Arizona, the lowest pay permitted by law ($10.0) per hourly rate. The government law is ($7.25) per hourly rate. Arizona representatives must be paid the lowest pay permitted by law.

Arizona’s lowest pay permitted by law will increment in consequent years as takes after:

  • January 1, 2018: $10.50
  • January 1, 2019: $11.00
  • January 1, 2018: $12.00

Starting on January 1, 2021, the lowest pay permitted by law will increment by the rate typical for basic cost items. If a worker win tips as a component of his or her remuneration, the business can pay the representative the lowest pay permitted by law.

Arizona enables managers to assume a $3.00 tip acknowledgment towards its lowest pay commitment for tipped representatives. If the tipped wage, in addition to tips, does not meet the lowest pay permitted by law, the business is required to compensate for any shortfall. Managers may just pay the lowest pay permitted by law to workers who usually and consistently get tips from clients.

Employees are considered to get tips “usually and routinely” if these tips are received in a steady and intermittent premise. Arizona law expect businesses to give notice to representatives when they are enlisted to receive the lowest pay permitted by law. In this case, the employee will be paid the lowest pay permitted by law or any wage more noteworthy than the tipped pay permitted by law.

The business must give tipped representatives composed notice each payroll interval of the sum every hour.  Arizona businesses must pay representatives time and a half if they work over 40 hours in seven days.  Not all representatives are qualified to acquire extra minutes.    

Tip pooling and sharing

In Arizona, labor laws require businesses to allow workers to pool, offer, or split tips. The sum every worker receives after tips have been divided is viewed as the tip for the employee, for detailing purposes.

Managers may require representatives who usually and frequently receive tips to impart tips to workers who don't generally and consistently get tips. The business may not pay the lowest pay permitted by law to the representatives who don't generally and frequently get them.

Federal Law: Paid versus Unpaid Breaks 

Under government law, managers must pay for the considerable length of time worked, counting certain time that a business may assign as "breaks." Regardless of whether the business alludes to this time as a meal break, the worker is qualified to be paid for this period. Government law additionally expects managers to pay for any short breaks a representative is permitted to take during the day. Breaks from five (5) to twenty (20) minutes are considered part of the workday.

A worker may not be permitted to leave the work site during a meal break. A dinner break is "genuine" if it goes on for no less than 30 minutes. Shorter breaks may likewise qualify; however, this depends upon the conditions. Government law requires that a business pay for certain time, not extending past these rules.

No Arizona Law Requires Meal or Rest Breaks  

In Arizona, businesses must take after the government rules.  Although breaks are not required, businesses must pay representatives for the time they spend working and for shorter breaks amid the day.

A business that gives a more extended supper break does not need to pay the worker for that time.

Employment Contracts

Most non-union representatives are not secured by a composed work contract. An agreement ought to depict the length of an employee’s work and occupation obligations.

"Below are classes of a coupling composed contract:

  1. A composed assention marked by the business and the worker.
  2. An assention in a worker handbook or manual explicitly expressing that it is proposed to be a business contract.
  3. A composed archive that the business signs demonstrating that you will be utilized for a predetermined certain timeframe."

What an Employee Should Know About His Paycheck

"Most bosses are required to pay the worker:

  1. No less than twice every month
  2. Not over 16 days separated
  3. On frequently planned paydays"

If the business pays compensation via programmed store or finance check cards,the business must outfit the representative with an announcement of profit and withholdings.

"A business can withhold any bit of a worker's wages if:

  1. It is required or enabled to do as so by court arrangement for common judgment or youngster bolster installments.
  2. It has composed approval from the employee (for instance, a financial finding for a protection premium, or a financial derivation for philanthropy).
  3. There is a sensible, decent debate with regards to the measure of wages due the representative, yet just the sum in question might be withheld."

If an employee is terminated, the business must pay all wages due inside seven working days, or towards the finish of the following consistent payroll interval, whichever is sooner. Under Arizona law, "compensation" incorporates commissions, pay paid by the hour or by the piece. Severance pay/wiped out pay/excursion pay must also be sent out if the organization offers them.

