Quick overview 

Arizona requires most employers to provide earned paid sick time (EPST). There is no statewide paid family & medical leave (PFML) program for private-sector employers; the State of Arizona runs a paid parental leave pilot for state employees only. 

Arizona’s Earned Paid Sick Time (EPST) 

Accrual & annual caps 

• Employees accrue 1 hour of paid sick time for every 30 hours worked. 
• Annual caps by employer size: 40 hours (15+ employees) or 24 hours (<15 employees). 
• Accrual starts at hire (employers may front-load the full annual amount at the start of the year). 

Carryover vs. front-loading 

• Unused EPST carries over up to the annual use cap; or 
• You may pay out unused EPST at year-end and front-load a compliant bank available on Day 1 of the new year. 

When EPST can be used 

• The employee’s or a family member’s illness/injury, diagnosis, care, or preventive care. 
• Public health emergencies (workplace or a child’s school/childcare closure; staying home due to exposure per health authority/provider). 
• Domestic or sexual violence, abuse, or stalking (medical care, counseling, relocation, legal help, safety planning). 

Who counts as a “family member”? 

• Traditional relatives and anyone “related by blood or affinity whose close association is the equivalent of a family relationship.” 

Using leave: increments, notice & documentation 

• Requests may be oral, written, or electronic; include expected duration when possible. 
• If foreseeable, provide advance notice and try to avoid undue disruption. 
• Employers cannot require employees to find a replacement. 
• EPST may be used in hourly increments or the smallest increment your payroll system uses, whichever is smaller. 
• Documentation may be requested for 3+ consecutive workdays (with special options for DV/SA situations). 

New hires 

• You may require up to a 90-day wait after hire before using accrued EPST (accrual still begins at hire). 

Posting & policy housekeeping 

• Provide the required employee notice (commonly satisfied by posting the Industrial Commission’s model notice) and show sick-time balances on pay stubs or an attachment. 
• Keep your handbook/policies current and train managers on request, increment, and documentation rules. 

Paid Family & Medical Leave (PFML) in Arizona 

• Private sector: Arizona does not operate a statewide PFML program or PFML payroll tax for private employers. Any paid family leave you offer is an employer policy (or insurance) decision. 
• Public sector: Arizona’s Paid Parental Leave (PPL) pilot applies to eligible state employees generally up to 12 weeks for birth, adoption, or foster placement. It does not apply to private employers. 

Compliance checklist for Arizona employers 

• Confirm headcount to apply the correct EPST cap (24 vs. 40 hours). 
• Choose front-load or accrual + carryover and put it in writing. 
• Ensure request/notice rules match the statute (no replacement requirement; increments; documentation limits). 
• Post the notice, show balances on pay stubs/attachments, update your handbook, and train managers. 

Arizona’s EPST is straightforward once your policy and payroll settings match the statute. Lock in the accrual method, post the notice, and train managers so the program runs smoothly all year.