Arizona
Verified February 2026Arizona Civil Rights Act
Ariz. Rev. Stat. §§ 41-1461 to 41-1467
Arizona does not have a state-level family or medical leave law that supplements the federal FMLA. Workers needing extended, job-protected leave for serious health conditions or caregiving must rely on the federal Family and Medical Leave Act. To qualify, you must work for an employer with 50+ employees and have worked at least 12 months and 1,250 hours.
Arizona prohibits disability discrimination through the Arizona Civil Rights Act (ACRA), which mirrors the federal ADA and covers employers with 15 or more employees. The Arizona Attorney General's Civil Rights Division investigates complaints. ACRA provides a state-level pathway for discrimination claims alongside the federal EEOC process.
A significant protection for Arizona workers is the Fair Wages and Healthy Families Act (Proposition 206), passed by voters in 2016. This law requires all employers to provide earned paid sick time. Employees earn 1 hour of sick time for every 30 hours worked, capped at 24 hours for small employers (fewer than 15 employees) and 40 hours for larger employers (15+ employees). This paid sick leave can be used for physical and mental health conditions, medical appointments, or to care for a family member.
While Arizona lacks a family or medical leave law, the combination of mandatory paid sick leave, the Arizona Civil Rights Act, and federal FMLA and ADA protections gives workers more comprehensive coverage than in many states without a dedicated leave law.
Employer Size
15+ employees
Leave Duration
N/A (no state leave law)
Paid Leave
Unpaid (job-protected)
Leave: Arizona does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave. The Fair Wages and Healthy Families Act requires paid sick leave for all employers, usable for mental health conditions.
Anti-Discrimination: The Arizona Civil Rights Act (ACRA) matches the federal ADA's 15-employee threshold and is enforced by the Arizona Attorney General's Civil Rights Division.
Additional Protections
Fair Wages and Healthy Families Act (Paid Sick Leave)
Requires all employers to provide earned paid sick time. Employees earn 1 hour per 30 hours worked, up to 24 hours (small employers) or 40 hours (15+ employees) per year. Can be used for physical or mental health conditions, medical appointments, or family care.
Ariz. Rev. Stat. § 23-371 et seq.
Workers' Compensation - Mental Health Coverage
Arizona workers' compensation covers mental injuries that result from a specific, unexpected, unusual, or extraordinary workplace event. Gradual stress claims are generally not compensable. First responders may have broader coverage for PTSD.
Ariz. Rev. Stat. § 23-1043.01
1. Request FMLA Leave (Federal)
Since Arizona has no state family/medical leave law, eligible employees follow federal FMLA procedures:
- Notify your employer at least 30 days in advance for foreseeable leave.
- If leave is unforeseeable, notify as soon as possible (usually same or next business day).
- Follow your employer’s usual notice procedures for requesting leave.
- Provide medical certification if requested (usually within 15 days).
2. Use Arizona Paid Sick Leave
- You earn 1 hour of paid sick time for every 30 hours worked.
- You can use sick time for your own physical or mental health, medical appointments, or to care for a family member.
- Your employer cannot retaliate against you for using earned sick time.
- If your employer denies sick time or retaliates, file a complaint with the Industrial Commission of Arizona.
3. File a Disability Discrimination Complaint
- Verify your employer has 15+ employees and the incident is within 180 days.
- File a charge with the Arizona Attorney General's Civil Rights Division or the EEOC.
- The AG's office will investigate and attempt resolution through conciliation.
Note: Filing with the Arizona AG's office cross-files with the federal EEOC through a work-sharing agreement.
Important Deadlines
- 30 days - FMLA advance notice for foreseeable leave
- 180 days - Deadline to file a discrimination charge with the Arizona Attorney General's Civil Rights Division
- 300 days - Deadline to file with the federal EEOC (extended because Arizona AG exists as a local agency)
- 1 year - Deadline to file a workers' compensation claim after an injury
- Immediate - Paid sick leave accrual begins on the first day of employment and can be used after 90 days
Official Resources
Frequently Asked Questions
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