Arizona Unpaid Overtime Lawyer

The law is clear: work over 40 hours, get paid time-and-a-half. No exceptions, no excuses.

At Stone Rose Law, our experienced unpaid overtime lawyers can tell you whether you have a case, help you gather evidence, and recover any lost wages.

Have you lost out on overtime pay in Arizona? Every day you wait brings you closer to losing it forever under Arizona’s statute of limitations. Call Stone Rose Law at (480) 498-8998 now for a free case evaluation.

What Are Arizona’s Overtime Laws?

While Arizona does not have separate overtime laws, the state follows the Fair Labor Standards Act (FLSA), a federal law that establishes standards for wages and overtime pay.

Under the Fair Labor Standards Act, employers must pay non-exempt employees 1.5 times the regular rate for any extra hours worked beyond 40 in a workweek.

While that seems straightforward enough, Arizona employers sometimes skirt the law by not paying for off-the-clock work, miscalculating overtime pay using incorrect hourly rates, and misclassifying non-exempt workers as exempt.

How Is Overtime Calculated in Arizona?

To calculate overtime pay in Arizona, simply multiply 1.5 times your regular hourly rate for any hours worked beyond 40/week.

Arizona’s minimum wage (2025) is $14.70 per hour, so the overtime rate for minimum wage workers is $22.05. Let’s take a quick look at how we can use these figures to calculate overtime pay.

Say, for example, that you worked 45 hours in one week at minimum wage. To calculate your pay, you would multiply 40 hours x minimum wage (40 x $14.70 = $588) and then multiply 5 hours by your overtime rate (5 x $22.05 = $110.25), adding them together for a total of $698.25 ($588 + $110.25 = $698.25).

But remember: the overtime rate only kicks in once you’ve worked more than 40 hours. It doesn’t apply when you work longer than 8 hours in a day—unless the weekly total exceeds 40.

Misclassification: A Common Violation in Arizona

As attorneys, we frequently see overtime violations related to employee misclassification. This occurs when an employer wrongfully labels a worker as exempt (doesn’t need to be paid overtime), rather than as non-exempt (overtime pay required).

For example, to avoid paying overtime, a company might classify a worker as a member of the management team—and subsequently exempt from overtime—when in reality, the individual doesn’t manage anyone!

According to the FLSA, employees can only be legally classified as exempt if they:

• Perform certain job duties (executive, administrative, professional, outside sales, etc.)
• Earn above a specific salary threshold (currently $684 per week)

If you’ve been classified as exempt but don’t meet both conditions, there’s a good chance you’ve been misclassified and are owed back wages.

Think you’re owed overtime? Call Stone Rose Law now at (480) 498-8998 to speak to an unpaid overtime lawyer at no cost. We’ll fight for your rights, so you receive the overtime pay you deserve.

Are You Entitled to Overtime Pay?

There are many ways that employers run afoul of Arizona’s overtime laws. Here are some of the scenarios we see most frequently:

• Working off the clock: If your employer expects you to answer emails, stay late to help with an understaffing situation, or perform prep work without clocking in, you may be entitled to overtime compensation.
• No OT pay for >40 hours worked: Sometimes, businesses falsely tell their employees that they’re ineligible for overtime. But if you’ve worked more than 40 hours in a single week without being paid overtime, your company may be violating federal overtime laws.
• Interrupted lunch breaks: If you’re expected to occasionally man the phones during lunch or if your lunch break is frequently being interrupted by work, that time you’re spending should be viewed as paid work—which may put your weekly working hours above 40.
• Comp time rather than paid overtime: If you work 45 hours in a week—and your boss suggests you work 35 hours the next week rather than get paid overtime—they may have violated overtime rules. Mandatory comp time is generally not allowed for private employers covered by the FLSA.

FAQs: Quick Answers About Overtime Rules in Arizona

Still have questions about overtime pay? We’ve got answers. Check out some of the questions we get most frequently.

Q: How many hours is full-time in AZ?
A: Full-time employment is typically defined as 40 hours per week, though the actual hours can vary depending on the employer, industry, and specific role.

Q: What should I do if I think I’ve been denied overtime pay in Arizona?
A: If you believe you’ve been denied overtime in Arizona, start by gathering any records of hours worked, pay stubs, emails, or other relevant documents. Then, reach out to one of our knowledgeable attorneys as soon as possible—there are strict time limits for filing a claim, and acting quickly can help you recover the unpaid overtime wages you deserve.

Q: Can independent contractors work overtime hours?
A: No, independent contractors cannot receive overtime compensation even when working more than 40 hours per week. However, if you’re labeled as an independent contractor but work under employee-like conditions (set schedule, supervision, company equipment), you may be misclassified and entitled to overtime compensation as a non-exempt employee.

Q: Do tipped employees get overtime pay in Arizona?

A: Yes, if you’re a tipped employee, you’re entitled to receive overtime pay (1.5x your normal working wage) whenever you work more than 40 hours in a week.

Talk to an Unpaid Overtime Lawyer at Stone Rose Law Today 

At Stone Rose Law, we know how overwhelming it can feel to take on your employer—but you don’t have to do it alone.

Our experienced overtime attorneys offer free case evaluations and will guide you every step of the way. If your rights have been violated, we’ll work to recover every dollar you’re owed—with no upfront fee.

Call Stone Rose Law now at (480) 498-8998 for your free, confidential consultation.