Arizona
Arizona Workers' Compensation Laws: Benefits, Deadlines, and Your Rights
Arizona requires virtually every employer to carry workers' compensation insurance. If you are hurt on the job, you receive medical care and partial wage replacement regardless of who was at fault, and in exchange you generally give up the right to sue your employer in court.
Is workers' comp required in Arizona?
Arizona workers' compensation coverage is mandatory for all employers that have at least one employee. There is no payroll threshold or hours-per-week minimum. The program is administered by the Industrial Commission of Arizona (ICA), the state agency that oversees claims, disputes, and insurer compliance. Employers may insure through a licensed private carrier, through the State Compensation Fund, or by qualifying as a self-insured employer with ICA approval. An employer that fails to carry required coverage can be sued directly by an injured worker, loses the exclusive-remedy protection, and faces additional penalties under A.R.S. 23-901 et seq.
Arizona covers not only traditional employment relationships but also workers in some categories that other states often exclude. If you are unsure whether your employment is covered, the ICA provides guidance and free ombudsman services to help injured workers navigate the system.
Benefits you can receive
Arizona workers' compensation covers a wide range of benefits designed to replace income and restore your health. Medical benefits are paid in full, with no copays, for all treatment that is reasonable, necessary, and causally related to your work injury. There is no dollar cap on medical care while you remain in active treatment.
Wage-replacement benefits for temporary total disability (TTD) are paid at 66 2/3% of your average monthly wage. Arizona calculates the base on your average monthly earnings rather than a weekly figure, and the maximum benefit is set by statute and adjusted periodically. The 7-day waiting period means the first week of missed work is not initially compensated; however, if your disability lasts 13 or more days, the waiting period is waived and benefits are paid back to the first day.
Beyond TTD, the ICA administers the full spectrum of benefit categories: Temporary Partial Disability (TPD) when you can return to limited duty at reduced pay, Permanent Partial Disability (PPD) for lasting impairment rated by schedule or percentage, Permanent Total Disability (PTD) for the most severe injuries, vocational rehabilitation to help you return to work, and death and survivor benefits for fatal injuries. Most claims ultimately resolve through a settlement or a Notice of Claim Status becoming final.
Deadlines: reporting your injury and filing a claim
Arizona runs two separate clocks after a work injury, and missing either one can cost you your benefits.
The first clock is the claim-filing deadline. You must file a written workers' compensation claim with the ICA within 1 year of the date of injury or within 1 year of the date the injury became manifest (important for occupational diseases or conditions that develop gradually). This is a strict deadline. Filing a claim with the ICA is separate from notifying your employer.
The second clock falls on the employer: your employer is required to report your injury to its insurance carrier and to the ICA within 10 days of learning about it. You should notify your employer in writing as soon as possible after any work-related injury, both to protect your rights and to start the employer's reporting obligation. Prompt written notice also protects your claim if there is any later dispute about when or how the injury occurred.
Because Arizona's 1-year statute of limitations is among the shortest in the country, injured workers should file their claim with the ICA promptly rather than assuming the employer's report covers them.
Choosing your doctor
Arizona follows a modified employer-direction rule for initial medical care. Your employer or its insurer has the right to direct you to one initial medical examination. After that first exam, you have the right to choose your own treating physician for ongoing care.
This distinction matters in practice. The employer-directed exam creates the first medical record of your injury and can influence how the claim is evaluated. If you disagree with the initial physician's findings, knowing that you can switch to a provider of your choice for continuing treatment gives you important leverage. If your employer disputes the change, you may petition the ICA for review.
Keep detailed records of all medical appointments, diagnoses, treatment recommendations, and any restrictions your doctor places on your ability to work. Those records form the foundation of your claim, especially if a dispute arises over the extent of your disability or the cost of ongoing care.
Can you sue your employer? The exclusive-remedy rule
Arizona workers' compensation is the exclusive remedy for most work injuries. The no-fault bargain means that covered employees receive guaranteed benefits without having to prove the employer was negligent, but they also give up the right to bring a civil lawsuit against their employer for the same injury. This rule applies regardless of how serious the injury is.
There are three main exceptions that allow you to pursue additional legal action.
First, if your employer acted with specific intent to injure you, the exclusive-remedy bar may not apply. Arizona courts require proof of actual intent, not merely reckless or grossly negligent conduct.
Second, you can bring a third-party tort claim against anyone other than your employer who contributed to your injury. A common example is a negligent equipment manufacturer or a careless driver who caused a vehicle accident during your work duties. A third-party recovery may be subject to a lien by the workers' comp insurer.
Third, if your employer was uninsured (and therefore not in compliance with A.R.S. 23-901 et seq.), you may sue the employer in civil court and the employer cannot use the exclusive-remedy defense.
If you were hurt at work in Arizona
Taking the right steps after a work injury protects both your health and your legal rights.
Notify your employer in writing as soon as possible. Even if you feel the injury is minor, a written record establishes the date and circumstances and triggers your employer's 10-day reporting obligation to the ICA and insurer.
Get medical care right away. Your employer may direct the initial examination, but you have the right to choose your own ongoing treating physician after that first exam. Follow your doctor's treatment plan and keep all records.
File your written claim with the ICA before the 1-year deadline. Do not wait to see how the injury develops; filing preserves your rights even if the full extent of harm is not yet clear.
