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Capital City
Tallahassee
Timezone
EST
(
GMT -5
)
Paid Leave
No legal requirement
Income Tax
0%
Employer Tax
9.5% - 12.8%
Capital City
Tallahassee
Timezone
EST
(
GMT -5
)
Paid Leave
No legal requirement
Income Tax
0%
Employer Tax
9.5% - 12.8%
Employees cannot be required to join a union as a condition of employment, giving more flexibility in workforce dynamics.
There is no personal income tax, making it an attractive location for higher take-home pay.
The labour market spans tourism, healthcare, and tech, offering a rich pool of varied skills for employers.
Yes, employers must obtain a Federal Employer Identification Number from the IRS to hire employees.
There are no specific regulations on the number of hours an adult employee can work per day or week. However, under the federal Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay at a rate of 1.5 times their regular pay for hours worked over 40 in a workweek. Employers are not required to provide meal or rest breaks for adults; if they do, breaks under 20 minutes are paid, while meal periods of 30 minutes or more can be unpaid if the employee is relieved of all duties.
Employees working 35 to 40 hours per week are regarded as full-time employees.
Not mandated by state law.
A minimum of $13 per hour across the state with no regional variations.
The Florida Civil Rights Act of 1992 prohibits employment discrimination based on race, colour, religion, sex, pregnancy, national origin, age, handicap, or marital status. Employers are prohibited from engaging in discriminatory practices in hiring, firing, promotion, compensation, and other terms and conditions of employment.
There is no specific law mandating a particular payroll frequency. Employers have the flexibility to establish their own payroll schedules, commonly opting for weekly, bi-weekly, or monthly pay periods.
In Florida, individuals are only required to file federal income tax returns, typically due by April 15, as there is no state income tax. Employers must file the Reemployment Tax (Form RT-6) quarterly.
Private employers are not required by state law to offer pension plans to their employees.
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Not mandated by state law. But 10-15 days are common practice.
In Florida, employers are not legally required to provide paid time off (PTO), including vacation or sick leave. However, if an employer chooses to offer PTO, they must comply with their own established policies. Florida allows employers to set policies regarding accrual, usage, and payout of PTO, and "use-it-or-lose-it" policies are permitted unless otherwise specified in a written agreement.
In Florida, there is no state-mandated maternity leave. Employees rely on the federal Family and Medical Leave Act (FMLA), which provides unpaid, job-protected leave for eligible employees to care for a newborn, adopted child, or newly placed foster child. If FMLA doesn’t apply, any maternity leave would depend on the employer’s policies. Some companies may offer paid maternity leave voluntarily as a benefit.
In Florida, there is no state-mandated paternity leave. Eligible employees may qualify for unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA) to care for a newborn, adopted child, or newly placed foster child. If FMLA doesn’t apply, any paternity leave would depend on the employer’s specific policies, as Florida law does not provide additional leave requirements for paternity.
Employers are not required to offer paid or unpaid sick leave. Providing sick leave is at the discretion of the employer, although many employers choose to include it as part of their benefits packages.
Under the Uniformed Services Employment and Reemployment Rights Act, employees who serve in the military reserves or National Guard are entitled to unpaid leave for military duty or training. This law guarantees job protection and reemployment rights upon the employee's return.
Employers are required to allow employees time off for jury duty, although it is not mandated to be paid. Employers cannot penalise employees for taking time off to fulfil this civic duty, ensuring job protection during their jury service.
Employers must navigate various benefit requirements to ensure compliance and foster a supportive work environment.
In Florida, there is no state-level mandate requiring individuals to have health insurance. The federal individual mandate, which imposed a penalty for not having health coverage, was effectively eliminated in 2019. Consequently, Florida residents are not subject to any penalties for being uninsured. However, the federal Affordable Care Act (ACA) applies: i.e. employers with 50 or more full-time employees nationwide are required to provide health insurance that meets minimum essential coverage standards.
In Florida, employers are not legally required to provide benefits such as health insurance, paid time off, or retirement plans to part-time employees. Only federal benefits (such as minimum wage, overtime pay and workers compensation) apply.
In Florida, offering a 401(k) is not mandatory, but it's common among employers as a retirement benefit. A 401(k) allows employees to save pre-tax income, with many employers providing matching contributions.
In Florida, employment is "at-will," so employers can terminate employees at any time, except for illegal reasons like discrimination or retaliation. Final pay must follow the regular payroll schedule, and severance isn’t required unless specified by company policy. Terminated employees may qualify for unemployment if not fired for misconduct.
In Florida, employers are not legally required to give notice before terminating an employee, as it is an "at-will" employment state. However, notice requirements may apply if specified in an employment contract or company policy.
In Florida, employers are not required by law to provide severance pay upon termination. If severance is offered, it is typically based on company policy, an employment contract, or a mutual agreement made at the time of termination.
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As of January 1, 2024, Florida’s minimum wage rates are:
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