Arizona Return to Office Mandate 2026

What is Arizona’s return to office mandate?

As of January 2026, Arizona does not have a return to office mandate affecting private sector employers. Senate Bill 1237, which would prohibit remote work for state government employees, passed the Arizona Senate on February 27, 2025, but has not been enacted into law. The bill applies only to full-time state agency employees and does not affect private sector employment. Private sector employers in Arizona may implement return to office policies under the state’s at-will employment framework, subject to anti-discrimination laws and reasonable accommodation requirements.

Source: Arizona Legislature SB 1237
Available at: https://www.azleg.gov/legtext/57leg/1R/bills/SB1237.htm

Does Arizona’s pending RTO legislation apply to private employers?

No. Senate Bill 1237, if enacted, would apply only to full-time employees of Arizona state agencies, boards, and commissions. The bill explicitly addresses “state agency” employees and does not regulate private sector employers.

According to the official House Bill Summary dated March 7, 2025: “Directs each state agency to require an FTE perform all job duties at the agency’s office during regular work hours.”

Private sector employers are not mentioned in or covered by SB 1237.

Source: Arizona Legislature House Bill Summary SB1237
Available at: https://www.azleg.gov/legtext/57leg/1R/summary/H.SB1237_030725_RO.DOCX.htm

Can my employer force me back to the office in Arizona?

In most circumstances, yes. Arizona is an at-will employment state, meaning employers may generally change workplace policies, including location requirements, unless:

• You have an employment contract that specifies remote work or location
• You are covered by a collective bargaining agreement that addresses remote work
• The employer’s policy violates anti-discrimination laws
• You require a reasonable accommodation for a disability
• The requirement constitutes unlawful retaliation

According to Arizona Revised Statutes § 23-1501: “The employment relationship is severable at the pleasure of either the employee or the employer unless both the employee and the employer have signed a written contract to the contrary.”

If you have a disability that requires remote work as a reasonable accommodation, your employer must engage in an interactive process and may not deny the accommodation unless it imposes an undue hardship.

Source: Arizona Revised Statutes § 23-1501
Available at: https://www.azleg.gov/ars/23/01501.htm

For specific situations involving contracts, accommodations, or potential discrimination, consult a licensed Arizona employment attorney.

What are my accommodation rights under Arizona law?

Arizona law protects employees with disabilities through the Arizona Americans with Disabilities Act, which adopts the federal ADA by reference. According to Arizona Revised Statutes § 41-1492, “‘Arizona ADA’ means 42 United States Code sections 12101 through 12213.”

Your rights include:

Right to reasonable accommodation: If you have a disability as defined by the ADA, your employer must provide reasonable accommodations that enable you to perform the essential functions of your job, unless doing so would impose an undue hardship.

Remote work as accommodation: Remote work may be a reasonable accommodation if it would be effective in enabling you to perform your essential job functions. According to EEOC guidance, employers should consider whether remote work is feasible, especially if the employer previously allowed remote work during the COVID-19 pandemic.

Interactive process: Your employer must engage in an informal dialogue with you to determine an effective accommodation.

Protection from retaliation: Your employer may not retaliate against you for requesting an accommodation.

Accommodation coverage: The Arizona ADA and federal ADA apply to employers with 15 or more employees.

To request an accommodation:

1. Inform your employer that you need a workplace adjustment due to a medical condition
2. Provide information about your functional limitations
3. Suggest possible accommodations (though the employer may choose among effective options)
4. Participate in the interactive process
5. Provide medical documentation if requested

Source: Arizona Revised Statutes § 41-1492; EEOC guidance
Available at: https://www.azleg.gov/ars/41/01492.htm and https://www.eeoc.gov

How do I file a discrimination complaint in Arizona?

You have two options: file with the Arizona Attorney General’s Civil Rights Division or file with the U.S. Equal Employment Opportunity Commission (EEOC). In many cases, filing with one agency automatically dual-files with the other.

