Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Women are
62%
more likely to
live in poverty
than white men in
Florida
Single-woman led households are at the
highest risk
of poverty in
Florida
In
Florida
, women earn
$0.67
for every dollar a white man makes
Women in
Florida
are
60%
more likely to earn
minimum wage
than white men
Women in
Florida
are
27%
more likely to earn a
tipped wage
than white men
In
Florida
, at least
72%
of women are essential to the financial security of their household
The Florida equal pay law requires equal pay on the basis of sex for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions.[1] The law applies to employers with two or more employees who are not already covered by the federal Equal Pay Act.[2]
· Affirmative Defenses: To justify a pay disparity under this law, an employer can assert that it was based on a seniority system, merit system, system which measures earnings by quantity or quality of production, or any other reasonable factor other than sex when exercised in good faith.[3]
· Retaliation: Florida’s equal pay law does not include a specific prohibition on retaliation.
[1] Fla. Stat.§ 448.07 (2024).
[2] Fla. Stat.§ 448.07 (2024).
[3] Fla. Stat.§ 448.07 (2024).
Yes. Florida’s equal pay law generally mirrors federal law, although it limits the broadest affirmative defense to require employers raise a “reasonable factor” other than sex “to be exercised “in good faith.”
No. Florida currently does not mandate any form of employer pay disclosure.
No. Currently, Florida does not prohibit employer’s use of salary history in hiring and setting pay.
No. Florida law does not include protection for employees’ pay discussions. However, under federal law private sector employers generally cannot prohibit employees from discussing wages, with some exceptions such as supervisors.[1]
[1] Your Right to Discuss Wages, Nat’l Lab. Rels. Bd., https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages (last visited Jan. 28, 2022); see 29 U.S.C. §§ 151-169.
No. Florida does not require employers to collect, report, or assess gender-based pay data.
Yes. The minimum wage in Florida will increase $1 per year until it reaches $15 per hour on September 30, 2026.[1] After that, the minimum wage will be indexed to inflation, with annual adjustments.[2] For minimum wage violations, Florida employers can be liable for the full amount of unpaid back wages, plus the same amount in liquidated damages, reasonable attorney’s fees and costs, appropriate equitable relief like reinstatement, as well as a fine.[3]
Florida law dictates that localities cannot set a local minimum wage higher than the state minimum wage.[4]
[1] Fla. Const. art. X, § 24(c).
[2] Fla. Const. art. X, § 24(c).
[3] Fla. Const. art. X, § 24(e); Fla. Stat. § 448.110 (2024).
[4] Fla. Stat. § 218.077 (2024).
No. Tipped workers may be paid subminimum wage.[1] In general, Florida has adopted the same minimum wage exemptions as exist under the federal Fair Labor Standards Act.[2]
[1] See Fla. Const. art. X, § 24(c).
[2] Fla. Stat. § 448.110 (2024); 29 U.S.C § 213.
No. Florida law does not contain a requirement that employers pay wages at regular intervals.
No. Florida does not have a general law requiring employers to give workers a written notice of their pay. However, the law provides that farmworkers and certain day laborers must be provided with a written pay statement with itemized deductions each time wages are paid.[1]
[1] Fla. Stat. §§ 448.24, 450.33 (2024).
No. Florida does not have a state overtime law, so federal law governs. Certain employees must receive overtime pay for any time worked beyond 40 hours in a workweek, at a rate no less than time and a half at the regular rate of pay.[1]
[1] 29 U.S.C. § 207.
Yes. Outside of its minimum wage law, Florida does not have a state wage theft statute.[1] However, for minimum wage violations, Florida employers can be liable for the full amount of unpaid back wages, plus the same amount in liquidated damages, reasonable attorney’s fees and costs, appropriate equitable relief like reinstatement, or a fine.[2] Federal protections may also apply. Some counties also have wage theft laws. For example, employees in Miami-Dade County can bring claim for back wages and liquidated damages under county ordinance.[3]
[1] Fla. Const. art. X, § 24(e); Fla. Stat. § 448.110 (2024).
[2] Fla. Const. art. X, § 24(e); Fla. Stat. § 448.110 (2024).
[3] Miami-Dade County, Fla. Code § 22-3 (2022), https://library.municode.com/fl/miami_-_dade_county/codes/code_of_ordinances?nodeId=PTIIICOOR_CH22WATH_S22-3WATHVI.
