Make employment in Arizona easy. Let us handle payroll, benefits, taxes, compliance, and even stock options for your team in Arizona, all in one easy-to-use platform.
From the stunning landscapes of the Grand Canyon to the vibrant cities of Phoenix and Tucson, Arizona offers a diverse blend of natural beauty and urban living.
Known for both its desert vistas and a growing tech sector, it combines a rich southwestern heritage with a forward-looking economy. With a dynamic job market and a welcoming atmosphere, this makes it an attractive destination for both job seekers and businesses alike.
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In Arizona, workers’ rights are protected by numerous employment and labour laws, at both the state and federal level. As a result, employees enjoy protection from discrimination based on age, religion, sexual orientation, gender, and race.
Here are the key things you need to know about hiring in Arizona.
Work and overtime laws in Arizona are governed by the state’s revised statutes.
Under state law, full-time employment is between 30 and 40 hours per week.
Under the federal Fair Labour Standards Act, non-exempt employees are entitled to overtime pay of 1.5x their regular pay rate if they work more than 40 hours in a week.
Employees are generally (but not always) exempt from overtime if they:
Earn more than the specified state or federal exemption threshold
Perform a role with duties that are
Work in a certified or licensed profession, such as law, accounting, architecture, or engineering
In Arizona, the salary threshold for exemption is currently $684 per week, which is the federal minimum.
Note that the federal salary threshold for exemption is currently being reviewed in the US.
The minimum state wage for private sector employees is currently $14.35 per hour.
We can help you get your new employee started in Arizona fast. Note that our minimum onboarding time (MOT) is dependent upon registration with the local authorities, and begins after the employee has submitted all the required information on the Remote platform.
For non-citizens of the US, a work eligibility assessment may be required, and can add three extra days to the onboarding time. If a follow-up is needed, there may be additional delays.
Please note that payroll cut-off dates can impact the actual first day of employment. Remote’s payroll cut-off date is the 10th of the month, unless otherwise specified.
Under state law, employees must be paid at least twice per month, with a gap of no longer than 16 days.
For Remote customers, employee payments are made twice per month in equal installments, payable in arrears. The first payment is made on the 15th of the month and the second payment is made on the final day of the month. If relevant, bonus payments, commissions, and expense reimbursements are included in the second payment of the cycle.
Remote can help you craft a competitive benefits package to attract and retain the best global talent. Our benefits experts understand the trends, requirements, and expectations of the Arizona labour market, allowing your employees to feel appreciated and thrive.
Our benefits packages in Arizona usually include some or all of the following:
Under the federal Affordable Care Act, organisations with a headcount of 50 or more must offer statutory health insurance to their full-time employees.
Many employers also offer some level of supplemental health insurance. While this can lead to a relative rise in employment costs, it’s an essential benefit that ensures your people have access to routine care and are covered in the event of an emergency.
Because Remote is the employer of record (EOR), it’s important for us to offer the same core benefits to all employees to ensure fair and non-discriminatory hiring practices. This protects both your business and ours.
Note that we do not add a markup on any benefits premiums or administration costs.
No. Organisations are not legally required to offer a 401k retirement plan (or any other type of savings plan) to their employees. However, they may choose to offer this benefit as part of their overall compensation package.
Arizona, like many other countries, treats self-employed individuals or contractors and full-time employees differently. Misclassification of contractors in Arizona may lead to fines and penalties for the offending company.
Employment taxes and statutory fees affect both your payroll and your employees' paychecks in Arizona. Note that your employees may be liable for additional local taxes.
Employer taxes
0%
Federal unemployment insurance tax (FUTA) (charged on the first $7,000 an employee earns per year)
0.00% to 18.78%
State unemployment insurance tax (SUTA)
0.0%
FICA (Social security)
0.00%
FICA (Medicare)
Employee taxes
0% to 37%
Federal income tax
0.0%
State income tax
0.0%
FICA (Social security)
0.00%
FICA (Medicare)
In Arizona, there is no state or federal law that requires employers to provide paid or unpaid vacation leave to their employees, although many organisations do.
Under state law, private sector employers must provide one hour of paid sick leave for every 30 hours worked. Can an employer deny sick time in Arizona? Under the federal Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid sick leave per year, provided they: - Have worked for the same employer for at least 12 months - Work in a location where at least 50 people are employed by the company within a 75-mile radius
Employees are entitled to up to 12 weeks of unpaid maternity or paternity leave under the FMLA.
Employers are not legally required to provide bereavement leave to their employees, although most organisations offer unpaid leave.
Employees must report for jury duty if summoned (unless exempt). Jurors are typically “on call” for two weeks. Do employers have to pay for jury duty in Arizona? No. Private sector employers are not required to pay employees on jury service, but they must provide unpaid leave, and cannot penalize or terminate an employee on jury duty. Some employers provide paid leave.
Under state and federal law, employers must grant unpaid leave to employees who are members of the military or the National Guard for military duty or training. These employees have the right to take time off for their military obligations, and employers are prohibited from discriminating against them based on their military service.