Arizona Attorney General’s Civil Rights Division:

Deadline: 180 days from the discriminatory act (may be extended to 300 days for dual-filed charges)

How to file:

Online: Visit https://www.azag.gov/civil-rights and use the online intake system

By phone:

• Phoenix: (602) 542-5025 or toll-free (877) 491-5742
• Tucson: (520) 628-6500 or toll-free (877) 491-5740

By mail:

• Phoenix: 2005 N. Central Avenue, Phoenix, AZ 85004
• Tucson: 400 West Congress, South Building, Suite 315, Tucson, AZ 85701-1367

In person: Visit either office during business hours (Monday-Friday, 8:00 AM – 5:00 PM)

U.S. Equal Employment Opportunity Commission (EEOC):

Deadline: 300 days from the discriminatory act in Arizona (180 days for some claims)

How to file:

Online (recommended): Visit https://publicportal.eeoc.gov/portal/ to submit an inquiry and schedule an appointment

By phone: Call 1-800-669-4000 (TTY: 1-800-669-6820)

In person: Visit the Phoenix District Office at 3300 N. Central Avenue, Suite 690, Phoenix, AZ 85012 (appointment recommended)

What happens after filing:

The agency will investigate your charge, notify your employer, gather evidence, and make a determination. If discrimination is found, the agency will attempt conciliation. You also have the right to file a lawsuit in court.

Sources:

• Arizona Attorney General’s Civil Rights Division: https://www.azag.gov/civil-rights
• EEOC Phoenix District Office: https://www.eeoc.gov/field-office/phoenix/location

Can I request remote work as a reasonable accommodation?

Yes, you may request remote work as a reasonable accommodation if you have a disability and remote work would enable you to perform the essential functions of your job. However, your employer is not automatically required to grant this request.

Legal standard:

According to EEOC guidance, “An employee with a disability may be entitled to telework as a reasonable accommodation, absent undue hardship, if telework would be effective in enabling the individual to perform the essential functions of the employee’s job.”

Factors employers consider:

• Whether you can perform essential job functions remotely
• Whether the employer previously allowed remote work for your position
• Whether the position requires in-person interaction
• The technological feasibility of remote work
• Whether remote work would impose undue hardship

Relevant consideration: If your employer allowed remote work during the COVID-19 pandemic, this may be evidence that the essential functions of your job can be performed remotely.

The accommodation process:

1. Request accommodation: Tell your employer you need remote work due to a medical condition
2. Provide information: Explain how your disability affects your ability to work in the office
3. Medical documentation: Your employer may request medical documentation
4. Interactive process: Work with your employer to explore accommodation options
5. Employer decision: Your employer must provide an effective accommodation unless it imposes undue hardship

Alternative accommodations: If full-time remote work imposes undue hardship, your employer should consider alternatives such as hybrid schedules, modified work hours, or other accommodations.

If denied: If your employer denies your accommodation request, ask for a written explanation. You may file a complaint with the Arizona Attorney General’s Civil Rights Division or EEOC if you believe the denial was improper.

Source: EEOC guidance on reasonable accommodation
Available at: https://www.eeoc.gov/laws/guidance/

What is Arizona’s Civil Rights Act?

The Arizona Civil Rights Act (ACRA) is the state law that prohibits discrimination in employment, housing, public accommodations, and voting. The law is codified in Arizona Revised Statutes Title 41, Chapter 9.

According to the Arizona Attorney General’s Civil Rights Division:

“The Arizona Attorney General’s Civil Rights Division (Division) enforces the Arizona civil rights laws known as the Arizona Civil Rights Act (ACRA). The ACRA protects Arizonans from unlawful discrimination in employment, housing, voting, and public accommodations.”

Protected classes under Arizona employment law:

• Race
• Color
• Religion
• Sex (including pregnancy, childbirth, or related medical conditions)
• Age (40 and older)
• National origin
• Disability

Coverage: The ACRA applies to employers with 15 or more employees. For age discrimination, Arizona law covers employers with 15-19 employees (broader than federal law which requires 20+ employees).

Unlawful practices: According to A.R.S. § 41-1463, it is unlawful for employers to:

• Fail or refuse to hire, discharge, or discriminate in compensation or terms of employment based on protected class
• Limit, segregate, or classify employees in ways that would deprive them of opportunities based on protected class
• Retaliate against employees who oppose discriminatory practices or participate in investigations

Enforcement: The Arizona Attorney General’s Civil Rights Division investigates and litigates civil rights complaints.

