What is wrongful termination in Arizona?

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Arizona's   at-will employment   doctrine is largely codified in the Employment Protection Act, which both recognizes and confines public policy claims.    1. Arizona Employment Protection Act — A.R.S. § 23-1501   Enacted 1996 in response to court decisions expanding common-law protections. The AEPA: -   Reaffirms at-will employment   as the default. -   Limits wrongful discharge claims   to those based on   a written employment contract   OR a violation of an Arizona statute. - Specifically lists protected statutory categories: refusing to violate the Arizona Constitution or statute, exercising rights under the Arizona Constitution or statute, refusing to engage in unlawful discrimination, jury duty, military service, refusing fingerprinting clearance card actions.  The AEPA effectively   abolished the common-law public policy tort   for non-statutory bases.  Galati v. America West Airlines , 205 Ariz. 290 (App. 2003).    2. Arizona Civil Rights Act — A.R.S. § 41-1463   Prohibits discrimination based on   race, color, religion, sex (including pregnancy/childbirth), age (40+), disability, national origin, or genetic testing information  . Applies to employers with   15+ employees   (1+ for sexual harassment after 2017 amendments).  File charge with   Arizona Civil Rights Division within 180 days   (or EEOC within 300). 1-year SOL after right-to-sue letter.    3. Arizona Employment Retaliation   -   Arizona Whistleblower Statute (A.R.S. § 23-1501(A)(3)(c))  : incorporated into AEPA — protects reports of statutory violations. -   Workers' Comp Retaliation — A.R.S. § 23-1501(A)(3)(c)(ii)  : protected.    4. Fair Wages and Healthy Families Act — A.R.S. § 23-364   Includes anti-retaliation provisions for asserting wage rights.    5. WARN Act   Federal WARN applies; no state WARN.    6. No Implied Contract from Handbook (by Statute)   A.R.S. § 23-1501(A)(2) provides that handbook policies do not modify at-will status unless the employer expressly states an intent to be bound.    7. Damages   Under the AEPA, plaintiffs may recover lost wages and benefits but   punitive damages are limited  .    8. Statute of Limitations   - AEPA wrongful termination:   1 year   (A.R.S. § 12-541) — very short. - ACRA: 180 days to ACRD/EEOC; 1 year after right-to-sue. - Workers' comp retaliation: 1 year.  This is legal information, not legal advice.