Arizona overtime rule used by this calculator
Arizona has no independent state overtime law in the verified registry source, so covered workers use the federal FLSA weekly-40 overtime rule. The page cites the state source that establishes that posture instead of implying a separate state rule exists.
Basic formula
Worked example
Arizona: weekly overtime only
What this does not determine
- Whether the worker is exempt from overtime under state law or the federal FLSA.
- Whether the employer is covered by the FLSA, which matters especially when a state rule reaches only non-FLSA employers.
- Multi-rate weighted-average regular-rate issues beyond the single additional-pay field.
- Public works, prevailing wage, local ordinances, union contracts, agriculture, transportation, or other industry-specific rules.
- Whether a bonus or commission must be allocated to a different workweek.
Sources and verification
This page reads the overtime threshold, multiplier, special daily/seventh-day flags, coverage cautions, and source URL from src/data/states.json. The visible source for this page is the verified registry source. Automated tests cover the state's distinctive branch, weekly math, non-stacking of premium hours, and visible result rendering.
Arizona overtime law: what Proposition 206 did — and did not — change
Arizona's 2016 Proposition 206 (the Fair Wages and Healthy Families Act) created a CPI-indexed minimum wage under A.R.S. § 23-363 and mandatory earned paid sick time under A.R.S. § 23-372 — but it made no change to overtime rules. Arizona still has no independent state overtime statute. All overtime claims rely on 29 U.S.C. § 207, the federal FLSA requirement of time-and-a-half after 40 hours in a workweek.
The agency that enforces Arizona's Proposition 206 wage and sick-time provisions is the Industrial Commission of Arizona (ICA). However, the ICA's wage enforcement authority comes from the state statute enacted by Prop 206, not from an overtime statute — because none exists. If an Arizona worker believes an employer has underpaid overtime, the claim goes either to the U.S. DOL Wage and Hour Division or to private FLSA litigation, not to the ICA's Labor Department.
How does Arizona compare to its neighbors? Nevada's NRS 608.018 creates a daily overtime rule: employees earning less than 1.5× the state minimum wage (currently less than $18.00/hr) are owed overtime after 8 hours in a day, not just after 40 hours in a week. That daily trigger simply does not exist in Arizona. California, to the west, requires overtime after 8 hours in a day, double time after 12 hours, and additional rules for the seventh consecutive workday — Arizona has none of those triggers. New Mexico, to the east, codified a state overtime rule in NMSA § 50-4-22(D) that mirrors FLSA but gives workers a state-law claim in addition to a federal one.
Who is covered in Arizona? The FLSA enterprise test (typically $500,000+ in annual sales, or hospitals, schools, or government) determines coverage. An Arizona employer below the enterprise threshold who has workers not individually engaged in interstate commerce is not covered by FLSA — and because Arizona has no parallel state overtime statute, those workers have no overtime right under Arizona law. The ICA enforces Prop 206 minimum wage rights for a broader set of employees but has no statutory authority to order overtime pay.