Arizona Leave Laws Mandates
Arizona’s leave laws mandate both federal and state-specific laws to ensure employees have access to essential time off while allowing employers flexibility in most areas.
The federal Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave for eligible employees who face family or medical needs. Arizona’s main state-mandated leave is paid sick leave, which covers a wide range of health and safety needs. For all updates regarding any leave law and compliance, consult the Arizona Industrial Commission or the Arizona Department of Administration.
Arizona Sick Leave Law
Arizona’s Fair Wages and Healthy Families Act requires most private-sector employees to accrue 1 hour of paid sick leave for every 30 hours worked. Employers with 15 or more employees must provide up to 40 hours per year; smaller employers must provide up to 24 hours. Sick leave can be used for personal, or family illness, preventive care, or issues related to domestic violence, sexual violence, abuse, stalking, or public health emergencies.
Arizona Paid Parental Leave
Employees of Arizona who have provided at least 1 year of service and 1,250 hours worked in the past year may take up to 12 weeks of paid leave following the birth, adoption, or foster placement of a child. Both spouses employed by the state may each take their own 12 weeks of leave. This benefit is not available to employees in the private sector.
Arizona Jury Duty Leave
All employees are entitled to unpaid leave for jury service, and employers are prohibited from retaliating against employees for serving on a jury.
Arizona Voting Leave
Employees may take up to three hours of paid leave to vote in statewide elections if their work schedule does not otherwise allow three consecutive hours off during polling hours. Employees must request this leave prior to Election Day, and employers may specify when the leave is taken.
Arizona Military Leave
Employees called to active duty, training, or drills in the National Guard or U.S. military reserves are entitled to unpaid leave with job reinstatement rights upon return. State employees may also be eligible for paid military leave under specific statutes.
Arizona Mandated Leaves
| Type of Leave | Who’s Eligible | Duration & Description |
|---|---|---|
| Paid Sick Leave | Most private-sector employees | 1 hr / 30 hrs worked; up to 24 hrs/year (small employers) or 40 hrs/year (large); for health, family, and safety needs. |
| Paid Parental Leave (State) | Eligible state employees | Up to 12 weeks paid leave for birth, adoption, or foster placement. |
| Jury Duty Leave | All employees | Unpaid leave for jury service with job protection. |
| Voting Leave | All employees | Up to 3 hours paid leave to vote if the work schedule prevents 3 consecutive hours during polling. |
| Military Leave | All employees (extra protections for state workers) | Unpaid leave for military duty with job reinstatement rights. |
| Holiday Leave (State) | State employees | Paid leave on official state holidays. |
| Family and Medical Leave Act (FMLA) | Employees of covered employers (50+ employees) | Up to 12 weeks unpaid, job-protected leave for family or medical needs. |
Arizona State Holiday Leave
Note: Arizona’s paid leave policy primarily revolves around paid sick time.
- Paid Sick Leave: Most employees accrue 1 hour of paid sick leave for every 30 hours worked (up to 40 hours per year for large employers and 24 hours for small employers), which can be used for illness, family care, or domestic violence issues.
- Paid Parental Leave: Eligible state employees are entitled to up to 12 weeks of paid leave for the birth, adoption, or foster placement of a child.
- Other Leave Types: Arizona law also mandates leave for jury duty, voting, domestic violence/sexual assault, organ donation, and military service.
Essential Components of an HR Leave Policy
- Procedure for LeaveApplication: Communicate the steps employees should follow to request leave, including advance notice requirements and the necessary approval workflow.
- Categories of Leave: Clearly define the available leave options for employees, such as annual, sick, casual, or special leave.
- Eligibility Criteria: Specifies which employees can apply for leave and any conditions that must be met (for example, minimum service period).
- Leave Accrual: Explain how employees earn leave, whether on a monthly or yearly basis.
- Carry Forward and Forfeiture Rules: States if unused leave can be transferred to the next year or if it expires after a specific period.
- Tracking and Leave Records: Outlines how the organization monitors and maintains each employee’s leave entitlement and usage.
HR Compliance: Notice & Documentation Requirements
| Leave Type | Notice Required | Documentation Required |
|---|---|---|
| Paid Sick Leave | As soon as practicable | Reasonable documentation if absence is 3+ days |
| Paid Parental Leave | Per state agency policy | Proof of qualifying event (birth/adoption/foster care) |
| Jury Duty Leave | Jury summons as soon as received | Jury duty notice/summons |
| Voting Leave | Advance notice if possible | None required |
| Military Leave | As soon as practicable | Military orders |
| Holiday Leave | N/A (state employees only) | N/A |
