Arizona’s leave laws and holiday regulations is crucial for both employers and employees to ensure compliance and fair workplace practices. Arizona leave laws encompass a range of protections and benefits, including paid time off (PTO), sick leave, and holiday entitlements. With tools like the “Day Off” app, managing and tracking these leave benefits has never been easier, helping both employers and employees stay organized. These laws are designed to support workers’ rights while providing businesses with guidelines for managing employee absences effectively. Whether you are navigating PTO accruals, sick leave entitlements, or observing state-recognized holidays, this comprehensive guide to Arizona’s leave laws and holidays in 2025 will help you stay informed and compliant with the latest regulations.
Paid Time Off (PTO) in Arizona
Leave Quota
In Arizona leave laws, employers have the discretion to establish their own Paid Time Off (PTO) policies, including the amount of leave employees are entitled to annually. While there is no state-mandated minimum for PTO, many employers offer between 10 to 20 days per year, depending on factors like tenure, job role, and company policy.
Rückstellung
PTO in Arizona is typically accrued based on the number of hours worked. Employers may set up accrual rates such as a certain number of hours per pay period. For instance, an employee might accrue 1 hour of PTO for every 40 hours worked. Accrual rates can vary widely depending on the employer’s policy, and some employers may offer front-loaded PTO, where the entire leave quota is provided at the start of the year.
Rollover
Arizona leave laws allows employers to determine whether or not PTO can be rolled over from one year to the next. Some companies implement a “use-it-or-lose-it” policy, requiring employees to use their PTO within the calendar year or lose it. However, other employers may permit unused PTO to roll over, often with a cap on the maximum amount that can be carried over. For example, an employer might allow a rollover of up to 40 hours of unused PTO, with any additional unused time being forfeited.
Payment of Accrued Unused Vacation on Termination
Arizona leave laws does not require employers to pay out unused PTO or vacation time upon termination unless there is a policy or contractual agreement stating otherwise. If an employer’s policy or contract specifies that accrued vacation will be paid out, the employer must honor this agreement. It is essential for employees to be aware of their company’s specific policies regarding PTO payout at termination, as practices can vary.
Paid Sick Leave in Arizona
Federal Laws – Leave Quota
At the federal level, the United States does not mandate a specific leave quota for Paid Time Off (PTO) or vacation time. Instead, leave policies, including the amount of PTO and how it accrues, are generally left to the discretion of employers. The Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations, sick leave, or federal holidays, and there is no federal requirement for PTO. This means that in Arizona, as in other states, the specifics of PTO leave quotas are determined by individual employers.
However, certain federal laws do impact leave policies, particularly in situations involving family and medical needs. The Family and Medical Leave Act (FMLA) is the primary federal law affecting leave quotas, allowing eligible employees to take up to 12 weeks of unpaid leave per year for specific family and medical reasons, with the guarantee of job protection. This leave can be used for situations such as the birth of a child, adoption, personal or family illness, or to care for an immediate family member with a serious health condition. FMLA leave is unpaid but provides critical job security for those who need it.
Paid Sick Leave in Arizona
While there is no federal law requiring paid sick leave, Arizona has its own state laws to address this need. The Arizona Fair Wages and Healthy Families Act mandates that employers provide paid sick leave to employees. The amount of paid sick leave an employee can accrue depends on the size of the employer:
- For employers with 15 or more employees: Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours per year.
- For employers with fewer than 15 employees: Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 24 hours per year.
Employees can use accrued paid sick leave for various purposes, including:
- Personal or family illness.
- Medical appointments.
- Domestic violence-related needs, including seeking legal services or relocation.
Unused paid sick leave can be carried over to the following year, but employers may limit the amount of carryover to 40 hours (for larger employers) or 24 hours (for smaller employers). Alternatively, employers can choose to pay out unused sick leave at the end of the year and provide a fresh allotment at the beginning of the next year.
Maternity, Paternity, and FMLA in Arizona
Maternity Leave
In Arizona leave laws, maternity leave is primarily governed by federal law under the Family and Medical Leave Act (FMLA). The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave for the birth and care of a newborn child. During this leave, an employee’s job is protected, and they are entitled to continue their group health insurance coverage under the same terms as if they had not taken leave.
Eligibility requirements for FMLA include:
- Working for a covered employer (generally, employers with 50 or more employees).
- Having worked for the employer for at least 12 months.
- Having completed at least 1,250 hours of work in the 12 months preceding the leave.
- Working at a location where the employer has 50 or more employees within a 75-mile radius.
In addition to FMLA, some employers may offer paid maternity leave as part of their benefits package, although this is not mandated by law. Employees should check with their employers to understand the specific maternity leave benefits available to them.
Paternity Leave
Paternity leave in Arizona is also covered under the FMLA, which allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for the birth and care of their newborn child, or for the adoption or foster care placement of a child. Like maternity leave, paternity leave under the FMLA is unpaid, but the employee’s job is protected during the leave period.
Some employers may offer paid paternity leave as a benefit, although it is not required by law. The availability and length of paid paternity leave can vary widely between employers, so employees should inquire about their specific entitlements.
