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Arizona Minimum Wage Guide For Employers

9 min read
Arizona minimum wage

Whether you’re a seasoned Human Resources professional or a small business owner, understanding the Arizona minimum wage is integral to fostering a workplace culture that values its employees. Join us as we delve into the specifics of Arizona’s minimum wage regulations, unraveling the laws that define employer responsibilities for businesses operating in the Grand Canyon State.

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US Minimum Wage: How It Works

The minimum wage is the lowest amount of money that employers are legally allowed to pay their employees per hour. However, there is no single minimum wage in the United States. Instead, there are three tiers of minimum wage laws: federal, state, and municipal.

Federal Minimum Wage

The federal minimum wage, set by the Fair Labor Standards Act (FLSA), is currently $7.25 per hour. This is the lowest wage that any employer in the United States can legally pay their employees. However, the federal minimum wage is not always the highest minimum wage that applies to employees.

State Minimum Wage

Many states have their own minimum wage laws that are higher than the federal minimum wage. In these states, employees are entitled to the higher of the two minimum wages. As of right now, 29 states and the District of Columbia have minimum wages that are higher than the federal minimum wage.

Municipal Minimum Wage

Some cities also have their own minimum wage laws that are higher than both the federal and state minimum wages. These municipal minimum wages are typically set by the city council or by ballot initiative. There are currently over 60 U.S. cities with minimum wages that are higher than the federal minimum wage.

Ultimately, while the federal minimum wage provides a nationwide standard, the tiered structure at the state and local levels acknowledges the diverse economic landscapes across the country and allows for more localized adjustments to account for varying economic conditions.

Arizona Minimum Wage: Timeline

Before we look at the specific minimum wage rates that employers in the state need to comply with, let’s take a look at the history of the Arizona minimum wage to understand the context that has shaped the current regulatory landscape.

Early Years and the Birth of the Arizona Minimum Wage Act (2006)

In the early 2000s, the movement for fair wages gained momentum across the United States. Arizona responded to this call by enacting the Arizona Minimum Wage Act in 2006. Propelled by a voter-approved initiative, Proposition 202 laid the foundation for the state’s commitment to ensuring that workers received wages commensurate with the cost of living.

The Inaugural Increase (2007)

Following the implementation of the Arizona Minimum Wage Act, the state witnessed its first increase in the minimum wage in 2007. This initial adjustment signalled a departure from static wage structures and set the stage for subsequent incremental changes.

Proposition 206 and the Path to $12 (2016)

A defining moment arrived in 2016 with the passing of Proposition 206. Arizona voters, recognizing the need for more substantial adjustments, approved this ballot initiative. Besides increasing the AZ minimum wage, Proposition 206 outlined a strategic roadmap toward achieving a $12 per hour minimum wage by the year 2020. This comprehensive approach aimed to address the pressing issue of income inequality by aligning wage growth with the rising cost of living.

Incremental Progress and the $12 Milestone (2017-2020)

In the years following Proposition 206, Arizona experienced incremental increases to the minimum wage. These annual Arizona minimum wage increases were instrumental in reaching the targeted $12 per hour by 2020. This period of incremental progress underscored the state’s commitment to providing fair compensation to its workforce.

2020: Achieving the Goal of $12 per Hour

A significant milestone was reached in 2020 when Arizona successfully achieved the $12 per hour minimum wage target set by Proposition 206. This accomplishment reflected the state’s dedication to creating an economically equitable environment for workers.

Annual Adjustments for Inflation (2021 and Beyond)

Recognizing the importance of keeping pace with the cost of living, Arizona instituted a system of annual adjustments for inflation. This approach ensures that the minimum wage in Arizona remains a dynamic and responsive mechanism, safeguarding workers against the erosive effects of economic fluctuations.

Arizona Minimum Wage Rates

So, what is the current minimum wage in Arizona? Is the minimum wage going up in Arizona in 2024? Does the Arizona hourly wage vary by industry or region?

As of 2024, the Arizona state minimum wage is set at $14.35 per hour, an increase of 50 cents compared to last year’s rate. However, the Arizona minimum wage landscape isn’t a one-size-fits-all scenario. While the base rate currently sits at $14.35, factors like industry and municipality can alter the bottom line for workers.