Sources:

• Arizona Revised Statutes § 41-1461 through § 41-1465
• Available at: https://www.azleg.gov/ars/41/title41.htm
• Arizona Attorney General’s Civil Rights Division FAQ: https://www.azag.gov/civil-rights/faq

Where do I file an EEOC complaint in Arizona?

File with the EEOC Phoenix District Office, which has jurisdiction over Arizona, Colorado, Utah, Wyoming, and parts of New Mexico.

EEOC Phoenix District Office:

Address:
U.S. Equal Employment Opportunity Commission
Phoenix District Office
3300 N. Central Avenue, Suite 690
Phoenix, AZ 85012

Location: SW corner of Central & Osborn; light rail accessible; parking garage behind building

Contact information:

• Toll-free: 1-800-669-4000
• TTY (Deaf/Hard of Hearing): 1-800-669-6820
• ASL Video Phone: 1-844-234-5122
• Local office: (602) 661-0002
• Email: phoenix.intake@eeoc.gov

How to file:

Online (recommended): https://publicportal.eeoc.gov/portal/

The EEOC Public Portal allows you to:

• Submit an inquiry
• Schedule an appointment (telephone, video, or in-person)
• Track your charge status

By phone: Call 1-800-669-4000 to speak with an EEOC representative

In person: Walk-ins accepted but appointments strongly recommended

Office hours:

• Lobby: 8:00 AM – 4:00 PM, Monday through Friday
• Interviews: Every day except Wednesdays
• Last appointment: 2:30 PM

Filing deadlines:

• 300 days from discrimination in Arizona (for most claims)
• 180 days for claims not covered by state law

According to the EEOC: “There are strict deadlines for filing a charge of discrimination.” Do not delay in filing if you believe you have experienced discrimination.

Source: EEOC Phoenix District Office
Available at: https://www.eeoc.gov/field-office/phoenix/location

What is at-will employment in Arizona?

At-will employment means that either the employer or employee may end the employment relationship at any time, for any reason, without advance notice, unless there is a written contract to the contrary or the reason is unlawful.

According to Arizona Revised Statutes § 23-1501(A):

“1. All employment is presumed to be at will.

2. The employment relationship is severable at the pleasure of either the employee or the employer unless both the employee and the employer have signed a written contract to the contrary setting forth that the employment relationship shall remain in effect for a specified duration of time or otherwise expressly restricting the right of either party to terminate the employment relationship.”

What at-will means in practice:

• Employers may change workplace policies, including requiring return to office
• Employers may terminate employment without cause (subject to exceptions below)
• Employees may resign at any time without penalty
• No advance notice is legally required (though employer policies may differ)

Exceptions to at-will employment:

Arizona law protects employees from wrongful termination in specific circumstances. According to A.R.S. § 23-1501(A)(3), an employer may not terminate an employee for:

• Refusing to commit an illegal act
• Reporting employer violations of law (whistleblowing)
• Exercising workers’ compensation rights
• Taking leave for jury duty
• Other statutorily protected activities

Additionally, employers may not terminate employees:

• In violation of anti-discrimination laws
• In breach of an employment contract
• In violation of public policy
• In retaliation for protected activities

Written contracts override at-will:

If both employer and employee have signed a written employment contract specifying duration or restricting termination rights, the at-will presumption does not apply. The contract terms govern the employment relationship.

Employee handbooks: Handbook provisions may constitute a contract if the handbook expressly states it is a contract of employment, according to A.R.S. § 23-1501.

Source: Arizona Revised Statutes § 23-1501
Available at: https://www.azleg.gov/ars/23/01501.htm

For questions about whether your termination or policy change violates Arizona law, consult a licensed employment attorney.

What is the difference between state employee and private sector RTO requirements in Arizona?

State employees and private sector employees face different regulatory frameworks regarding return to office requirements.

State Employees:

Pending legislation: Senate Bill 1237, if enacted, would prohibit remote work for state employees except in limited circumstances.

