AZ SB1641

Prohibits employers from requiring wage disclosure nondisclosure agreements, retaliating against employees for discussing wages, or taking adverse action based on wage discussions.

Bans employers from considering or inquiring about prospective employees' wage history when making hiring or compensation decisions, except to verify prior wages after offering employment if voluntarily provided by the employee.

Expands equal pay protections by defining "substantially similar work" and allowing wage differences only for seniority systems, merit systems, production-based pay, or bona fide non-sex-based factors related to business necessity.

Establishes equal pay certification program for businesses with 40+ employees, requiring compliance with federal equal pay laws and internal wage equity evaluations for state contracts exceeding $500,000.

Creates flexible scheduling requirements for retail, food service, and cleaning employees, including 14-day advance notice of schedule changes, minimum four-hour pay guarantees, and employee rights to request schedule modifications for health, caregiving, or educational reasons.