Overtime Laws in Arizona
Arizona follows federal overtime rules only
Arizona does not have its own overtime law that exceeds federal requirements. Overtime is governed by the federal Fair Labor Standards Act (FLSA). Non-exempt employees must be paid at least 1.5 times their regular rate for hours worked over 40 in a workweek.
Key details
| Has state overtime law? | No |
|---|---|
| Exceeds federal requirements? | No |
| Weekly overtime threshold | 40 hours at 1.5x pay |
| Daily overtime? | No daily overtime requirement |
What applies in Arizona?
Federal FLSA rules apply. You are entitled to 1.5x your regular rate for hours over 40 in a workweek if you are a non-exempt employee. If you believe your employer is not paying overtime correctly, you can file a complaint with the U.S. Department of Labor Wage and Hour Division.
Overtime Laws in Arizona: what you need to know
Arizona does not have its own state overtime law that exceeds federal requirements. Overtime in Arizona is governed by the federal Fair Labor Standards Act (FLSA), which requires employers to pay non-exempt employees at least 1.5 times their regular rate for hours worked over 40 in a workweek. Federal FLSA rules apply. You are entitled to 1.5x your regular rate for hours over 40 in a workweek if you are a non-exempt employee. If you believe your employer is not paying overtime correctly, you can file a complaint with the U.S. Department of Labor Wage and Hour Division.
The federal FLSA applies to most workers in Arizona, but not all. Exempt employees, including many salaried workers in executive, administrative, and professional roles, are not entitled to overtime pay. The exemption depends on both your salary level and your job duties. As of 2024, employees must generally earn at least $684 per week ($35,568 per year) on a salary basis and perform exempt duties to qualify for the exemption.
For Arizona workers who believe they are not receiving proper overtime pay, the first step is to understand whether you are classified as exempt or non-exempt. Your employer's classification is not always correct. Job title alone does not determine exempt status; your actual duties and compensation must meet specific criteria. If you believe you have been misclassified, an employment attorney or the Department of Labor can help you evaluate your situation.
Overtime disputes are among the most common wage claims in Arizona and nationally. Common issues include employers failing to pay overtime for hours worked beyond 40, improperly classifying workers as exempt, not counting all compensable time (such as pre-shift or post-shift duties), and averaging hours across multiple workweeks instead of calculating overtime for each week separately. If any of these issues apply to your situation, you may be owed back pay.
More Arizona workplace laws
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Frequently asked questions about overtime laws in Arizona
No. Overtime in Arizona is governed by the federal FLSA. Non-exempt employees must be paid at least 1.5 times their regular rate for hours over 40 per workweek.
It depends on your classification. Being salaried does not automatically make you exempt from overtime. Your employer must demonstrate that your salary level and job duties meet the specific criteria for exemption. If your duties do not qualify, you may be entitled to overtime even on a salary.
No. Arizona follows the federal standard, which based on weekly hours only. You must work more than 40 hours in a workweek to qualify for overtime.
Document your hours worked and pay received. You can file a complaint with the federal Department of Labor or consult an employment attorney. Overtime claims often have a statute of limitations (typically 2-3 years), so acting promptly is important.
In most cases, yes. The federal law prohibits mandatory overtime for adult workers. Your employer can require you to work additional hours, but they must pay you at the overtime rate for hours that qualify. Refusing to work required overtime may be grounds for discipline or termination in an at-will state.