Current status: As of January 2026, SB 1237 passed the Arizona Senate but has not become law. If enacted:

• Full-time state employees would be required to work at their agency’s office
• Exception for illness (with supervisor approval)
• Exception for field work (site visits, inspections)
• Virtual meetings and conference calls would not be considered remote work

Historical context: According to legislative documents, 41% of state employees (15,909 workers) worked remotely as of December 31, 2024, either full-time or on a hybrid basis.

Source: Arizona Legislature SB 1237
Available at: https://www.azleg.gov/legtext/57leg/1R/bills/SB1237.htm

Private Sector Employees:

No RTO legislation: Arizona has not enacted any laws governing return to office requirements for private employers.

At-will framework: Private employers may implement return to office policies under Arizona’s at-will employment framework.

Legal requirements: Private employers must comply with:

• Anti-discrimination laws (Arizona Civil Rights Act, federal civil rights laws)
• Reasonable accommodation requirements (Arizona ADA, federal ADA)
• Employment contracts and collective bargaining agreements
• Anti-retaliation protections

Accommodation rights: Private sector employees with disabilities may request remote work as a reasonable accommodation. Employers must engage in an interactive process and may not deny accommodations unless they impose undue hardship.

Key difference: State employee RTO requirements (if SB 1237 is enacted) would be mandated by statute with limited exceptions. Private sector RTO policies are at employer discretion, subject to anti-discrimination and accommodation obligations.

Sources:

• Arizona Legislature SB 1237: https://www.azleg.gov/legtext/57leg/1R/bills/SB1237.htm
• Arizona Revised Statutes § 23-1501: https://www.azleg.gov/ars/23/01501.htm

When did Arizona’s telework program begin?

Arizona’s telework program for state employees began as a pilot program in the 1990s, initially focused on air quality improvement.

According to the official House Bill Summary for SB 1237:

“Arizona’s Telework Program began initially as a pilot program in the 1990s as a means to improve Arizona’s air quality through alternate travel mode and travel reduction measures (A.R.S. § 49-588).”

Historical timeline:

Early 1990s: Pilot telework program established for air quality purposes

Executive Order 93-4: All agencies, boards, and commissions were authorized to phase in a telecommuting program administered by the Arizona Department of Commerce Energy Office

2003 – Executive Order 2003-11: Program transferred to Arizona Department of Administration; mandated that every state agency implement the Telework Program with a goal of 20% of employees in Maricopa County actively participating

Pre-March 2020: Fewer than 10% of state employees worked remotely

December 31, 2024: 15,909 employees (41% of state workforce) worked remotely, either full-time or periodically

Cost savings: Remote work reportedly saved Arizona approximately $32 million annually in rent costs and $58.6 million in deferred maintenance costs since fiscal year 2021, according to the Arizona Department of Administration.

Source: Arizona Legislature House Bill Summary SB1237
Available at: https://www.azleg.gov/legtext/57leg/1R/summary/H.SB1237_030725_RO.DOCX.htm

Is there pending RTO legislation in Arizona beyond SB 1237?

As of January 5, 2026, no other return to office legislation has been identified beyond Senate Bill 1237.

Legislative search conducted:

Date: January 5, 2026
Source: Arizona Legislature website (azleg.gov)
Search terms: “return to office”, “remote work”, “telework”, “work from home”

Result: SB 1237 is the only identified legislation addressing return to office requirements. This bill applies exclusively to state government employees.

No private sector legislation: No bills have been introduced or enacted that would regulate return to office requirements for private sector employers in Arizona.

57th Legislature, 1st Regular Session: Review of the current legislative session’s bills revealed no additional RTO-related legislation.

Governor’s position: Multiple news sources reported that SB 1237, if passed by the Arizona House, was expected to receive a veto from Governor Katie Hobbs.

Monitoring future legislation:

To monitor potential future legislation:

Arizona Legislature website: https://www.azleg.gov
Bill search: https://www.azleg.gov/bills/
Session information: Updated regularly during legislative sessions

Individuals interested in tracking legislation should search the Arizona Legislature website using relevant keywords and review bill status updates.

Source: Arizona Legislature
Available at: https://www.azleg.gov

What accommodation-related documentation can my employer request?