Industry Variations to the Arizona Minimum Wage

  • Tipped Employees. Servers, bartenders, and other tip-dependent workers earn a lower minimum wage of $12.35 per hour, but tips are expected to push their total earnings above the standard minimum.
  • Agriculture. Farmworkers in Arizona are generally exempt from the state minimum wage. However, some counties have implemented local ordinances covering this sector. For example, Yuma County mandates a minimum wage of $14.75 per hour for harvest crews and $13.50 for other farmworkers.
  • Construction. Arizona’s prevailing wage statute requires employers on public works projects to pay workers based on predetermined, industry-specific wage rates that often exceed the minimum wage. This ensures fair compensation for skilled laborers and protects against wage competition.
  • Home Healthcare. Home healthcare aides are also exempt from the Arizona minimum wage under federal law. However, Arizona Medicaid sets minimum reimbursement rates for these services, which indirectly determine the wages home healthcare providers receive.
  • Non-Profit Organizations. Many non-profit organizations in Arizona rely on volunteers and pay their employees below the minimum wage under the “Fair Labor Standards Act (FLSA)” exemption for such organizations. However, some larger non-profits choose to adhere to the standard minimum wage as a matter of ethical practice.
  • Small Businesses. Businesses with fewer than 25 employees were exempt from the state minimum wage until September 30, 2023. However, standard rates now apply.

Regional Variations to the Arizona Minimum Wage

In addition, municipalities within Arizona have the authority to set their own minimum wage rates, taking into account local cost-of-living dynamics.

For example:

  • Flagstaff: This bustling city boasts the highest minimum wage in Arizona, with a current rate of $17.40. Even tipped workers earn a higher minimum rate of $15.90.
  • Tucson: Another major city, Tucson, is set to implement a $15 minimum wage for non-tipped employees by July 1, 2024.
  • Phoenix: Arizona’s capital currently follows the state minimum wage but may consider adjustments to the Phoenix minimum wage in the future.

Additional Arizona Wage Laws

Aside from the Arizona minimum wage, there are several additional wage laws that employers in the Grand Canyon State need to be aware of.

Here’s everything you need to know.

Overtime Pay

Overtime pay is a critical aspect of wage compliance for Arizona employers, mandated by both federal and state regulations. According to the Fair Labor Standards Act (FLSA), non-exempt employees who work more than 40 hours in a workweek are entitled to overtime compensation at a rate of 1.5 times their regular hourly wage (time and a half).

This provision ensures that employees receive fair compensation for additional hours worked, serving as a deterrent against excessive working hours and promoting a healthy work-life balance. Employers must meticulously track employee work hours, implement accurate timekeeping systems, and adhere to overtime pay requirements to avoid legal repercussions and maintain a workplace that prioritizes fair compensation practices.

Equal Pay

Equal pay laws in Arizona, specifically the Equal Pay Act, prohibit employers from paying employees of one gender less than employees of the opposite gender for substantially similar work.

Ensuring pay parity in this way is integral to fostering a workplace that values fairness and discourages gender-based wage disparities. As a result, employers must regularly review their compensation structures, evaluating factors such as skill, responsibility, and experience, to identify and rectify any gender pay gaps. By actively addressing and rectifying these gender pay gaps, employers not only comply with legal requirements but also contribute to a more inclusive and equitable workplace culture that supports the principles of fairness and diversity.


Accurate recordkeeping is a cornerstone of wage law compliance for Arizona employers. State regulations require employers to maintain detailed records of employee hours worked, wages paid, and other essential information. These records serve as a crucial defense in the event of audits or legal disputes, demonstrating adherence to wage and hour laws.

To ensure compliance with this requirement, employers must maintain organized and accessible records for a specified period, typically several years. Establishing robust recordkeeping practices in this way not only ensures compliance with state and federal regulations but also promotes transparency, efficiency, and accountability in employment practices, safeguarding employers against potential legal challenges.

Meal & Rest Breaks

While Arizona doesn’t have specific laws mandating meal or rest breaks, employers should be mindful of federal regulations, such as the Fair Labor Standards Act (FLSA). The FLSA does not require breaks but stipulates that if employers provide short breaks (typically lasting 5-20 minutes), they must be compensated. Longer meal breaks, typically lasting 30 minutes or more, do not need to be compensated if the employee is completely relieved of duties.


While there’s no state-mandated timekeeping system, employers must accurately track hours worked for all employees subject to the Federal Fair Labor Standards Act (FLSA). This means meticulously recording regular hours, overtime, meal breaks, and any authorized absences. Reliable methods like electronic time clocks or detailed timesheets are crucial for this. Moreover, these records must be maintained for at least three years for potential inspections.

Wage Deductions

Arizona employers must exercise caution when deducting from an employee’s wages. While certain deductions are allowed, such as those required by law or authorized by the employee, others may be prohibited.

