Operational compliance in Florida frequently hinges on local wage ordinances.
State requirements can interact with federal standards, and in some areas, local rules may layer on additional obligations for employers.
Florida’s labor laws feature a steadily increasing minimum wage tied to annual inflation adjustments approved by voters in 2020.
While the state does not mandate paid sick leave or rest breaks, employers must ensure accurate payroll practices, consistent policies, and proper worker classification.
Because Florida preempts local wage and leave ordinances, most employment rules apply uniformly across the state.
This blog is based on information available to HireArt as of October, 2025. HireArt does not provide tax, accounting or legal advice. This material has been prepared for informational purposes only, and should not be relied on for, tax, legal or accounting advice. Consult your own tax, legal and accounting advisors before engaging in any related activities or transactions.
Florida’s minimum wage is increasing gradually under a statewide amendment approved by voters.
As of 2025, employers must pay $13.00 per hour until September 29, when the rate increases to $14.00 per hour. Local jurisdictions cannot set higher minimums due to state preemption.
Employers must follow the higher applicable rate between state and local law.
Florida has no statewide paid sick leave requirement.
Employers may establish their own paid or unpaid leave programs to support employee health and attendance. Maintaining a written policy that outlines accrual, usage, and carryover ensures clarity and consistent application.
Florida preempts local governments from enacting their own wage or leave laws.
This means employers follow the same statewide rules across all counties and cities, simplifying compliance for organizations operating in multiple locations.
Florida law does not require meal or rest breaks for adult employees.
Employers may implement internal policies or follow collective bargaining agreements (CBAs). While not mandated, offering short breaks is widely considered a best practice to support employee wellbeing.
Payment of unused paid time off (PTO) upon termination depends on employer policy.
If the employer’s policy or contract provides for PTO payout, it must be honored at separation. Clear, written policies help ensure consistency and prevent disputes.
Florida does not have a general statute requiring reimbursement for business-related expenses.
Employers are encouraged to establish internal reimbursement policies defining eligible expenses—such as travel or remote work costs—and the process for submitting claims.
Employers in Florida must provide clear wage documentation and pay final wages promptly.
Maintaining accurate payroll records is essential for compliance with both state and federal labor laws.
Florida applies the federal economic-realities test to determine whether a worker is an employee or an independent contractor.
The degree of control, opportunity for profit or loss, and level of independence determine proper classification. Misclassification can result in penalties and back pay liabilities.
HireArt serves as an Employer of Record (EOR) to help companies maintain compliance across Florida’s employment laws. Through HireArt, employers can:
By partnering with HireArt, employers can manage their Florida workforce efficiently while minimizing administrative and legal risks.
