In Arizona, part-time and seasonal workers count from the very first hire, so if you have even one regularly employed part-timer you need workers compensation. There is no minimum weekly hours test and no waiting period before coverage attaches.
Who this is for: Arizona owners who staff with part-timers or seasonal help, such as shops, cafes, and businesses with a busy season.
The short version
- Part-timers count. Arizona counts a regular part-time worker the same as a full-time one, from the first hire.
- Seasonal help counts too. The law covers employment for only a portion of the year, so a seasonal worker still counts.
- No hours minimum, no waiting period. A regular part-timer is covered from their first day; there is no threshold number of hours.
- One employee is the line. Once you have a single regularly employed worker, coverage is required (A.R.S. section 23-961).
- You cannot dodge it by trimming hours. Cutting people to part-time does not remove the duty.
How the rule works with part-time and seasonal staff
Arizona's rule is about whether a worker is regularly employed, not how many hours they log. That means even a single part-timer can trigger the mandate, and a seasonal pattern you repeat each year still counts.
| Staffing pattern | Subject to the mandate? | Why |
|---|---|---|
| One regular part-timer, no full-timers | Yes | A single regularly employed worker triggers the duty |
| A weekend-only regular employee | Yes | No hours minimum and no waiting period |
| Seasonal workers you rehire every peak season | Yes | Employment for a portion of the year still counts |
| A genuine one-off casual helper outside your business | No | Casual work outside your usual trade is excluded |
| No employees, owner works alone | No | No regularly employed worker yet |
What "regularly employed" means for seasonal work
Seasonal businesses sometimes assume the off-season resets the clock. Arizona's law expressly covers employment whether it runs throughout the year or for only a portion of it, so a business that predictably staffs up each season is employing regularly during that time. If your normal practice includes seasonal help, plan on the policy applying whenever those workers are on. The safest approach is to line coverage up before the season starts, since a worker is covered from day one and there is no grace period.
Why part-time-only shops still need it
Because a policy is required at the first regularly employed worker regardless of hours, a shop that runs on part-timers has the same duty as one with full-time staff. Skipping coverage because everyone is part-time is a common and costly mistake. An uninsured employer with a hurt part-timer loses key legal defenses and can be billed back by the state Special Fund, so even a small part-time crew is worth insuring properly.
A Peoria example
Illustrative, not a quote. A Peoria ice-cream shop runs with three part-time scoopers in summer and closes in winter. During summer the shop has regularly employed workers, so Arizona requires a policy for that season, effective from each worker's first day. The owner cannot avoid it by pointing to the quiet winter, because the summer staffing is the regular pattern. Lining up coverage before Memorial Day means every scooper is protected on day one. See our workers comp for restaurants and cafes page.
Real questions Arizona owners ask
Do part-time employees need workers comp in Arizona?
Yes. A single regular part-timer triggers the requirement, because Arizona counts part-time workers from the first hire with no hours minimum. You need a policy even if no one is full time.
Do seasonal workers count in Arizona?
Yes. The law covers employment for only a portion of the year, so a peak-season worker counts. A seasonal crew you rehire each year makes coverage required during that season.
Can I avoid workers comp by keeping everyone part-time?
No. Part-time workers count the same as full-timers from the first hire, so cutting hours does not remove the duty. Even one regular part-timer makes coverage mandatory.
Is there a minimum number of hours before a worker counts?
No. Arizona has no minimum weekly hours test and no waiting period. A regular part-timer counts from their first day of work.
I have one part-time employee. Do I need a policy?
Yes, if that person is a regularly employed worker. Arizona's duty attaches at the first employee, so a single steady part-timer is enough to require coverage.
Does the off-season drop me below the requirement?
Not if your regular pattern includes seasonal staff. Arizona covers employment for a portion of the year, so plan on the policy applying whenever the seasonal crew is on.
When does a seasonal hire become covered?
From day one, once the business has a regularly employed worker. There is no grace period, so line up coverage before the season starts rather than after the first shift.
Why Arizona owners choose Morrow
- We shop the right market for you. Arizona has no state fund, so you buy workers comp from private insurers on the open market, and we compare several to find your best rate. If your work is hard to place and no insurer will take you, a guaranteed state backstop (the NCCI-run assigned risk plan) will still cover you.
- We catch pricing mistakes. Your price depends heavily on the category your work falls into for pricing (the class code). Put people in the wrong category and you overpay for years. We review your payroll and classifications before you buy.
- Proof of coverage, fast. Need a certificate (proof of coverage) for a general contractor or a landlord before Monday? We turn those around the same business day for most carriers.
- We help lower the score that drives your price. Insurers give you a score based on your past claims that raises or lowers your cost (the experience modification rate). We review it each year, flag errors, and connect you with return-to-work and safety resources that bring it down.
- Real people when a claim happens. When someone gets hurt, we stay involved through the life of the claim, not just at renewal.
Related Arizona guides
Every Arizona business is set up a little differently. These companion guides answer the same question for other situations, plus the national explainers behind the terms used here.
- Business insurance in Arizona (start here)
- Workers comp: the owner's overview
- I own an LLC: do I need workers comp?
- I'm a sole proprietor: do I need workers comp?
- I own a corporation (C-corp or S-corp): do I need it?
- We're a partnership: do we need workers comp?
- We're a nonprofit: do we need workers comp?
- My workers are 1099: do I still need it?
- I only employ family: do I need workers comp?
- Remote or out-of-state staff: do I need coverage?
- What happens if I don't carry workers comp?
- How much does workers comp cost?
- How do I get workers comp (even if turned down)?
- What insurance do I need for a contractor license?
- Workers compensation insurance, explained
- What workers comp costs (national guide)
- Hiring your first employee: what changes
- What workers comp does not cover
- Arizona restaurant workers comp
This guide is general information, not legal advice. Arizona rules and penalty amounts can change, so verify current requirements with the Industrial Commission of Arizona or a licensed advisor before you rely on them. Last updated: July 2026.