Florida labor laws 2025 bring meaningful shifts for employers and employees alike. Whether you’re running a business, managing a team, or working in Florida, it’s essential to be up to date.
In this article, we’ll explore the key changes, what to expect, and how to prepare.
What’s New in Florida Labor Laws 2025
1. Minimum Wage Hike
One of the most audible changes under Florida labor laws 2025 is the increase in the state minimum wage. On September 30, 2025, Florida’s minimum wage will rise to $14.00 per hour for non-tipped employees, with a lower tipped wage of $10.98 per hour for tipped workers.
This increase follows a voter-approved formula that boosts wages by $1 each year until reaching a $15.00 wage on September 30, 2026.
If your business has tipped employees or a mixed wage structure, you’ll need to update payroll systems and ensure compliance.
2. Child Labor Law Changes
Under Florida labor laws 2025, significant changes to the state’s child labor statutes go into effect July 1, 2025, via SB 918 / HB 1225.
Key revisions include:
- Removal of certain time-of-day, total hours, and meal break restrictions for 16- and 17-year-olds.
- Minors aged 14–15 may, in some cases, work under fewer restrictions, especially if they are homeschooled or no longer enrolled in traditional schooling.
- The law also removes the requirement that minors be restricted from working certain hours or having mandatory breaks beyond federal law for many circumstances.
These changes grant employers more scheduling flexibility for minors, but they also raise concerns about protecting young workers’ welfare.
3. Stronger Enforceability of Noncompete and Garden Leave Clauses
A new law known as the CHOICE Act (Contracts Honoring Opportunity, Investment, Confidentiality, and Economic Growth) takes effect July 1, 2025, under Florida labor laws 2025.
Key features:
- Noncompete and certain “garden leave” agreements may now be enforceable for up to four years (increased from two years) when appropriately tailored.
- Covered “high-earning” employees (those who make more than twice the county’s mean wage) are subject to these stricter rules.
- Courts are required to issue injunctions in cases of breach, strengthening enforcement.
For businesses that rely on noncompete agreements, this change gives more protection — but it also demands care in drafting and reviewing contracts.
4. Workers’ Compensation & Medical Provider Reimbursement
Under Florida labor laws 2025, reimbursement rates for medical providers under workers’ compensation have been raised (effective in 2025) to encourage greater participation of healthcare providers in treating injured workers.
The goal is to improve access to care and streamline treatment for injured employees. Employers should anticipate updated billing and claims protocols.
5. Retaliation / Employment Action and Labor Protections
House Bill 1601 (2025) also introduces changes under Florida labor laws 2025, modifying conditions under which employers may retaliate against employees.
Although the full scope is complex, key themes include:
- Narrower definitions or thresholds for “retaliatory personnel action.”
- Additional protections for employees who raise complaints or participate in investigations.
Employers should update policies and train managers accordingly.
6. Heat & Local Regulation Preemption
One controversial development under Florida labor laws 2025 is the prohibition on local governments passing heat protection measures, such as requiring rest or shade for outdoor workers.
This curtails municipalities’ ability to adopt tailored rules for extreme heat, meaning enforcement will rely more heavily on federal standards and general duty clauses under OSHA.
What to Expect & What You Should Do
For Employers
Update Payroll, Wage Schedules & Notices
- Raise the base wage for non-tipped and tipped employees to the new minimum incentive.
- Revise wage statements, posters, and employee handbooks to reflect the Florida minimum wage of $14.00 per hour.
- Check whether any employees fall into the noncompete “covered” category and adjust contract language accordingly (especially in light of the CHOICE Act).
Review Minor Employment Policies
- With older restrictions lifted, businesses can schedule 16- and 17-year-olds more flexibly.
- But be cautious: while state restrictions loosen, federal law still must be followed; you can’t violate FLSA or other federal protections.
- If hiring 14–15-year-olds under the new flexibility, document compliance and parental consents as needed.
Reassess Contract & Noncompete Agreements
- Revisit your noncompete, confidentiality, and garden leave clauses to ensure enforceability under the new four-year maximum.
- Ensure any contract meets CHOICE Act requirements (scope, duration, geographic limitation) to hold up in court.
Train Managers & Revise Policies
- Train supervisors about the changes in retaliation and employee complaint handling under HB 1601.
- Update employee handbooks, especially around leave, retaliation protections, and scheduling policies.
Monitor Workers’ Compensation Claims
- Adjust billing, claims, and provider networks to accommodate new reimbursement standards.
- Ensure that injured workers can access medical treatment, as delays or denials may invite legal risks.
Stay Alert on Local Ordinances
- Although local heat protections are preempted, federal OSHA and general liability rules still hold.
- Employers should maintain safe working conditions, especially for outdoor workers.
For Employees & Workers
- You’ll see higher pay (minimum wage) for many entry-level or low-wage roles under Florida labor laws 2025.
- If you’re 16 or 17, your employer has more flexibility to schedule hours and shift times; you may face longer or later hours than before — review your rights and oversee your workload.
- If you sign a noncompete or garden leave agreement and you are in the “high-earning” tier, be careful: such agreements may now be stricter and more enforceable.
- If you’re injured on the job, expect better access to medical care under workers’ comp rules.
Challenges & Risks
- Balancing flexibility with protection. Looser restrictions for minors can lead to exploitation if employers push too hard.
- Contract enforceability. Poorly drafted noncompete provisions may be voided; legal standards now demand stricter compliance.
- Compliance burden. Smaller businesses may struggle to update payroll systems, handbooks, and training in time.
- Legal uncertainties. Some federal rules (like the DOL’s overtime exemption salary thresholds) are under litigation, meaning Florida labor laws 2025 may intersect with unsettled federal law.
Conclusion
Florida labor laws 2025 mark a shift toward broader employer flexibility—especially with noncompetes and minor scheduling—while also raising minimum wages and overhauling compensation for injured workers. These changes are substantial, and both employers and employees must adapt.
If you’re an employer, don’t wait. Begin revising payroll practices, contracts, policies, and training now. If you’re an employee, understand your new rights, especially concerning wages, scheduling, and contract obligations.
Florida labor laws 2025 is not just a buzz phrase—it’s a series of concrete changes that will reshape work in the Sunshine State. Stay informed, act early, and plan.
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