Arizona Wrongful Termination Laws
Arizona Wrongful Termination Laws
At Matt Fendon Law Group, we want to help you understand the employment termination laws in Arizona. On this page, we discuss at-will employment, the wrongful termination statute, the grounds for unlawful termination in Arizona, how to prove wrongful termination, and more.
If you believe you have been wrongfully terminated from your job in Arizona, the experienced Arizona wrongful termination attorneys at Matt Fendon Law Group are ready to help. We have a solid understanding of state and federal laws and we are prepared to answer any questions you have.
Call us today to schedule an initial consultation so we can discuss your case and legal options.
Understanding At-Will Employment in Arizona
Arizona is an “at-will” employment state, which means that an employer or an employee can end an employment relationship for any reason or for no reason – but not the wrong reason – unless an employment contract is in place. Most employees do not have a contract and are considered at-will.
In general, an employer does not have to show cause or establish a reason for firing an at-will employee. However, laws make it illegal to fire an employee for certain reasons. If you were fired illegally, you may file a wrongful termination lawsuit against your employer.
Proving Wrongful Termination Under the Law
Wrongful termination cases can be complicated and difficult to prove. You need a skilled and experienced employment attorney on your side.
Proving a wrongful termination case can be a difficult task. We recommend you take these steps to improve the likelihood of success in your situation:
- Keep a record of all communication between you and your former employer.
- Request the reason for your termination.
- Write a letter disputing the reasons given for your termination.
- Collect documents and records that pertain to your employment, such as employment contracts, pay stubs and union contracts.
- Make a list of former co-workers who could be called as witnesses.
- Seek legal assistance from a wrongful termination lawyer.
Arizona Wrongful Termination Laws FAQs
At Matt Fendon Law Group, we hear many questions from our clients about their wrongful termination cases. The following are commonly asked questions about wrongful termination. For more specific answers to your individual questions, please contact us for a consultation and claim review.
Employees earn one hour of paid sick time for every 30 hours they work. Eligible workers are entitled to at least 24 hours of paid sick time if the employer has 14 or fewer employees. The amount increases to 40 hours for employers with 15 or more employees. A sick leave law termination could be a violation of your rights.
While a termination letter is considered good practice, no federal or Arizona laws require it. In fact, because Arizona is an “at-will” employment state, an employer is under no obligation to provide a reason for firing an employee.
At the federal level, no laws require employers to pay employees for unused PTO when they leave the company. Some states have specific PTO payout laws. However, Arizona does not require PTO to be paid out at termination.
Some exceptions exist to the at-will employment rule. For example, if your Arizona employer fires you for discriminatory reasons, you may have a legal claim against your employer.
The wrongful termination attorneys at Matt Fendon Law Group are well versed in the exceptions to the Arizona employment at-will doctrine. For example, you may have a wrongful termination case if you were terminated over these types of discrimination:
- Age discrimination
- Sex discrimination
- Pregnancy discrimination
- Religious discrimination
- Race discrimination or national origin discrimination
- Disability discrimination
In general, you must file a wrongful termination claim within one year after the termination of your employment. You may sue your employer for wrongful termination if:
- Your termination breaches an employment contract.
- You were terminated for discriminatory reasons, and you received a “right to sue” letter.
- Your termination was an illegal retaliation for your protected conduct, such as your refusal to commit an unlawful act.
When an employee in Arizona quits, the employer must pay all earned final wages no later than the standard payday for the current pay period in which the employee resigned. For instance, if an employer pays workers every Thursday for the preceding week’s wages, an employee who quits on a Tuesday should receive a final paycheck on the next Thursday.
The employer should issue the final paycheck according to the normal procedures. Earned wages include overtime and commissions earned through the date of resignation.
If a worker is involuntarily terminated by his or her employer, the final paycheck is due within seven business days or by the next regular payday. If the final paycheck is a check, it must be dated for that payday.
No law requires employers to offer severance packages to employees who are laid off or terminated. However, if severance packages are standard practice, or if severance is included in the employee’s contract, severance compensation must be paid in or with the final paycheck.
Talk to an Arizona Wrongful Termination Lawyer Now
If you have been wrongfully terminated from your job in Arizona, you may be eligible to recover compensation for back pay, attorney’s fees, and other compensation if your termination was unlawful. The highly skilled and knowledgeable Arizona wrongful termination attorneys at Matt Fendon Law Group can explore whether you may have a case.
Our compassionate Arizona wrongful termination attorneys are ready to clearly explain all the laws surrounding wrongful termination. Our attorneys can also help you determine if your employer has engaged in illegal conduct and discuss your legal options.
Call us today to schedule a confidential consultation.