Minimum wage in ZIP code 85746
$15.15 per hour1
per hourZIP 85746 lies in Arizona, outside any city or county with its own minimum wage on record. General rate set by Arizona since January 1, 2026.
The other 3% of its land is in Tucson ($15.45). Check the address if the work is near a boundary.
No scheduled increase on record.
- Rest (Arizona)97%
- Tucson3%
3 jurisdictions · Census 2020
Every jurisdiction over ZIP 85746
Employers pay the highest minimum that covers the work address. Bars show the share of the ZIP's land inside each.
| Jurisdiction | Share of land | General rate |
|---|---|---|
| TucsonCity | 3% | $15.45 |
| Arizona AppliesState floor | 100% | $15.15 |
| United StatesFederal floor | 100% | $7.25 |
9 rules · September 27, 2026
Labor law basics in Arizona
What the law adds on top of the hourly rate. Follow the citation for exceptions.
Pay frequency
Employers must designate two or more fixed paydays each month, not more than 16 days apart. (most employers (out-of-state centralized payroll may pay some exempt staff monthly))
Source: A.R.S. § 23-351
A. Each employer in this state shall designate two or more days in each month, not more than sixteen days apart, as fixed paydays for payment of wages to the employees.
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Final paycheck
A discharged employee must be paid within 7 working days or by the end of the next regular pay period, whichever is sooner; an employee who quits must be paid by the regular payday for the pay period in which they left, by mail if requested. (all employees)
Source: A.R.S. § 23-353
A. When an employee is discharged from the service of an employer, he shall be paid wages due him within seven working days or the end of the next regular pay period, whichever is sooner. B. When an employee quits the service of an employer he shall be paid in the usual manner all wages due him no later than the regular payday for the pay period during which the termination occurred. If requested by the employee, such wages shall be paid by mail.
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Paid sick leave
Employees earn at least 1 hour of paid sick time for every 30 hours worked, and may accrue or use up to 40 hours a year at employers with 15 or more employees and 24 hours a year at smaller employers, unless the employer sets a higher limit. (all employees (Fair Wages and Healthy Families Act, Prop 206))
Source: A.R.S. § 23-372
A. Employees of an employer with 15 or more employees shall accrue a minimum of one hour of earned paid sick time for every 30 hours worked, but employees shall not be entitled to accrue or use more than 40 hours of earned paid sick time per year, unless the employer selects a higher limit. B. Employees of an employer with fewer than 15 employees shall accrue a minimum of one hour of earned paid sick time for every 30 hours worked, but employees shall not be entitled to accrue or use more than 24 hours of earned paid sick time per year, unless the employer selects a higher limit.
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Tips
For employees who customarily and regularly receive tips, employers may pay up to $3.00 an hour less than the minimum wage only if records show that wages plus tips reach at least the minimum wage for all hours each week. (tipped employees)
Source: A.R.S. § 23-363
C. For any employee who customarily and regularly receives tips or gratuities from patrons or others, the employer may pay a wage up to $3.00 per hour less than the minimum wage if the employer can establish by its records of charged tips or by the employee's declaration for federal insurance contributions act (FICA) purposes that for each week, when adding tips received to wages paid, the employee received not less than the minimum wage for all hours worked.
- Source
- statute
- snapshot
- September 26, 2026
Verified September 27, 2026
Young workers' hours
Minors under 16 may work at most 3 hours on a school day and 18 hours in a school week, and 8 hours a day and 40 hours a week when school is not in session. (minors under 16 (newspaper delivery excepted))
Source: A.R.S. § 23-233
A. Employment of persons under the age of sixteen shall be confined to: 1. Not more than forty hours in any one week when the person is not enrolled in a session of school or when school is not in session. 2. Not more than eighteen hours in any one week when the person is enrolled in any session of school when school is in session. 3. Not more than eight hours in any one day when the person is not enrolled in a session of school or on a day when school is not in session. 4. Not more than three hours in any one day when the person is enrolled in any session of school on a day when school is in session.
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Recovering unpaid wages
Instead of suing, an employee can file a written claim for unpaid wages of up to $12,000 with the Industrial Commission's labor department within one year after the claim accrues.
Source: A.R.S. § 23-356
A. Instead of proceeding under section 23-355, an employee may file a written claim with the department for unpaid wages against an employer if the amount of such wages does not exceed $12,000 and if such claim is filed within one year of the accrual of such claim.
- Source
- statute
- snapshot
- September 27, 2026
- Notes
- 'Department' in A.R.S. 23-350 et seq. is the labor department of the Industrial Commission of Arizona.
Verified September 27, 2026
Overtime
Covered non-exempt employees must be paid at least 1.5 times their regular rate for hours worked over 40 in a workweek; federal law sets no daily overtime and no weekend or holiday premium. (non-exempt employees covered by the FLSA)
Source: 29 U.S.C. § 207
Unless specifically exempted, employees covered by the Act must receive overtime pay for hours worked in excess of 40 in a workweek at a rate not less than time and one-half their regular rates of pay. There is no limit in the Act on the number of hours employees aged 16 and older may work in any workweek. The Act does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, as such.
- Source
- agency page
- snapshot
- September 26, 2026
Verified September 26, 2026
Overtime-exempt salary threshold
Executive, administrative and professional employees are exempt from minimum wage and overtime only if they meet the duties tests and are paid a salary of at least $684 per week ($35,568 a year). (executive, administrative, professional and outside sales employees)
Source: 29 C.F.R. Part 541
To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $684 per week.
- Source
- agency page
- snapshot
- September 26, 2026
- Notes
- The 2024 rule raising the level to $844/$1,128 was vacated in November 2024; DOL enforces the 2019 level of $684.
Verified September 26, 2026
Required poster
Employers whose employees are covered by the FLSA minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments. (employers covered by the FLSA)
Source: 29 U.S.C. § 207
Every employer of employees subject to the Fair Labor Standards Act's minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments.
- Source
- agency page
- snapshot
- September 26, 2026
- Notes
- The notice DOL publishes for this purpose is the FLSA minimum wage poster (WH-1088), free from the WHD posters page.
Verified September 26, 2026
$15.15 / hour
Calculators
Estimates before tax at this rate. Nothing you type leaves this page.
What this wage pays
| Weekly | $606.00 |
|---|---|
| Monthly52 weeks ÷ 12 | $2,626.00 |
| Annual52 weeks | $31,512.00 |
| Overtime rate1.5× where overtime applies | $22.73 |
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Census 2020
About ZIP boundaries
Shares of land come from the Census Bureau's 2020 ZCTA relationship files, which match ZIP Code Tabulation Areas to places and counties. A ZIP code is a mail route, not a legal boundary, so confirm the exact address on the jurisdiction's page.