Arizona paid sick leave laws require employers to provide up to 40 or 24 hours of paid sick leave per year, depending on employer size. Under the Fair Wages and Healthy Family Act (Ariz. Rev. Stat. § 23-371), this comprehensive law ensures workers have access to protected time off for health and safety needs.
The requirements establish a two-tier system based on employer size, with different accrual caps for businesses with more or fewer than 15 employees. This approach balances worker protection with business capabilities while ensuring universal access to paid sick leave.
Common Questions About Arizona Paid Sick Leave
Understanding Arizona paid sick leave requirements is essential for maintaining workplace compliance and supporting employee well-being. The law establishes specific guidelines based on employer size while providing comprehensive worker protections. Here’s what you need to know to stay compliant.
Who can take paid sick leave in Arizona?
All Arizona employees can take this leave, except those employed by a parent or sibling, casual babysitters, and any state or federal government employees.
Which employers have to provide this leave?
All Arizona employers must provide this leave, except state or federal government employers.
How much leave do employers need to provide?
Employees accrue one hour of paid sick leave for every 30 hours worked, beginning on their first day. Maximum accrual varies by employer size:
- Less than 15 employees: up to 24 hours per year
- 15 or more employees: up to 40 hours per year
Exempt employees are presumed to work 40 hours per week unless they typically work less, in which case accrual is based on their normal workweek.
What can Arizona paid sick leave be used for?
Employees can use this leave for medical care or mental/physical illness, injury, or health condition of the employee or family member, as well as absences related to domestic violence, sexual violence, abuse, or stalking involving the employee or family member. This policy also applies to public health emergencies affecting the employee or family member.
How does this relate to other types of leave?
Employers can use a paid time off policy to meet these requirements if it provides at least as much leave and allows for the same reasons as the sick leave law.
Can employers limit how many hours of sick leave employees use in a year?
Annual usage limits vary by employer size:
- Less than 15 employees: 24 hours
- 15 or more employees: 40 hours
Can employers provide all the leave at once instead of letting it accrue?
Yes, employers can frontload leave at the beginning of each year:
- Less than 15 employees: 24 hours
- 15 or more employees: 40 hours
Do employers have to carry over unused leave?
Employees can carry over unused leave, subject to the annual use caps (24 or 40 hours, depending on employer size). However, employers that frontload the full amount don’t have to allow carryover.
What is the smallest amount of leave an employee can use?
Employees can take sick leave in hourly increments or the smallest increment used by the employer’s payroll system, whichever is smaller.
What notice do employers and employees need to provide?
Employers must post or provide notice informing employees of their sick leave rights and include with paychecks the amount of leave available, used, and pay received in the current year.
Employees can request leave orally, in writing, electronically, or by other employer-approved methods. For foreseeable leave, employees should provide advance notice and schedule leave to minimize business disruption. For unforeseeable leave, employers can require compliance with written notification policies if provided to employees.
What verification can employers ask for?
For absences exceeding three consecutive workdays, employers can request documentation but cannot require specification of health conditions or details of domestic violence, sexual violence, abuse, or stalking.
Are employees’ jobs and benefits protected when they take this leave?
Yes, employees’ jobs are protected when taking this leave. While employers don’t have to pay out unused sick leave at separation, they must reinstate previously accrued and unused leave if employees are rehired within 9 months.
Simplify Arizona Paid Sick Leave with SixFifty
Navigating Arizona paid sick leave requirements can be complex, especially with varying requirements based on employer size. SixFifty’s solutions streamline the process, ensuring your policies align with state requirements while reducing the administrative burden on your HR team. We’re here to keep you compliant—even as paid sick leave laws evolve.
Want to see how it works? Schedule a free demo today!