Family and Medical Leave Act (FMLA)
The FMLA serves as the primary federal law providing job-protected leave for family and medical reasons, including both maternity and paternity leave. The 12 weeks of leave under the FMLA can be used for various purposes, such as:
- The birth and care of a newborn child.
- The placement of a child for adoption or foster care.
- To care for a spouse, child, or parent with a serious health condition.
- The employee’s own serious health condition that makes them unable to perform their job.
Arizona does not currently have additional state-level family and medical leave laws that expand upon the FMLA. However, the state’s Fair Wages and Healthy Families Act provides paid sick leave, which can be used in certain situations that overlap with FMLA leave, such as caring for a family member with a serious health condition.
While the FMLA provides important protections, it does not mandate paid leave. Employees who require income during their leave may need to explore other options, such as short-term disability insurance, employer-provided paid leave, or the use of accrued paid time off (PTO).
Bereavement Leave in Arizona
bereavement leave is not mandated by state law, meaning employers are not legally required to provide time off for employees to grieve the loss of a loved one. However, many employers choose to offer bereavement leave as part of their benefits package, typically allowing employees to take between 3 to 5 days off with pay. This leave is intended to give employees time to manage funeral arrangements, attend services, and cope with their loss. The specifics of bereavement leave, such as the amount of time off and whether it is paid or unpaid, are determined by the employer’s internal policies. Employees should consult their employer’s handbook or HR department to understand the bereavement leave options available to them in 2025.
Jury Duty Leave in Arizona
employees are entitled to take leave for jury duty without fear of losing their jobs. State law mandates that employers must allow employees to take time off to serve on a jury. This protection ensures that employees can fulfill their civic duty without the risk of termination or any other form of retaliation. Employers are not required to pay employees for time spent on jury duty, although some may choose to do so as part of their benefits package.
Payout for Jury Duty Leave
While Arizona law does not require employers to pay employees during their jury duty leave, employees typically receive a small stipend from the court for each day they serve on a jury. This amount, however, is usually nominal and is intended to cover basic expenses like transportation and meals rather than replace lost wages. Employees who are concerned about income during jury duty should review their employer’s policies or consider using accrued paid time off (PTO) to supplement their earnings during this period. Employers are encouraged to clearly communicate their policies regarding jury duty leave and any associated payouts to ensure employees are fully informed of their rights and options in 2025.
Military Leave in Arizona
Federal Law
Military leave in Arizona is primarily governed by federal law under the Uniformed Services Employment and Reemployment Rights Act (USERRA). USERRA protects the job rights of individuals who voluntarily or involuntarily leave their civilian employment to undertake military service or certain types of service in the National Disaster Medical System. Under USERRA, employees are entitled to take leave for military service and are guaranteed reemployment in their civilian jobs with the same seniority, status, and pay they would have attained had they not taken leave. USERRA applies to all employers in Arizona, regardless of size, and covers all types of military duty, including active duty, reserve duty, and training.
Key protections under USERRA include:
- Reemployment rights: Eligible employees have the right to return to their job after military service, provided they meet certain requirements regarding the duration and nature of the service.
- Protection from discrimination: Employers cannot discriminate against employees or prospective employees based on their military service.
- Continuation of benefits: Employees on military leave are entitled to continue their health insurance coverage for up to 24 months and may elect to continue other benefits.
State Law
Arizona state law complements federal protections by offering additional benefits to public sector employees. Arizona law provides public employees, including state, county, and municipal employees, with paid military leave for up to 30 days per year for military training, drills, or call-ups. This leave is separate from other forms of leave, such as vacation or sick leave, and ensures that public employees do not suffer financial loss when fulfilling their military obligations.
For private-sector employees, Arizona follows federal law under USERRA, which means there are no additional state-mandated protections or benefits beyond those provided by the federal government. However, private employers in Arizona may choose to offer additional benefits, such as paid military leave or the continuation of benefits beyond the requirements of USERRA.
Voting Leave in Arizona
employees are entitled to time off to vote in statewide elections if they do not have sufficient time outside of their working hours to do so. Employers are required to provide up to three hours of paid leave for voting. However, this leave is only necessary if the employee’s work schedule does not provide at least three consecutive hours of non-working time during the polls’ open hours. Employees must request this leave prior to Election Day, and employers may specify the hours during which the employee can be absent. This ensures that all eligible voters have the opportunity to participate in the democratic process without facing penalties or loss of wages.
Arizona State Holidays for 2025
In 2025, no federal or state law in Arizona mandates that employers provide either paid or unpaid holiday leave to employees. This means that private employers have the discretion to require their employees to work on holidays, including Thanksgiving, Christmas, New Year’s Day, or any other holiday. Employers are not legally obligated to pay employees extra, such as 150% of the regular pay rate, for working on these holidays. Instead, they can compensate employees at their standard rate, just as they would for any regular workday. However, some employers may choose to treat holidays as overtime and offer premium pay for holiday work. If an employer decides to implement paid or unpaid holiday leave, they must adhere to any established company policies or employment contracts that are in place.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
César Chávez Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, March 31
Monday, May 26
Friday, July 4
Monday, September 1
Tuesday, November 11
Thursday, November 27
Thursday, December 25