Arizona employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

When an employer discharges an employee, they must pay all outstanding wages within a strict statutory timeframe.

A.R.S. § 23-353(A) · effective Aug 2001 · source

When an employee voluntarily resigns, the employer must pay all outstanding wages by the next regular payday.

A.R.S. § 23-353(B) · effective Aug 2001 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employers must provide employees with paid sick leave, accruing at least 1 hour for every 30 hours worked. Employers with 15 or more employees must allow usage of up to 40 hours per year, while employers with fewer than 15 employees must allow up to 24 hours per year.

A.R.S. § 23-372 · effective Jul 2017 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Employers must grant employees up to three hours of paid leave to vote if they do not have three consecutive non-working hours while polls are open. Employees must request this leave before election day, and the employer may specify the hours.

A.R.S. § 16-402 · effective Jul 1979 · source

Employers must allow employees who are victims of a crime to take leave to attend court proceedings, obtain protective orders, or participate in the criminal justice process. Employers are prohibited from retaliating or terminating employees for exercising this right.

A.R.S. § 13-4439 · effective Jan 1991 · source

Employers are prohibited from discharging, threatening, or coercing an employee because they receive a jury summons, respond to it, or serve on a jury. Employers are not required to pay for jury duty leave, but must maintain the employee's seniority and benefits.

A.R.S. § 21-236 · effective Jan 1970 · source

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Arizona state minimum wage

A.R.S. § 23-363 · effective Jan 2024

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Employers cannot discriminate against an applicant or employee in hiring, termination, or any term of employment based on their status as a medical marijuana cardholder or a positive drug test for marijuana components, unless a federal exception applies or the employee used, possessed, or was impaired on the job.

A.R.S. § 36-2813 · effective Nov 2010 · source

Non-compete covenants for television, radio, or cable broadcast employees are void and unenforceable, with limited exceptions.

A.R.S. § 23-494 · effective Nov 2009 · source

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

To qualify for statutory protection against litigation for actions taken based on positive drug tests, employers must adopt a written drug and alcohol testing policy and distribute it to all employees before testing.

A.R.S. § 23-493.04 · effective Jul 1994 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Employers must track and display the amount of earned paid sick time accrued, used, and available on or with each employee's regular pay stub.

A.R.S. § 23-375(C) · effective Jul 2017 · source

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938