The law is clear: work over 40 hours, get paid time-and-a-half. No exceptions, no excuses.<\/p>\n\n\n\n
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.<\/p>\n\n\n\n
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) 535-9003<\/a> now for a free case evaluation.<\/p>\n\n\n\n While Arizona does not have separate overtime laws, the state follows the Fair Labor Standards Act (FLSA)<\/a>, a federal law that establishes standards for wages and overtime pay.<\/p>\n\n\n\n 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.<\/p>\n\n\n\n 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.<\/p>\n\n\n\n To calculate overtime pay in Arizona, simply multiply 1.5 times your regular hourly rate for any hours worked beyond 40\/week.<\/p>\n\n\n\n Arizona’s minimum wage (2025) is $14.70<\/a> 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.<\/p>\n\n\n\n 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).<\/p>\n\n\n\n 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\u2014unless the weekly total exceeds 40.<\/p>\n\n\n\n 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).<\/p>\n\n\n\n For example, to avoid paying overtime, a company might classify a worker as a member of the management team\u2014and subsequently exempt from overtime\u2014when in reality, the individual doesn’t manage anyone!<\/p>\n\n\n\n According to the FLSA<\/a>, employees can only be legally classified as exempt if they:<\/p>\n\n\n\n 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.<\/p>\n\n\n\n Think you’re owed overtime? Call Stone Rose Law now at (480) 535-9003<\/a> to speak to an unpaid overtime lawyer at no cost. We’ll fight for your rights, so you receive the overtime pay you deserve.<\/strong><\/p>\n\n\n\n There are many ways that employers run afoul of Arizona’s overtime laws. Here are some of the scenarios we see most frequently:<\/p>\n\n\n\n Working extra hours without extra pay? We help employees recover unpaid overtime. <\/span><\/p>\n Reach out now for legal help.<\/strong><\/p>\n<\/div>\n Free<\/strong>What Are Arizona\u2019s Overtime Laws?<\/strong><\/h2>\n\n\n\n
How Is Overtime Calculated in Arizona?<\/strong><\/h3>\n\n\n\n
Misclassification: A Common Violation in Arizona<\/strong><\/h3>\n\n\n\n
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Are You Entitled to Overtime Pay?<\/strong><\/h2>\n\n\n\n
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Unpaid Overtime Support <\/span>in Arizona<\/h2>\n<\/div>\n
\nCase Evaluation!<\/p>\n<\/span>\n \n