Like nearly all US states, Arizona is an “at-will” state. This means both employers and employees can end the employment relationship without reason, provided it is legal.
Remote’s legal experts can help you navigate terminations to ensure employees are only let go fairly, negating any potential legal complications.
Employers and employees are not required to provide notice of termination, unless otherwise stated in the employment contract.
Despite this, it's usually customary for employees to provide two weeks' notice when leaving an organisation.
Employers are not legally required to provide severance pay (unless it is stipulated in the employee's contract or in the company policy).
Employers are also not required to pay any accrued but unused vacation time, unless stipulated in the employment agreement.
There is no requirement to provide a probation period for employees, although many companies implement internal probation policies. These policies typically involve a formal performance evaluation after a specified period, such as three or six months.
Arizona’s economy is diverse, with key industries including technology, manufacturing, tourism, and agriculture. As a business-friendly state with moderate taxes and a growing workforce, Arizona offers advantages for employers. However, businesses must navigate specific payroll regulations, tax requirements, and compliance obligations to ensure proper payroll operations. Understanding Arizona’s payroll system is crucial for avoiding penalties and maintaining compliance.
Employers in Arizona must adhere to state and federal payroll regulations when processing employee wages, taxes, and benefits. Below is an overview of the key payroll components in Arizona:
Minimum Wage: Arizona’s minimum wage is $14.35 per hour, and it is adjusted annually based on inflation.
Overtime Rules: Arizona follows federal overtime laws, requiring employers to pay 1.5 times an employee’s regular rate for hours worked beyond 40 hours in a workweek.
Arizona has a flat income tax rate of 2.5% for all income levels as of 2024.
Employers are responsible for withholding Arizona state income tax from employee wages and remitting it to the Arizona Department of Revenue.
Employers must pay Arizona unemployment insurance (UI) tax to the Arizona Department of Economic Security (DES).
The wage base for UI tax in Arizona is $8,000.
New employer UI tax rates generally start at 2.0%, but rates vary based on an employer’s experience rating.
Arizona law requires nearly all employers to carry workers’ compensation insurance to cover medical expenses and lost wages for employees injured on the job.
Employers must register for an Arizona Employer Account Number with the Arizona Department of Revenue for state withholding tax.
State withholding tax returns are filed quarterly or annually depending on employer classification.
UI tax reports must be submitted quarterly to the Arizona DES.
Payroll tax payments can be made electronically through Arizona’s online tax portal.
State Minimum Wage Indexing: Arizona’s minimum wage is adjusted annually based on inflation.
Final Paycheck Rules: When an employee is terminated, employers must provide the final paycheck within seven working days or by the next payday, whichever comes first.
New Hire Reporting: Employers must report new hires to the Arizona New Hire Reporting Center within 20 days of the hire date to assist with child support enforcement.
Paid Sick Leave: Arizona mandates paid sick leave under the Fair Wages and Healthy Families Act, requiring employers to provide 24 to 40 hours of paid sick leave annually, depending on company size.
Payroll Recordkeeping: Employers must maintain payroll records for four years to comply with state and federal laws.
Right-to-Work State: Arizona is a right-to-work state, meaning employees cannot be required to join or pay dues to a labour union as a condition of employment.
Managing payroll in Arizona requires compliance with state-specific tax and wage regulations. Employers must stay informed about tax rates, wage laws, and reporting requirements to ensure smooth payroll processing and avoid penalties.
For businesses looking to simplify payroll management, Remote’s payroll solutions provide automated payroll processing, tax filing, and compliance support tailored to Arizona’s requirements. With Remote, employers can focus on business growth while ensuring accurate and hassle-free payroll operations.
To see just how easy global payroll can be, book a demo today.
Hiring contractors in Arizona can be a strategic and cost-effective way for businesses to complete projects without the obligations of hiring full-time employees. Whether you are engaging independent contractors for specialized services or working with subcontractors for various tasks, understanding Arizona's laws and federal regulations is essential.
Remote helps businesses stay compliant when hiring contractors globally with these key features:
Global compliance support : Ensures adherence to labour laws in 200+ countries with localized contracts and proper documentation.
Misclassification protection : Includes built-in compliance checks and seamless contractor-to-employee conversion.
Centralized documentation : Maintains essential records for audits and automates tax filings (e.g., 1099s for U.S. contractors).
Legal expertise : Provides guidance on complex local labour laws, simplifying international hiring.
Remote’s streamlined approach minimizes compliance risks and simplifies contractor management for businesses.
Remote simplifies contractor payments with:
Automated processing : One-click approvals, bulk payments, recurring invoices, and real-time tracking.
Global coverage : Payments in 200+ countries, multiple payment methods, and currency flexibility.
Cost and compliance : Fair price guarantee (pay only for active contractors), built-in compliance with regional regulations, and localized contracts.
Learn more about how Remote simplifies contractor management in Arizona —get started for free today.
Our employer of record (EOR) service enables you to hire, manage, and pay top talent in Arizona with speed and simplicity.
