Wrongful Termination in Arizona: Your Rights
Understanding wrongful termination protections in Arizona. This guide covers at-will exceptions, protected classes, whistleblower protections, and how to file a claim.
Data last updated: Jan 15, 2025Key Takeaways
- At-will employment: Yes.
- Public policy exception: Recognized.
- Implied contract exception: Recognized.
- Filing deadline: 180 days for ACRD complaints; 300 days for EEOC (dual filing).
At-Will Employment in Arizona
Arizona is an at-will employment state. Employers can terminate employees for any lawful reason or no reason at all.
Recognized Exceptions
- Public policy
- Implied contract
- Statutory protections
Protected Classes
In addition to federal protections, Arizona prohibits employment discrimination based on:
- Race
- Color
- Religion
- Sex
- National origin
- Age (40+)
- Disability
- Genetic information
Whistleblower Protections
Arizona Employment Protection Act protects employees who report violations of Arizona statutes.
Filing a Claim
Back pay, reinstatement, compensatory and punitive damages, and attorney fees.
Arizona Attorney General – Civil Rights Division website
Related Resources
Frequently Asked Questions
-
Is Arizona an at-will employment state?
Yes. Arizona is an at-will state, but the Arizona Employment Protection Act provides specific protections against retaliatory termination.
-
What is the Arizona Employment Protection Act?
This law prohibits employers from firing employees for reporting violations of Arizona law, refusing to commit an illegal act, exercising workers' compensation rights, or serving on a jury.
-
Does Arizona recognize implied contract claims?
Yes. If an employer's handbook or verbal promises create an implied employment contract, termination violating those terms may be actionable.
-
How do I file a complaint in Arizona?
File with the Arizona Attorney General's Civil Rights Division within 180 days, or with the EEOC within 300 days.