Arizona final pay checklist for employers
A final pay checklist makes sure an employee who leaves gets every dollar owed, on time. Here is what changes when the employee works in Arizona.
Arizona rules that affect this form
| Final pay when fired | Within 7 working days or the end of the next regular pay period, whichever is sooner. |
|---|---|
| Final pay when an employee quits | By the regular payday for the pay period in which the resignation occurred (mailed if the employee asks). |
| Unused vacation / PTO at separation | No state law requires payout of unused vacation; it generally depends on the employer's policy or contract. Verify |
What to include
- Confirm the separation date and whether the employee quit or was let go
- Calculate final hours, overtime, commissions and bonuses earned
- Check whether unused vacation or PTO must be paid out
- Apply only deductions that state law and signed authorizations allow
- Pay by the state deadline and keep proof of the payment date
Need a custom version?
Generate a final pay checklist tailored to your company and Arizona with the AI document generator.
Frequently asked questions
Is there an official Arizona final pay checklist form?
Arizona does not publish one required final pay checklist for private employers. Use a clear template and make sure it reflects the Arizona rules on this page.
When is a final paycheck due in Arizona?
If the employer ends employment: Within 7 working days or the end of the next regular pay period, whichever is sooner. If the employee quits: By the regular payday for the pay period in which the resignation occurred (mailed if the employee asks).
Does Arizona require paying out unused vacation?
No state law requires payout of unused vacation; it generally depends on the employer's policy or contract.
Other Arizona forms
Final Pay Checklist by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.