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Wrongful Termination in Arizona

Reviewed by DocDraft Legal Team - Arizona - Last updated November 12, 2026

Wrongful termination in Arizona is defined by statute: under the Arizona Employment Protection Act, a fired employee has a claim only in the circumstances A.R.S. 23-1501 lists. Discrimination claims under the Arizona Civil Rights Act go to the Attorney General's Civil Rights Division, and a charge must be filed within one hundred eighty days after the alleged unlawful employment practice, against employers with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year. An action for damages for wrongful termination must be commenced within one year after the cause of action accrues. Final pay is due within seven working days or the end of the next regular pay period, whichever is sooner.

Find out where you stand in Arizona

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What counts as wrongful termination in Arizona?

Arizona employment is generally at-will, and the Employment Protection Act says a fired employee has a claim only if one or more listed circumstances apply (A.R.S. 23-1501). They include a firing that violates an Arizona statute, a breach of a qualifying written contract, and retaliation for listed acts such as reasonably disclosing a violation of law.

Where do you file a discrimination complaint in Arizona, and by when?

File with the Civil Rights Division within 180 days after the alleged unlawful employment practice, if your employer has 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year. EEOC charges (15+ employees, 20+ for age) are usually due within 300 days from the date of harm.

How long do you have to sue for wrongful termination in Arizona?

An action for damages for wrongful termination must be commenced within one year after the cause of action accrues (A.R.S. 12-541(4)). For an Arizona Civil Rights Act claim, a civil action may follow the division's notice, but not more than one year after the charge was filed (A.R.S. 41-1481(D)).

When is your final paycheck due after being fired in Arizona?

When an employee is discharged, Arizona law requires the wages due to be paid within seven working days or the end of the next regular pay period, whichever is sooner (A.R.S. 23-353(A)). If it is late, put your request in writing and keep a copy.

Arizona wrongful termination rules

Arizona writes its wrongful termination rules into one statute. The Arizona Employment Protection Act says an employee has a claim against an employer for termination of employment only if one or more listed circumstances have occurred (A.R.S. 23-1501), including a firing that violates an Arizona statute and retaliation for listed acts such as disclosing, in a reasonable manner, a violation of the Arizona Constitution or statutes. The clock is short: an action for damages for wrongful termination must be commenced within one year after the cause of action accrues (A.R.S. 12-541(4)). Discrimination claims run through the Arizona Civil Rights Act, which covers employers with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year; a charge with the Attorney General's Civil Rights Division is due within one hundred eighty days after the practice, and any suit must come within one year after the charge was filed. Final pay is due within seven working days or by the end of the next regular pay period, whichever is sooner.

Relevant Laws

A.R.S. 23-1501 (Employment Protection Act)

An employee has a claim for termination of employment only if one or more of the listed circumstances have occurred.

A.R.S. 41-1481 (Civil Rights Division charges and suits)

A charge must be filed within one hundred eighty days after the alleged unlawful employment practice occurred.

A.R.S. 12-541 (one-year limitation)

Actions for damages for wrongful termination must be commenced within one year after the cause of action accrues.

A.R.S. 23-353 (final pay)

A discharged employee must be paid wages due within seven working days or the end of the next regular pay period, whichever is sooner.

Regional Variances

Arizona wrongful termination rules

At-will status

Generally at-will; claims limited to the circumstances in A.R.S. 23-1501.

Recognized exceptions

A firing that violates an Arizona statute, breach of a qualifying written contract, and retaliation for listed acts, under the Employment Protection Act.

State agency and law

Arizona Attorney General, Civil Rights Division; Arizona Civil Rights Act, A.R.S. 41-1401 and following.

Agency filing deadline

Within one hundred eighty days after the alleged unlawful employment practice (A.R.S. 41-1481(A)).

EEOC charge deadline

Usually 300 days from the date of harm (EEOC Phoenix office), for employers with 15 or more employees, or 20 or more for age.

Employer size covered

15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year (A.R.S. 41-1461).

Whistleblower and retaliation law

Employment Protection Act retaliation for listed acts, including reasonable disclosure of violations (A.R.S. 23-1501(A)(3)(c)).

Deadline to sue

Wrongful termination damages: within one year after the cause of action accrues (A.R.S. 12-541(4)); Civil Rights Act: not more than one year after the charge was filed (A.R.S. 41-1481(D)).

Final paycheck

Within seven working days or the end of the next regular pay period, whichever is sooner (A.R.S. 23-353(A)).

Suggested Compliance Checklist

Request your final pay in writing

7 working days or next pay period end, if sooner days after starting

Arizona requires wages due within seven working days or by the end of the next regular pay period, whichever is sooner. If they are late, send a written request for the exact amount owed.

Document: final-paycheck-demand-letter

Save records and write a timeline

Within days of the firing days after starting

Keep the termination notice, messages, pay stubs and a dated timeline, with witness names.

File with the Civil Rights Division or the EEOC

180 days (state); usually 300 (EEOC) days after starting

For employers with 15 or more employees, file within one hundred eighty days after the practice with the Civil Rights Division; an EEOC charge (15 or more employees, 20 or more for age) is usually due within 300 days.

Calendar the one-year suit deadlines

1 year (accrual or charge filing) days after starting

Wrongful termination damages: within one year after the cause of action accrues. Civil Rights Act suits: not more than one year after the charge was filed.

Send a demand letter or review a settlement

Before signing any release days after starting

A demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available.

Document: demand-letter

Frequently Asked Questions

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