The Arizona Civil Rights Act prohibits employment discrimination based on sex (AZ Rev. Stat. Sec. 41–1463et seq.). Discrimination based on sex generally includes maternity and pregnancy. The Act covers employers with 15 or more employees. Employers with 15 or more employees are also covered by the Pregnancy Discrimination Act. This Act provides the same leave benefits to women affected by pregnancy as are provided to employees with temporary disabilities. This means that employers can provide leave for employees who are pregnant or with temporary disabilities, with or without pay, or not provide it at all, as long as all employees are treated the same in their requests for temporary disability leave.
State employees. Under state Personnel Administration Rules, state employees are granted sick leave for pregnancy-related conditions (or to care for a spouse, child, or parent with a serious illness (AZ Admin. Code Sec. R2-5A-B603).).
Some states have family and medical leave laws that require employers to provide unpaid leave for an employee's own illness, or for a pregnancy, or to care for a newborn. Arizona does not have such a law for private employers. However, if an employer does offer leave to care for a newborn, the Arizona Civil Rights Act would most likely be interpreted to require that the leave be offered to both male and female employees. In addition, employers with 50 or more employees may have leave obligations under the federal Family and Medical Leave Act (FMLA). There is additional information on the FMLA.