Arizona Paid Sick Leave (Prop 206): Complete Guide
Quick Answer: Arizona requires all employers to provide paid sick leave under Proposition 206. Employees earn 1 hour per 30 hours worked, up to 24 hours/year at small employers (15 or fewer) or 40 hours/year at larger employers. Can be used for employee or family illness.
Arizona has strong paid sick leave protections.
Arizona Paid Sick Leave Overview
Prop 206 Requirements
All Arizona employers must:
- Provide paid sick leave
- Allow accrual at specific rate
- Permit use for covered reasons
- Protect against retaliation
Coverage
Applies to:
- All employers regardless of size
- All employees
- Part-time workers
- Temporary workers
Accrual Rates
By Employer Size
Small employers (15 or fewer):
- 1 hour per 30 hours worked
- Maximum: 24 hours/year
Large employers (more than 15):
- 1 hour per 30 hours worked
- Maximum: 40 hours/year
Accrual Start
Begins:
- From date of hire
- Immediately
- For all hours worked
Carryover
Rules:
- Unused time carries over
- Up to annual cap
- No payout required at termination
Covered Uses
Employee Health
For your own:
- Mental or physical illness
- Injury or health condition
- Medical diagnosis
- Preventive care
Family Care
Caring for family member:
- Child (any age)
- Parent
- Spouse
- Grandparent
- Grandchild
- Sibling
- Domestic partner
Domestic Violence
For:
- Victim of domestic violence
- Sexual violence
- Abuse or stalking
- Related needs
Public Health
When:
- Public health emergency
- Business closure ordered
- Child’s school closure
- Quarantine required
Usage Rules
When Can Use
After:
- 90 calendar days of employment
- Accrual continues during this period
Notice
Employee should:
- Give notice if foreseeable
- Follow employer procedures
- Give as much notice as practicable
Minimum Increment
Employer may set:
- Minimum use increment
- Cannot exceed one hour
Documentation
Employer may require:
- Documentation for 3+ consecutive days
- Reasonable documentation
Employer Obligations
Posting
Must:
- Post required notice
- Display prominently
- Provide information to employees
Recordkeeping
Must track:
- Hours worked
- Sick leave accrued
- Sick leave used
- Balances
Pay Rate
Sick leave paid at:
- Same hourly rate
- Employee’s normal rate
- At least minimum wage
Retaliation Prohibited
Cannot
Employer must not:
- Discipline for using sick leave
- Fire for requesting sick leave
- Retaliate for filing complaint
- Count sick leave against attendance
Penalties
Violations may result in:
- Back pay
- Penalties
- Reinstatement
Common Scenarios
Scenario 1: New Employee
Situation: Started job 2 months ago, need sick day.
Analysis: Must wait until 90 days to use, but accrual has begun.
Scenario 2: Care for Sick Child
Situation: Child is ill, need day off.
Analysis: Covered use. Can use accrued sick leave.
Scenario 3: Small Employer
Situation: Work for 8-person company.
Analysis: Covered. Entitled to up to 24 hours/year.
Scenario 4: Fired for Using Sick Leave
Situation: Terminated after using sick days.
Analysis: Retaliation prohibited. May file complaint.
Filing Complaints
Industrial Commission
For violations:
- Phone: 602-542-4515
- Wage and hour division
- File complaint
Frequently Asked Questions
Does Arizona require paid sick leave?
Yes. All employers must provide it under Prop 206.
How much sick leave do I get?
24 hours/year at small employers, 40 hours/year at larger ones.
When can I start using it?
After 90 days of employment.
Can I use it for family members?
Yes. Covers care for many family members.
Can employer fire me for using sick leave?
No. Retaliation is prohibited.
Related Topics
Take Action
If having sick leave issues:
- Know your accrual
- Document denial
- File complaint if needed
- Consult attorney for retaliation
Legal Disclaimer
This article provides general information about Arizona paid sick leave and is not legal advice. For specific advice, consult a licensed Arizona employment attorney.
For official information:
- Industrial Commission of Arizona: https://www.azica.gov | 602-542-4515