Keep copies of everything: your written notice to the employer, the ICA claim form, all medical records, correspondence from the insurer, and any documentation of missed work and lost wages.
If your claim is denied, disputed, or if the insurer tries to cut off your benefits, contact the ICA's ombudsman service and consider consulting a licensed workers' compensation attorney in Arizona. Attorneys who handle workers' comp cases commonly work on contingency, meaning you pay nothing upfront.
For background on how Arizona's statutes of limitations work more broadly, see the Arizona statute of limitations page.
This article is general legal information, not legal advice. Workers' compensation rules vary by state and change, and benefit amounts and deadlines depend on the specific facts. For advice about a specific claim, consult a licensed workers' compensation attorney in Arizona.
Related pages:
More Arizona Laws
Frequently Asked Questions
Is workers' comp required in Arizona?
Yes. Arizona law requires all employers with at least one employee to carry workers' compensation coverage. Employers may use a private insurer, the State Compensation Fund, or approved self-insurance. An employer that fails to comply loses the exclusive-remedy protection and can be sued directly by an injured worker.
How long does workers' comp last in Arizona?
Medical benefits continue as long as treatment is reasonable and necessary for your work injury. Wage-replacement benefits for temporary total disability continue while you are unable to work, subject to ICA review. Permanent disability benefits are calculated based on the degree of impairment and can continue long-term. The ICA reviews the status of claims at intervals and either closes them or continues benefits based on medical evidence.
How much does workers' comp pay in Arizona?
Temporary total disability benefits are paid at 66 2/3% of your average monthly wage, subject to a maximum set by statute. Arizona calculates benefits on a monthly basis rather than a weekly figure. Because the maximum is periodically updated, you should check with the ICA or your claims administrator for the current figure.
Can I be fired while on workers' comp in Arizona?
Arizona does not have an explicit workers' comp anti-retaliation statute, but firing an employee specifically because they filed a workers' compensation claim can give rise to a wrongful termination claim under Arizona public policy. Additionally, federal laws such as the Americans with Disabilities Act may provide protections if your injury constitutes a disability. Consult an employment or workers' comp attorney if you believe you were terminated in retaliation.
Can I choose my own doctor in Arizona?
Your employer or its insurer may direct you to one initial medical examination. After that first employer-directed exam, you have the right to choose your own treating physician for continued care. If a dispute arises about the change in provider, you can petition the ICA for review.
How long do I have to file a workers' comp claim in Arizona?
You must file a written claim with the ICA within 1 year of the date of injury or within 1 year of the date the injury became manifest (for occupational diseases or gradually developing conditions). Arizona's 1-year deadline is among the shortest in the country, so file as soon as possible rather than waiting.
Can I sue my employer after a work injury in Arizona?
Generally, no. Workers' compensation is the exclusive remedy against your employer for a work-related injury. You give up the right to sue in exchange for guaranteed no-fault benefits. Exceptions include: your employer acted with specific intent to injure you; your employer failed to carry required coverage; or a third party (not your employer) contributed to your injury, in which case you may pursue a separate third-party tort claim.
Injured in Arizona? Get a free case review from a personal-injury attorney
If someone else's negligence caused your injury, you may be owed compensation for medical bills, lost wages, and pain and suffering. Get a free, no-obligation review from a Arizona personal-injury attorney. Most work on contingency, so there is no upfront cost.
The Law Behind This Article
This article rests on the statutory provisions below, held in our own legal record and retrieved from the official source. Tap a section to read the operative text.
Arizona Revised Statutes, Title 23 (Labor), Chapter 6 (WORKERS' COMPENSATION), Article 1 (Scope of Workers' Compensation)
§ 23-901DefinitionsIn force
In this chapter, unless the context otherwise requires: 1. "Award" means the finding or decision of an administrative law judge or the commission as to the amount of compensation or benefit due an injured employee or the dependents of a deceased employee. 2. "Client" means an individual, association, company, firm, partnership, corporation or any other legally recognized entity that is subject to this chapter and that enters into a professional employer agreement with a professional employer organization. 3. "Co-employee" means every person employed by an injured employee's employer. 4. "Commission" means the industrial commission of Arizona. 5. "Compensation" means the compensation and benefits provided by this chapter. 6. "Employee", "workman", "worker" and "operative" means: (a) Every person in the service of this state or a county, city, town, municipal corporation or school district, including regular members of lawfully constituted police and fire departments of cities and towns, whether by election, appointment or contract of hire.
Official text (excerpt) · last checked 2026-08-04 · Read the full text in our law library · Verify at azleg.gov
Cited in 173 court opinionsMost recently applied by a court: 2026
Leading cases:
- Mail Boxes v. Industrial Commission (Arizona Supreme Court 1995, 181 Ariz. 119)“…y benefits. We granted review. ANALYSIS Under A.R.S. § 23-901(5)(i), compensation for a sole propriet…”
- Ford v. Industrial Com'n of Arizona (Arizona Supreme Court 1985, 145 Ariz. 509)“…fits under the Arizona Workers’ Compensation Act (the Act), A.R.S. § 23-901 et seq. The Act is constitutionally man…”
- Curran v. INDUSTRIAL COM'N OF ARIZONA (Court of Appeals of Arizona 1988, 156 Ariz. 434)“…policy did not cover the petitioner personally, relying on A.R.S. § 23-901(5)(i). Furthermore, he concluded that F…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
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