When you request a reasonable accommodation, your employer may request medical documentation if your disability or need for accommodation is not obvious.

What employers MAY request:

According to EEOC guidance, employers may ask healthcare providers:

About the disability:

• Nature of the medical condition
• Whether the employee has a disability under the ADA
• Duration of the condition (permanent, temporary, or intermittent)

About functional limitations:

• What activities or major life activities the impairment limits
• The extent to which the impairment limits the employee’s ability to perform job-related functions
• Whether the employee can perform essential job functions with or without accommodation

About accommodation:

• Why an accommodation is needed
• What type of accommodation might be effective
• How the suggested accommodation would help the employee perform job functions

Medical documentation should:

• Come from an appropriate healthcare provider (physician, psychologist, or other qualified professional)
• Describe the impairment and how it affects the employee
• Substantiate why the accommodation is needed
• Suggest possible accommodations (though employer may choose among effective options)

What employers MAY NOT request:

According to EEOC guidance and ADA regulations, employers should NOT request:

• Complete medical records
• Information unrelated to the accommodation request
• Genetic information
• Diagnosis alone (without functional limitations)
• Unnecessary details about the nature of the disability

Confidentiality requirements:

All medical information obtained by an employer must be:

• Kept confidential
• Maintained in separate medical files (not personnel files)
• Shared only on a “need to know” basis

According to 42 U.S.C. § 12112(d)(3)(B), medical information must be kept confidential and maintained separately.

If employer requests unnecessary information:

If you believe your employer is requesting more medical information than necessary:

1. Discuss with your employer what specific information is needed
2. Have your healthcare provider clarify what information is relevant
3. Consider consulting with an employment attorney
4. If the request seems improper, you may file a complaint

Source: EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship
Available at: https://www.eeoc.gov/laws/guidance/

How long does the EEOC investigation process take?

The duration of EEOC investigations varies depending on the complexity of the case, but the EEOC aims to complete investigations as promptly as possible.

Typical timeline:

Charge filing: Day 1 – You file a charge of discrimination

Notification: Within 10 days – EEOC notifies the employer and provides a copy of the charge

Investigation: 6-10 months (average) – EEOC gathers information from both parties

Determination: After investigation complete – EEOC issues cause or no-cause determination

Total time: Generally 6-12 months from filing to determination, but can be longer for complex cases

According to EEOC:

“The length of time it takes to process a charge varies depending on a number of factors, such as the complexity of the charge and whether the employer contests the charge. Generally, charges are resolved within 10 months.”

Expediting your case:

You may request a “Notice of Right to Sue” letter at any time, which allows you to file a lawsuit without waiting for the EEOC to complete its investigation. You may request this:

• Immediately (before investigation begins)
• At any time during investigation
• After 180 days from filing your charge

Note: Requesting a right-to-sue letter ends the EEOC’s investigation. Consider consulting with an employment attorney before making this decision.

Priority handling:

Some cases receive expedited handling:

• Cases involving ongoing discrimination
• Cases where charging party has imminent harm
• Systemic discrimination affecting multiple workers
• Cases with risk of evidence destruction

Checking status:

You can check your charge status:

• Through the EEOC Public Portal: https://publicportal.eeoc.gov/portal/
• By calling the EEOC office handling your charge
• By contacting the investigator assigned to your case

Source: EEOC procedures and guidance
Available at: https://www.eeoc.gov

Can my employer retaliate against me for requesting accommodation?

No. Both federal and Arizona law prohibit retaliation against employees who request reasonable accommodations or exercise their rights under disability discrimination laws.

Federal ADA protection:

According to 42 U.S.C. § 12203(a), it is unlawful to:

“coerce, intimidate, threaten, or interfere with any individual in the exercise or enjoyment of” rights under the ADA, or to retaliate against anyone who has “opposed any act or practice made unlawful” by the ADA or who has participated in ADA-related proceedings.

Arizona Civil Rights Act protection:

According to the Arizona Attorney General’s Civil Rights Division:

“The ACRA prohibits retaliation in employment, housing, and disability claims in public accommodations.”

