Arizona Overtime Laws

When you work, you expect to receive your regular rate of pay. When you work more than a normal number of hours in a day, you should expect overtime pay. While some states have specific overtime compensation laws, Arizona does not. That doesn’t mean that Arizona workers aren’t entitled to overtime pay. Instead, they follow the federal overtime requirements for hourly employees.

If you haven’t been receiving the overtime wages you deserve or are confused about Arizona’s other wage laws, consider talking to an Arizona employment law attorney. They can help you understand Arizona’s wage and hour laws.

Arizona Overtime Laws

Arizona follows the federal Fair Labor Standards Act (FLSA) for overtime calculations and exemptions. The FLSA establishes the federal minimum wage and the maximum number of hours an employee can work in a day and a week. The FLSA also classifies employees as “exempt” and “non-exempt” for overtime purposes.

The state of Arizona sets its own minimum wage. As of January 2026, the minimum wage is $15.15 per hour. Tipped employees are subject to a separate minimum wage of $12.15 per hour. The FLSA also regulates how employers must pay tipped employees, ensuring their wages and tips equal the federal or state minimum wage.

Arizona law uses the FLSA overtime regulations for calculating overtime pay. Non-exempt employees are eligible for:

• Overtime if they work more than 40 hours in any workweek (overtime is calculated on the number of hours worked per week, not per workday)
• An overtime rate of 1.5 times the employee’s hourly wage (time and a half)
• Hours of overtime that include meal or rest breaks if the employer offers them (not required by Arizona law)
• Pay periods falling at least once every two weeks

Nights, weekends, and holidays do not automatically qualify for overtime pay.

Arizona does not have laws limiting the number of hours an adult worker may work per week. Employers may require mandatory overtime and can terminate employees for refusing to work. Employers must pay mandatory overtime at federal overtime rates.

Two cities in Arizona have local minimum wage laws. In Flagstaff, workers (including tipped workers) receive $18.35 per hour. In Tucson, the minimum wage is $15.45 per hour.

Exempt and Non-Exempt Employees

Under federal law, an exempt employee does not receive overtime pay. A non-exempt employee does. Salaried employees who meet a job duties test do not receive overtime, while hourly employees do. Exempt employees include:

• Administrative or professional workers
• Outside sales
• Those who have certain job duties, such as management or supervisory positions
• Those who meet a salary threshold of at least $684 per week, regardless of hours worked

Highly compensated workers, such as computer professionals, must meet a salary threshold of $107,432.

An employee’s job or title is not the only thing that influences their exempt status. There are other factors involved in an exempt classification. Independent contractors and freelance workers are also exempt from overtime laws.

Comp Time

Compensatory time off (comp time) is a trade in which workers agree to work unpaid overtime in exchange for later paid time off. Private Arizona employers may not offer comp time under the FLSA. State and county workers can do so if their collective bargaining agreement permits it. State law covers when and how comp time must be paid and used.

Filing a Wage Complaint

• Wage Claims (Arizona Labor Department)
• How To File A Complaint (U.S. Department of Labor)

Learn How Arizona Overtime Laws Affect You: Talk to a Lawyer

You have the right to be fully compensated for the hours you work, including overtime pay. If you’re being denied overtime pay or have any other wage issue, contact a skilled employment lawyer in Arizona. An experienced Arizona attorney can also help you recover lost wages and any damages caused by a denial of overtime pay.