Remote’s EOR allows your company to legally hire employees in any country or US state — including Arizona — wherever your business is based, without having to set up a local legal entity.
On paper, Remote is the official employer, and we handle compliance, payroll, benefits (including equity), and other HR processes — but you maintain full control over the hire’s day-to-day management and work responsibilities. Learn more.
An EOR may be ideal if your company:
Needs to hire employees in Arizona but doesn’t want to establish a legal entity there
Is testing local markets before committing to a full business expansion
Wants to ensure full compliance with federal, state, and local employment laws and tax requirements
Needs a fast, cost-effective way to onboard employees in the state
Needs a temporary hiring solution before establishing a legal entity
If your company wants to hire talent in Arizona but doesn't have a legal entity there, our EOR provides a fully compliant and efficient solution. Whether you’re hiring from outside the US, or from a different US state, there are strict employment and payroll processes that you must adhere to. Our EOR service ensures you meet these legal obligations while enabling you to grow quickly.
Key benefits of hiring through our EOR in Arizona include:
Faster market entry . You can hire talent quickly, without having to wait months to establish a local entity.
Full compliance with local employment laws . Avoid the legal risks associated with non-compliance and misclassification.
Simplified payroll management . We automate payroll tax calculations and ensure you are fully compliant with all federal, state, and local withholding obligations, even when laws change.
Lower costs. Setting up a legal entity in Arizona can be costly and time-consuming. An EOR eliminates the need for entity registration, reducing overhead expenses.
Fewer resources required. With HR, payroll, and compliance managed by the EOR, your company can concentrate on scaling operations and assigning your resources elsewhere.
It’s also crucial to note that, at Remote, we own all our own legal entities. As a result, we don’t need to rely on third parties, which can incur delays and extra costs, and result in a negative employee experience. All our EOR services — including the dedicated support of our local specialists — are provided in-house.
To learn more — and to see our EOR platform in action — book a demo with one of our friendly experts today.
Arizona is a magnet for growing businesses, thanks to its low corporate taxes, expanding tech sector, and access to a large, educated workforce. Whether you’re a startup expanding across the southwest or an SMB ready to build a distributed team, managing HR, payroll, and compliance across state lines can quickly become overwhelming. That’s where a professional employer organisation (PEO) can help.
A professional employer organisation (PEO) is a third-party provider that helps businesses handle key HR functions. These typically include payroll, benefits administration, tax filings, and employment law compliance. With a PEO, your business enters into a co-employment relationship, meaning the PEO takes on the administrative and legal tasks related to employment — while you retain full control over day-to-day management of your team.
For small to midsize companies, a PEO can provide enterprise-grade HR services without the cost or complexity of building an in-house department.
As mentioned, a PEO operates through a co-employment model, which requires your company to be registered and operating in Arizona.
In contrast, an employer of record (EOR) acts as the legal employer on your behalf. EORs are typically used for hiring in states (or countries) where your business doesn’t yet have a legal presence. If you’re hiring your first employee in Arizona and don’t yet have an entity or tax setup, an EOR may be a better fit initially.
Working with a PEO in Arizona offers several advantages, such as:
Compliance with state employment laws and tax regulations
Access to affordable, competitive employee benefits packages
Reduced administrative burden around payroll and HR documentation
Simplified onboarding, performance tracking, and employee offboarding
Minimized risk around misclassification, workplace policies, and employee relations
Arizona employers must also navigate unique state laws, including workers’ compensation requirements and specific tax obligations. Remote’s PEO helps you stay compliant while keeping your HR operations lean and efficient.
To partner with a PEO in Arizona, your business must have a registered legal entity in the state. Once that’s in place, our PEO service takes on your HR administration tasks such as running payroll, administering benefits, and filing local and federal taxes.
Remote’s PEO services integrate seamlessly into your operations, whether you're hiring your fifth employee or your 50th. You maintain full control over how your team works while we handle the operational complexities behind the scenes.
If your company is legally established in Arizona and you're looking for a scalable way to manage HR, a PEO is an ideal solution. You’ll gain access to expert support, reduce your compliance risk, and free up time to focus on growth.
If you're just entering Arizona and don’t yet have a legal entity, consider starting with an EOR and transitioning to a PEO as you scale.
Remote makes it easy to manage HR, payroll, and compliance across all 50 states. Learn more about our PEO services and how we can support your team’s growth in Arizona.
€27
per employee/month
Robust, transparent payroll for international teams
A straightforward self-service platform
Dedicated specialists providing personalised support
Comply with local payroll regulations in each country
Integrated management of benefits
HR Core included as standard
€27
Per contractor/month
Pay only for contractors you actively collaborate with
Engage international contractors
Draft, revise and sign customised, localised contracts
Authorise contractor invoices with a single click or enable auto-pay
Transparent payments offering complete visibility
HR Core included as standard
€645
Per employee/month
Hire across 90+ countries without setting up a local entity
Onboard with a dedicated specialist
Local payroll paid promptly and reliably
Built-in compliance protections
Competitive, flexible and locally tailored benefits
Dedicated in-house experts providing local support
HR Essentials included as standard