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Paid Sick Time in Arizona

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Paid Sick Time

Arizona law requires that all employees, regardless of the size of the employer, be provided with Paid Sick Time. This means that no matter where you work or how you are paid, you should accumulate Paid Sick Time immediately when you start your job. This information should be provided with your pay statements and other postings at work, meaning that your employer should be clearly communicating to you how much sick time you have available to use.

If your employer has failed to provide you with Paid Sick Time or notify you that you are entitled to Paid Sick Time, there are strict statutory penalties that your employer could owe you in addition to the damages you suffered for not getting to take sick time for a qualifying reason. It is also illegal for your employer to retaliate against you for raising concerns you may have about your employer’s handling of Paid Sick Time.

✍️Universal Arizona Paid Sick Time Coverage:
        All Arizona employees (full-time, part-time, temporary) accrue paid sick time from day one under A.R.S. § 23-372. No employer size requirement exists; even businesses with one employee must provide paid sick time benefits.

Our Arizona Paid Sick Time Attorneys Have Extensive Experience

Sadly, paid sick time violations occur frequently. Employers may not accurately monitor accumulated sick leave, deny valid requests, or punish employees for using their entitled time off.

We’ve represented Arizona employees in cases involving:

Denial of paid sick time requests for personal illness or to care for a family member.
Employers withholding or miscalculating accrued sick time hours.
Failure to inform employees about their paid sick time balance or rights under A.R.S. § 23-375.
Retaliation through termination, demotion, or reduced hours after employees request or use paid sick time.

Our attorneys understand the practical issues employees face and how to pursue these claims effectively under Arizona labor law.

Common Paid Sick Time Violations

Arizona employers often violate paid sick time laws in the following ways:

Failure to provide paid sick time: Not granting the legally required leave based on hours worked, as mandated by A.R.S. § 23-372.

✍️Arizona Paid Sick Time Accrual Rates:
        Employees accrue 1 hour per 30 hours worked: (full-time, part-time, temporary) 40 hours annually for employers with 15+ employees, 24 hours annually for smaller employers under A.R.S. § 23-372. Accrual begins immediately upon hire, though employers may require a 90-day waiting period before use.

Improper calculation of accrual or usage: Miscounting earned or used paid sick time, leading to underreporting or denial of earned benefits.
Unlawful denial of requests to use paid sick time: Refusing valid requests for paid sick time for qualifying reasons, including personal or family illness, doctor’s appointments, or domestic violence services (A.R.S. § 23-373).
Failure to notify employees of their rights: Employers must inform employees about their paid sick time rights and provide sick time balances with pay statements (A.R.S. § 23-375).
Retaliation for using paid sick time: Terminating, demoting, cutting hours, or taking other adverse actions against employees for requesting or using Paid Sick Time.

✍️Retaliation Protection for Sick Time Use:
         Employers cannot terminate, demote, or reduce hours for requesting or using paid sick time under A.R.S. § 23-374(B). Retaliation violations may entitle employees to reinstatement, back pay, and additional statutory penalties.

Improper record keeping: Not tracking, maintaining, or providing records of accrued and used paid sick time as required under A.R.S. § 23-375.

Examples of Paid Sick Time Cases

Our employment attorneys can assist Arizona workers facing:

Restaurant and retail employees denied sick leave for personal illness despite legal entitlement.
Healthcare workers retaliated against after requesting time off to care for a sick family member.
Employees who discovered they’d accrued paid sick time that was neither tracked nor disclosed on pay stubs.
Workers penalized with reduced shifts or termination after attempting to use their legally protected leave.
Laborers and seasonal employees wrongly told they weren’t eligible for paid sick time benefits.

How Our Attorneys Can Help You

At Frankel Syverson PLLC, we offer guidance through the legal process of recovering paid sick time:

Initial Consultation: We evaluate your specific situation and explain your legal options regarding paid sick time.
Documentation Review: We help assess your employment records, pay stubs, and other relevant documentation.
Legal Representation: Our attorneys handle the legal aspects of your paid sick time claim, from filing necessary paperwork to representing you throughout the process.
Pursuing Available Remedies: We seek all legally available remedies, which may include unpaid sick time and statutory penalties in certain cases.

Understanding Your Legal Options

Under Arizona law:

Employees begin accruing paid sick time on their first day of work and may use it after 90 days.
Accrued paid sick time must be reflected in pay statements and made available upon request (A.R.S. § 23-375(C).

✍️Mandatory Pay Stub Sick Time Disclosure:
         Employers must show accrued, used, and available sick time hours on every pay statement under A.R.S. § 23-375(C). Failure to provide balanced information constitutes a violation of Arizona's paid sick time transparency requirements.

Eligible uses include personal or family illness, medical care, domestic violence services, or public health emergencies (A.R.S. § 23-373(A)).

Employers cannot retaliate against employees for using Paid Sick Time (A.R.S. § 23-374(B)).
Failure to comply may result in employees recovering unpaid sick time, statutory damages, penalties, and attorneys’ fees.

Frequently Asked Questions (FAQs)

Does every Arizona employee have the right to paid sick time?

Yes. All employees (full-time, part-time, and temporary) are entitled to accrue paid sick time from their first day of employment under A.R.S. § 23-372.

How much Paid Sick Time can I accrue?

Employers with 15 or more employees must allow employees to accrue up to 40 hours per year; employers with fewer than 15 employees must allow employees to accrue up to 24 hours per year.

Can my employer deny my request for Paid Sick Time?

No. Employers must grant Paid Sick Time for qualifying reasons under A.R.S. § 23-373(A) if you have it accrued and available to use. Denials may violate the law.

Does my employer have to show my Paid Sick Time balance on my pay stub?

Yes. Employers are required to provide your paid sick time balance, including accrued, used, and available hours with your pay statements (A.R.S. § 23-375(C)).

What if I get fired for requesting paid sick time?

Retaliation for requesting paid sick time is illegal under A.R.S. § 23-374(B). You may be entitled to reinstatement, back pay, and additional penalties.

Take action to enforce your paid sick time rights.

Paid sick time is a legal right in Arizona, not a workplace courtesy. If your employer denies, miscalculates, or retaliates against you for using your earned paid sick time, the attorneys at Frankel Syverson PLLC are here to help.

Contact us today to schedule a consultation and learn how we can help you enforce your paid sick time rights and recover the compensation you deserve.

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