A.R.S. § 23-374: Sick Time Retaliation Ban
Exercise of rights protected; retaliation prohibited
Can an Arizona employer retaliate against an employee for using earned paid sick time?
In Arizona, no: an employer may not retaliate or discriminate against an employee for requesting or using earned paid sick time, filing a complaint, or participating in an investigation under the state's earned paid sick time law. An employer's absence-control policy also cannot count protected sick time as an absence leading to discipline.
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Full statute text
Official text last checked against azleg.gov:
23-374. Exercise of rights protected; retaliation prohibited
(Caution: 1998 Prop. 105 applies)
A. It shall be unlawful for an employer or any other person to interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right protected under this article.
B. An employer shall not engage in retaliation or discriminate against an employee or former employee because the person has exercised rights protected under this article. Such rights include but are not limited to the right to request or use earned paid sick time pursuant to this article; the right to file a complaint with the commission or courts or inform any person about any employer's alleged violation of this article; the right to participate in an investigation, hearing or proceeding or cooperate with or assist the commission in its investigations of alleged violations of this article; and the right to inform any person of his or her potential rights under this article.
C. It shall be unlawful for an employer's absence control policy to count earned paid sick time taken under this article as an absence that may lead to or result in discipline, discharge, demotion, suspension, or any other adverse action.
D. Protections of this section shall apply to any person who mistakenly but in good faith alleges violations of this article.
Drafted by AI from the official text and checked sentence by sentence against azleg.gov. ClearStatute is run by David Bartlett, who is not an attorney. Legal information, not legal advice — consult a licensed attorney for your situation.