Florida Employment Law

Florida's primary anti-discrimination employment statute prohibiting discrimination based on race, color, religion, sex, pregnancy, national origin, age, handicap/disability, marital status, and AIDS/HIV status. Closely mirrors federal Title VII but includes additional state-specific protected classes such as marital status, AIDS/HIV, and sickle cell trait.

Protects public-sector employees in Florida from retaliation for disclosing information about violations of law, rule, or regulation; gross mismanagement; gross waste of funds; or actions that create a substantial and specific danger to public health, safety, or welfare. Provides a robust complaint process for government employees.

Provides limited whistleblower protections for private-sector employees in Florida. Prohibits employers from retaliating against employees who disclose or threaten to disclose employer activities that violate a law, who provide information to a government agency investigating an employer violation, or who refuse to participate in an illegal activity.

Florida's minimum wage is established by constitutional amendment and provides a state minimum wage above the federal level. The minimum wage increased incrementally to $15 per hour as of September 2026. Applies to all employers and provides for annual inflation adjustments thereafter.

Florida law requires employers with 50 or more employees to provide up to 3 working days of leave per 12-month period to employees who are victims of domestic violence or sexual violence. Leave may be used for medical treatment, obtaining services from a victim-services organization, mental health counseling, seeking legal assistance, or making the employee's home secure.

Florida's wage payment statutes provide employees with the right to recover unpaid wages through private lawsuits. Section 448.08 provides for recovery of unpaid wages along with an equal amount as liquidated damages (double damages), attorney fees, and court costs. Section 448.110 governs the timing and method of wage payments.

Broad county-level anti-discrimination ordinance that protects more classes than federal or Florida state law, including sexual orientation, gender identity/expression, and source of income. Covers employers with 5 or more employees.

First county-wide wage theft ordinance in the US. Provides a local administrative process for workers to recover unpaid wages without needing to hire an attorney. Hearing officers can award treble damages (3x unpaid wages).

Provides up to 30 days of unpaid leave per 12-month period for employees who are victims of domestic or repeat violence. Leave may be used for medical treatment, legal assistance, court appearances, and safety arrangements.

Expands federal FMLA by allowing leave to care for a grandparent with a serious health condition. Same terms and conditions as FMLA apply.

Provides a local administrative process for workers in Pinellas County (including St. Petersburg, Clearwater, and surrounding cities) to file wage theft complaints and recover unpaid wages.

Prohibits employment discrimination in Hillsborough County (Tampa and surrounding areas). Provides local enforcement of anti-discrimination protections through the Hillsborough County Board of Human Rights.

Local anti-discrimination ordinance covering Fort Lauderdale and surrounding Broward County. Includes protections for sexual orientation and gender identity that go beyond Florida state law. One of the most comprehensive county-level protections in Florida.

Local anti-discrimination ordinance for the Orlando metro area. Includes protections for sexual orientation and gender identity.

Pinellas County's anti-discrimination ordinance covering St. Petersburg, Clearwater, and surrounding communities. Includes sexual orientation protections that go beyond Florida state law. Enforced by the Pinellas County Office of Human Rights.

Tampa's city-level anti-discrimination ordinance prohibiting employment discrimination. Includes protections for sexual orientation and gender identity that go beyond the Florida Civil Rights Act. Tampa was one of the first Florida cities to enact LGBTQ employment protections.

Jacksonville (Duval County) expanded its human rights ordinance in 2017 to include sexual orientation and gender identity as protected classes. The ordinance covers employment, public accommodations, and housing and is enforced by the Jacksonville Human Rights Commission.

Orlando's city-level anti-discrimination ordinance provides employment protections including sexual orientation and gender identity. The city has been a leader in LGBTQ protections in Florida, maintaining these protections since the early 2000s.