Paid sick leave is an important protection for workers who need time away from their jobs to do things like recover from an illness or handle an emergency. In Arizona, this right comes from the Fair Wages and Healthy Families Act, which voters approved in 2016.
Learning about how this law works can help both employees avoid confusion and make sure benefits are properly allocated.
Arizona’s Paid Sick Leave Basics
Under Arizona law, most employees are entitled to earn and use paid sick time, whether they work full-time, part-time, or on a temporary basis. Unlike vacation time, which is optional for employers to provide, sick leave is a mandatory benefit.
The key rules to keep in mind are:
- Accrual rate: Employees earn one hour of paid sick leave for every 30 hours worked.
- Caps: Small businesses with fewer than 15 employees must allow workers to use up to 24 hours per year. Larger employers must allow up to 40 hours per year.
- Carryover: Unused hours can roll over to the next year, though employers can cap how much is carried over.
This system is designed to ensure that employees with limited schedules can still gradually build up paid leave.
How Sick Leave Accrues in Arizona
Accrual begins as soon as employment starts. For example, if an employee works 300 hours, they will have earned 10 hours of sick leave. Employers can track this time on pay stubs or another written record so that workers always know where they stand.
Some businesses choose to “front-load” the hours at the beginning of the year instead of tracking accrual. This means the full 24 or 40 hours are given up front. Both methods are legal under Arizona law, as long as employees have access to the required amount of leave.
Permitted Uses of Paid Sick Leave
Arizona law also specifies when employees can use their earned hours. Paid sick leave is not limited to just personal illness. It covers a range of situations, including:
- Recovering from physical or mental illness or injury
- Seeking medical treatment or preventive care
- Caring for a family member who is sick or needs treatment
- Dealing with something like domestic violence or stalking
Importantly, “family member” is defined broadly under state law for this purpose. It can include children, parents, spouses, grandparents, siblings, or even in-laws.
Notice and Documentation Rules
Employees should give advance notice if they know they will need time off, such as for a scheduled doctor’s appointment. In emergencies, notice should be given as soon as possible. Per state law, employers may request reasonable documentation for absences longer than three consecutive days.
A doctor’s note is one example of this, but the law prevents employers from making the process too burdensome or invasive.
Employer Responsibilities and Penalties
Employers must not only provide sick leave but also keep employees informed of their rights. This includes:
- Posting notices in the workplace about the law
- Keeping accurate records of accrual and usage
- Including earned sick time information on pay statements
If an employer fails to comply, the Industrial Commission of Arizona can investigate and impose penalties. Retaliating against an employee for using sick leave is also illegal.
Contact an Arizona Employment Lawyer To Schedule an Initial Consultation
Paid sick leave is a legal right in Arizona, but disputes can arise when employers fail to track hours properly, deny time off, or retaliate against employees for using their benefits. If you believe your employer has violated the law, speaking with an experienced employment lawyer can help you protect your rights.
Schedule a consultation with Houk Employment Attorneys today to get started. 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
