Arizona offer letter for employers
An offer letter confirms the job, pay, start date and employment terms in writing. Here is what changes when the employee works in Arizona.
Arizona rules that affect this form
| Minimum wage | $15.15 per hour Verify |
|---|---|
| Overtime | No daily overtime; follows the federal rule of 1.5x pay after 40 hours in a week. |
| Paid sick leave | Yes: 1 hour per 30 hours worked; annual cap of 24 hours (fewer than 15 employees) or 40 hours (15 or more), unless the employer sets a higher limit. |
| Other rules to know | Minimum wage and earned paid sick time come from the voter-approved Fair Wages and Healthy Families Act (Prop 206), enforced by the Industrial Commission of Arizona. |
What to include
- Job title, manager, start date and work location (or remote status)
- Pay rate and pay frequency, and whether the role is exempt or non-exempt from overtime
- At-will employment statement (where at-will applies) so the letter is not read as a contract
- Contingencies such as a background check or Form I-9 verification
- Benefits summary and when eligibility starts, including any paid sick leave the state requires
- A clear accept-by date and signature line
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Frequently asked questions
Is there an official Arizona offer letter form?
Arizona does not publish one required offer letter for private employers. Use a clear template and make sure it reflects the Arizona rules on this page.
What is the minimum wage in Arizona in 2026?
$15.15 per hour, effective January 1, 2026. Up from $14.70 in 2025; adjusted each January 1 for inflation. News reports put the 2027 rate at $15.65 (confirm with the Industrial Commission of Arizona). Flagstaff ($18.35) and Tucson ($15.45) have higher local rates.
Is paid sick leave required in Arizona?
Yes: 1 hour per 30 hours worked; annual cap of 24 hours (fewer than 15 employees) or 40 hours (15 or more), unless the employer sets a higher limit.
Other Arizona forms
Offer Letter 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.