Arizona workers have certain rights to paid sick leave under state law. The Arizona Fair Wages and Healthy Families Act has been in effect since 2017 and continues to apply in 2025 with specific rules for things like accrual and employer responsibilities.
No matter if you’re a full-time, part-time, or temporary employee, learning about these entitlements can help ensure you get the leave you’ve earned.
Overview of Arizona’s Paid Sick Leave Law
Arizona law requires nearly all employers to provide earned paid sick time to their employees. This leave can be used for your own medical needs, to care for a family member, or for certain safety-related reasons such as issues related to domestic violence.
The law covers all of the following:
- Full-time employees
- Part-time employees
- Temporary and seasonal workers
There are no exemptions based on the size of your employer when it comes to coverage, although the number of hours you can earn does vary depending on how many employees the business has.
Accrual of Sick Leave in Arizona
Employees in Arizona earn a minimum of one hour of paid sick time for every 30 hours worked. Employers can limit the total accrual based on business size:
- Employers with 15 or more employees must allow up to 40 hours of paid sick leave per year.
- Employers with fewer than 15 employees must allow up to 24 hours of paid sick leave per year.
Your employer may also choose to give you the full yearly allotment of sick time at the start of the year instead of having you accrue it gradually.
Approved Reasons for Using Sick Leave
Under Arizona law, you can use earned sick time for several reasons, including but not limited to the following:
- Your own illness or injury
- Caring for a family member’s illness or injury
- Public health emergencies, including workplace closures due to health orders
- Situations related to domestic violence, sexual violence, abuse, or stalking, for you or a family member
Generally speaking, employers cannot require you to find a replacement worker before allowing you to take earned sick leave.
Carryover Rules
If your employer uses the accrual method, any unused sick time at the end of the year can generally carry over into the next year. However, employers can still limit your usage to the yearly maximums of 40 hours or 24 hours, depending on company size.
Some employers might offer to pay out unused sick time at year’s end, but the law does not require this.
Employee Rights and Employer Responsibilities
The law includes strong protections to ensure that employees can use their earned sick time without penalty. Employers are prohibited from retaliating against workers who take sick leave for a valid reason. Retaliation can include an outright firing, but even something like reducing your hours because you used your leave could qualify as well.
Employers must also take steps such as:
- Track accrued sick time and make balances available to employees
- Allow employees to use sick leave as it is earned
- Provide notice of rights under the Arizona Fair Wages and Healthy Families Act
If you think your employer has failed to provide sick leave or has retaliated against you for using it, you can file a complaint with the Industrial Commission of Arizona. Complaints must generally be filed within one year of the violation, though it is best to get legal advice from an attorney as soon as you can for help with the process.
Contact the Phoenix Employment Attorneys at Houk Employment Attorneys Today For Help With Your Case
Knowing your sick leave rights in 2025 is the first step toward making sure you can take time off when you need it without risking your job or pay. If you believe your employer is violating Arizona’s sick leave laws, an employment lawyer can help you understand your options and pursue the benefits you are entitled to receive.
Contact Houk Employment Attorneys today to get started with an initial consultation. Our employment law firm is conveniently located near you. We have an office in Phoenix, AZ.
Houk Employment Attorneys
1850 N Central Ave Suite 2010, Phoenix, AZ 85004
(480) 569-2377