For example, unauthorized deductions for the following are prohibited:

  • Cash shortages, damaged property, or lost items without the employee’s express written consent. Arizona law protects employees from being held financially responsible for such losses unless they were the result of gross negligence or willful misconduct.
  • Uniforms, tools, or other equipment unless the cost of the item is less than one week’s wages and the employee retains ownership of the item.
  • Employee benefits without the employee’s written authorization. This includes deductions for health insurance, retirement plans, and other voluntary benefits.
  • Charitable contributions or other causes without the employee’s written authorization.
  • Company social events or meals that are mandatory for employees to attend.

Final Paychecks

Finally, Arizona law dictates specific guidelines for issuing final paychecks. For employees who resign, employers must provide their final wages within seven business days. For those terminated involuntarily, final pay must be provided on the next regular payday. If an employee gives less than three days’ notice of resignation, the employer has 30 days to provide the final paycheck.

Understanding and adhering to these timelines is crucial to avoid legal complications. Employers should communicate clearly with departing employees about the timing and details of their final paychecks to maintain a positive relationship and uphold legal obligations.

Practical Strategies for Arizona Wage Law Compliance

Implementing proactive and informed best practices is crucial for navigating the state’s complex wage landscape with confidence.

With this in mind, we have put together an essential list of recommendations to help you implement your own wage compliance strategy. By implementing these best practices, you can ensure fair compensation for your workforce, avoid legal issues, and foster a positive work environment built on trust and compliance.

  • Know your minimums. Stay updated on the Arizona state minimum wage, tipped employee rates, and any industry-specific requirements. Regularly consult the Department of Commerce website and relevant city ordinances.
  • Classify employees correctly. Distinguish between full-time, part-time, exempt, and non-exempt employees. Misclassification can lead to costly penalties.
  • Maintain accurate records. Use payroll software to track hours worked, overtime, meal breaks, and wages paid. Keep detailed records for at least three years.
  • Post required information. Display the state’s minimum wage poster and any relevant city ordinances in clear locations for employees to understand their rights and responsibilities.
  • Train your staff. Educate managers and supervisors on wage laws, overtime rules, and proper recordkeeping practices to minimize errors and promote a culture of compliance.
  • Be transparent. Clearly communicate wage policies and pay rates to employees during hiring and throughout their employment. Open communication fosters trust and reduces the risk of disputes.
  • Stay proactive. Keep up to date on any upcoming changes in wage laws and adapt your practices accordingly. Early preparation protects you from last-minute surprises and the risk of non-compliance.

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How Factorial Can Help You Comply with Arizona’s Wage Laws

Staying compliant with Arizona’s evolving wage regulations is not only a legal requirement but also a crucial aspect of fostering a positive workplace environment. Factorial, a comprehensive human resources management platform, offers a robust set of tools to help employers comply with Arizona’s wage laws with ease and efficiency.

For example:

  • Manage payroll with precision. Factorial’s intelligent payroll system takes the grunt work out of managing payroll. This includes defining pay periods and accurately calculating wages based on Arizona’s minimum wage, overtime rules, and deductions. No more manual calculations or spreadsheets prone to errors – Factorial keeps your payroll compliant and your HR team focused on strategic tasks.
  • Holiday pay made easy. Tracking and distributing holiday pay can often be a compliance headache. Factorial simplifies this process, allowing you to easily configure holiday schedules, track holiday hours worked, and automatically calculate and distribute holiday pay according to Arizona’s specific regulations.
  • Electronic time clock for accountability. Say goodbye to paper punch cards and manual time sheets. Factorial offers a modern electronic time clock system, ensuring accurate and transparent time tracking for all employees. This helps you meet time-tracking legal requirements and provides valuable insights into employee hours.
  • Employee record management made simple. Factorial centralizes all employee records, including wage agreements, tax forms, and onboarding documents, in one secure platform. This simplifies compliance with recordkeeping requirements and makes it easy for you to access vital employee information whenever needed.
  • Stay updated with ease. Navigating Arizona’s ever-changing wage landscape can be challenging. Factorial keeps you ahead of the curve with automatic updates and notifications about any new regulations or adjustments to the Arizona minimum wage. Stay informed and compliant without dedicating precious time to legal research.
Cat Symonds is a freelance writer, editor, and translator. Originally from Wales, she studied Spanish and French at the University of Swansea before moving to Barcelona where she lived and worked for 12 years. She has since relocated back to Wales where she continues to build her business, working with clients in Spain and the UK.  Cat is the founder of The Content CAT: Content And Translation, providing content development and translation services to her clients. She specializes in corporate blogs, articles of interest, ghostwriting, and translation (SP/FR/CA into EN), collaborating with a range of companies from a variety of business sectors. She also offers services to a number of NGOs including Oxfam Intermón, UNICEF, and Corporate Excellence - Centre for Reputation Leadership.  For more information or to contact Cat visit her website ( or send her a message through LinkedIn.

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