On the chance that a worker is fired, he or she might be qualified for this type of special pay.


Employers are required to pay non-exempt employees 1½ times the employee’s regular hourly rate for any hours worked over 40 during any single workweek. Overtime cannot be offset by working fewer hours in the second week of the pay period.

Discrimination and Harassment Laws in Arizona       

Arizona and government laws restrict separation in work on the premise of race, religion, sex, age, incapacity or national source. Bosses with less than 15 workers might be excluded from a few, however, not all segregation laws.

Bosses are likewise disallowed from victimizing people because of pregnancy, family therapeutic leave and veteran status. Laws shield workers from countering in business. If a worker has complained of separation or took an interest in certain direct, this is called "secured movement."

Such movement may incorporate taking an interest in an examination concerning claimed segregation, or declaring the representative's own lawfully secured rights. Businesses may not separate in any piece of the work relationship

Provocation considering any of these ensured attributes is additionally illicit. The law characterizes badgering as unwelcome remarks or activities that make an unfriendly or hostile workplace. That casualty must persist as a state of work.

Sexual harassment is the most well-known kind of badgering. Badgering may likewise be founded on handicap, race, and other ensured characteristics.          

What if An Employee Is Discriminated Against?

Claims follow the below jurisdictions:

  • Equal Employment Opportunity Commission (EEOC)— as a rule inside 300 days of claimed prejudicial act, yet now and again the due date is 180 days from the affirmed biased act.
  • Arizona Civil Rights Division (ACRD) of the Attorney General's Office—inside 180 days of claimed biased act.
  • An examination is by and large directed by the office.
  • At no cost to the individual recording the protestation.
  • The researching organization will make an assurance of Cause or No Cause.
  • The organization will ordinarily issue a "right to sue" letter to the individual who documented the dissension.
  • A worker who gets a "right to sue" letter.
  • Has 90 days from receipt of the letter in which to document a common suit against the business.
  • After 90 days, the worker loses the privilege to sue the business for separation.        

What Legal Recourse Do an Employee Have if He or She is Fired?

Claims may document an accuse of:

  • Equal Employment Opportunity Commission (EEOC)— much of the time inside 300 days of claimed oppressive act, however now and again the due date is 180 days from the affirmed prejudicial act.
  • Arizona Civil Rights Division (ACRD) of the Attorney General's Office—inside 180 days of affirmed biased act
  • An examination is for the most part directed by the office
  • At no cost to the individual documenting the grievance.
  • The exploring organization will make an assurance of Cause or No Cause.
  • The office will generally issue a "right to sue" letter to the individual who documented the grievance
  • A representative who gets a "right to sue" letter
  • Has 90 days from receipt of the letter in which to record a common suit against the business
  • After 90 days, the representative loses the privilege to sue the business for segregation.      

Right to Time Off Work in Arizona 

Many businesses intentionally offer their representatives paid leave, get-away time, debilitated days, occasions, or paid time off (PTO) benefits. Neither Arizona nor government law expects managers to offer paid leave.

Managers might be required to offer unpaid leave for multiple reasons, such as military leave. The government Uniformed Services Employment and Reemployment Rights Act (USERRA) and Arizona law both expect employers to allow employees to withdraw from work for elected or state military administration or obligations.

Employees must be reestablished after their leave, and may not be discriminating against upon return. The government Family and Medical Leave Act (FMLA) requires businesses with no less than 50 workers to surrender qualified employees for 12 weeks of unpaid time off every year for disease and providing care.

The worker has the privilege to be restored when leave is through. Arizona businesses should likewise permit representatives to take unpaid time off work for jury benefit, and should not expect them to utilize their paid leave benefits for this reason. Workers likewise may not lose their position or get-away rights since they were called to jury duty.


Arizona representatives are qualified for time off, with pay, in order to cast their votes, unless the worker's work day starts no less than three hours after the surveys open, or closes no less than three hours before the surveys close.

If you need assistance with Arizona Labor Laws, you can post your legal need on UpCounsel’s marketplace. UpCounsel receives merely the top 5 percent of attorneys to its site. Attorneys on UpCounsel come from law schools all over the nation.