Summary of May 2025’s Labor Law Cases in Arizona
This roundup covers two significant employment-related decisions from Arizona’s federal courts in May 2025. These cases—one involving whistleblower protections and the other concerning class certification under the TCPA—are crucial updates for HR professionals, employers, and employees navigating Arizona labor law.
Nguyen v. Embry Health of Arizona LLC et al — U.S. District Court for D. Ariz (No. 2:2023cv00422)
Date decided: May 8, 2025
Summary: Khanh Nguyen brought claims under federal and Arizona whistleblower statutes after being terminated for reporting wrongdoing. Defendants failed to respond, leading to default.
Ruling: The court granted a default judgment in Nguyen’s favor and directed entry of judgment, including prejudgment interest and attorney fees .
Implications:
This ruling potentially affects all employees with whistleblower claims in Arizona and all employers facing non-response risk automatic liability. The ruling highlights that silence in court can culminate in a default judgment, emphasizing the importance of responding promptly to litigation—even early in the case.
Hiller v. Money Source Incorporated — U.S. District Court for D. Ariz. (No. 2:2023cv00235)
Date decided: May 7, 2025
Summary: Natasha Hiller sued Money Source under the Telephone Consumer Protection Act, alleging unwanted automated calls. She sought class action certification.
Ruling: The court approved class certification and appointed class counsel, finding common issues (e.g., company dialing policy) outweighed individual questions like consent revocation.
Implications:
This ruling affects Arizona employees and consumers targeted by TCPA violations, and businesses using autodial systems. The ruling signals a favorable environment for TCPA class actions; employers using automated calls must ensure proper consent and logging practices.
Conclusion: Looking back on Arizona Labor Cases in May 2025
Both Nguyen and Hiller underscore critical Arizona labor law developments in May 2025. Nguyen reinforces the risks of failing to engage in whistleblower litigation, while Hiller affirms the viability of class actions under TCPA. Employers should review internal phone compliance and litigation protocols to limit legal exposure. Employees in whistleblower or TCPA contexts are encouraged to seek experienced counsel.
For questions about whistleblower rights, TCPA compliance, or defense strategies in Arizona, HKM Law offers expert guidance. Visit hkm.com to connect with our team regarding your workplace rights or compliance needs.