“Retaliation is punishment in response to an individual’s protected activity. Examples of protected activities include, but are not limited to, filing a Charge of Discrimination with the Division, participating in an investigation, or filing a complaint with an employer.”

Protected activities include:

• Requesting a reasonable accommodation
• Filing a charge of discrimination
• Participating in an investigation or lawsuit
• Opposing discriminatory practices
• Discussing disability rights with employer

Examples of unlawful retaliation:

• Termination
• Demotion
• Reduced hours or pay
• Unfavorable job assignments
• Increased scrutiny or discipline
• Creating a hostile work environment
• Threats or intimidation

If you experience retaliation:

1. Document everything: Keep records of accommodation requests, employer responses, and any adverse actions
2. Report internally: Follow your employer’s complaint procedures if appropriate
3. File a complaint: Contact the Arizona Attorney General’s Civil Rights Division or EEOC
4. Consult an attorney: Consider speaking with an employment attorney about your rights

Filing deadlines for retaliation claims:

• Arizona: 180 days from retaliatory act (may extend to 300 days for dual-filed charges)
• Federal EEOC: 300 days in Arizona (180 days for some claims)

Note: Retaliation claims are separate from the underlying discrimination claim. You may have a valid retaliation claim even if your accommodation request was properly denied.

Sources:

• 42 U.S.C. § 12203 (ADA anti-retaliation provision)
• Arizona Attorney General’s Civil Rights Division FAQ: https://www.azag.gov/civil-rights/faq
• EEOC guidance on retaliation: https://www.eeoc.gov/laws/guidance/

What should I do if my accommodation request is denied?

If your employer denies your accommodation request, take the following steps:

1. Request written explanation

Ask your employer to provide a written explanation for the denial, including:

• Why the requested accommodation cannot be provided
• Whether the employer considered alternative accommodations
• The basis for any undue hardship determination

2. Discuss alternatives

The accommodation process should be interactive. Ask:

• Are there alternative accommodations the employer would consider?
• Can a modified version of your request be implemented?
• Would a temporary or trial accommodation be possible?

3. Provide additional information

If your employer denied the request due to insufficient information:

• Offer to provide additional medical documentation
• Clarify how the accommodation would enable you to perform essential functions
• Suggest a trial period to demonstrate effectiveness

4. Document everything

Keep records of:

• Your original accommodation request (date, method, content)
• All communications with your employer
• Any written denial or explanation
• Medical documentation provided
• Dates and details of interactive process discussions

5. File an internal complaint

If your employer has an internal complaint procedure:

• Follow the company’s process for appealing the decision
• Use any employee relations or human resources procedures
• Document your use of internal remedies

6. Seek external review

You have the right to file a complaint with government agencies:

Arizona Attorney General’s Civil Rights Division:

• Deadline: 180 days from denial
• Phone: (602) 542-5025 or (877) 491-5742
• Website: https://www.azag.gov/civil-rights

EEOC Phoenix District Office:

• Deadline: 300 days from denial
• Phone: 1-800-669-4000
• Public Portal: https://publicportal.eeoc.gov/portal/

7. Consult an attorney

Consider consulting with a licensed Arizona employment attorney to:

• Evaluate whether the denial was lawful
• Understand your options for challenging the denial
• Get advice on filing a complaint or lawsuit
• Determine if you have other potential legal claims

Important considerations:

Undue hardship is a high standard: Employers must demonstrate that an accommodation would impose “significant difficulty or expense.” General statements about cost or inconvenience are insufficient.

Alternative accommodations: If your specific request cannot be granted, your employer must consider alternative accommodations that would be effective.

Continuing to work: Consider whether you can continue working while challenging the denial. Discuss with an attorney whether resigning would affect your rights.

Retaliation protection: Your employer may not retaliate against you for requesting accommodation or filing a complaint.

Time limits matter: Do not delay in filing complaints. The 180-day and 300-day deadlines are strictly enforced.

Sources:

• EEOC guidance on reasonable accommodation
• Arizona Revised Statutes § 41-1492 (Arizona ADA)
• Arizona Attorney General’s Civil Rights Division: https://www.azag.gov/civil-rights