{"id":131123,"date":"2024-04-10T19:18:51","date_gmt":"2024-04-10T17:18:51","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=131123"},"modified":"2025-06-05T09:44:17","modified_gmt":"2025-06-05T07:44:17","slug":"florida-laws-on-firing-employees","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/florida-laws-on-firing-employees\/","title":{"rendered":"Florida Laws on Firing Employees"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Although <\/span><b>Florida is an at-will state<\/b><span style=\"font-weight: 400;\">, there are still a number of <\/span><b>state and federal laws<\/b><span style=\"font-weight: 400;\"> that employers need to comply with when it comes to <\/span><b>terminating employment<\/b><span style=\"font-weight: 400;\">. For instance, did you know that under the <\/span><b>Florida Civil Rights Act<\/b><span style=\"font-weight: 400;\">, employers cannot fire an employee because of their age or marital status? Or that, according to Florida laws on firing employees, <\/span><b>employers cannot retaliate against an employee for whistleblowing<\/b><span style=\"font-weight: 400;\">? These are just a few examples, and things can get a lot more complicated depending on the specific circumstances of a termination.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With this in mind, in today\u2019s <\/span><b>guide for employers<\/b><span style=\"font-weight: 400;\">, we are going to break down <\/span><b>everything you need to know about Florida at-will employment and the state\u2019s labor termination laws<\/b><span style=\"font-weight: 400;\">. That way, you can make <\/span><b>legal, informed decisions <\/b><span style=\"font-weight: 400;\">when you have to let an employee go, protecting your business from potential <\/span><b>fines and penalties<\/b><span style=\"font-weight: 400;\">. Plus, doing things by the book is the best way to <\/span><b>boost your employer brand<\/b><span style=\"font-weight: 400;\"> and <\/span><b>attract and retain<\/b><span style=\"font-weight: 400;\"> the workforce you need to build a successful business.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s get to it!<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#At-Will\">What Is At-Will Employment?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Difference\">The Difference Between Firing, Layoffs and Resignation<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Federal\">Federal Laws That Regulate Employee Termination<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Florida\">Florida Laws on Firing Employees<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Legal\">What Counts as Legal Grounds For Termination under the Florida Laws on Firing Employees?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Best\">Florida Laws on Firing Employees: Best Practices<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"https:\/\/factorialhr.com\/employee-onboarding-and-offboarding\">Streamline your offboarding process to ensure employee termination compliance<\/a> \u2705<\/span><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-130408\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"746\" height=\"256\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 746px) 100vw, 746px\" \/><\/a><\/p>\n<h2><b><a name=\"At-Will\"><\/a>What Is At-Will Employment?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Most employment contracts in the US are \u201c<\/span><b>at-will<\/b><span style=\"font-weight: 400;\">\u201d. This means that an employer can <\/span><b>dismiss an employee without notice<\/b><span style=\"font-weight: 400;\"> and without having to establish \u201c<\/span><b>just cause<\/b><span style=\"font-weight: 400;\">\u201d for termination. In other words, you don\u2019t necessarily need a <\/span><b>specific reason for firing an employee<\/b><span style=\"font-weight: 400;\"> in Florida, provided your justification is <\/span><b>not illegal or discriminatory<\/b><span style=\"font-weight: 400;\">. For instance, you can\u2019t fire someone because of their <\/span><b>race, religion, gender or disability<\/b><span style=\"font-weight: 400;\">. You also can\u2019t let an employee go because they have <\/span><b>filed a claim or dispute against you<\/b><span style=\"font-weight: 400;\"> with the state.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The concept of at-will employment has its <\/span><b>downsides from the perspective of employers<\/b><span style=\"font-weight: 400;\">. For one thing, with this type of employment contract, there is a greater chance that an employee could <\/span><b>file a wrongful termination lawsuit<\/b><span style=\"font-weight: 400;\">. These types of contracts can also create a sense of <\/span><b>employee insecurity<\/b><span style=\"font-weight: 400;\"> which can <\/span><b>undermine workplace morale and loyalty<\/b><span style=\"font-weight: 400;\">, impacting<\/span><b> productivity and retention levels<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On the flip side, there are also many <\/span><b>benefits <\/b><span style=\"font-weight: 400;\">to the Florida at-will employment system. For example, you get a lot more <\/span><b>staffing flexibility<\/b><span style=\"font-weight: 400;\">, so it\u2019s easier to <\/span><b>adjust your workforce in line with changing business needs<\/b><span style=\"font-weight: 400;\">. It\u2019s also a lot easier to fire employees who are simply not <\/span><b>meeting the mark in terms of performance<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, it\u2019s worth noting that, whatever the law might say, you have a duty as an employer to stick to all the terms of your <\/span><b>employment contracts<\/b><span style=\"font-weight: 400;\"> and any relevant <\/span><b>collective bargaining agreements<\/b><span style=\"font-weight: 400;\">. In other words, if an employee\u2019s contract includes provisions for greater job security (such as requiring a just cause for termination), then you need to <\/span><b>stick to these terms, regardless of what the Florida laws on firing employees might say<\/b><span style=\"font-weight: 400;\">. The key here is clearly defining all <\/span><b>expectations, rights and responsibilities<\/b><span style=\"font-weight: 400;\"> from the moment a new starter walks through your door.<\/span><\/p>\n<h2><b><a name=\"Difference\"><\/a>The Difference Between Firing, Layoffs and Resignation<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Before we take a deep dive into the Florida laws on firing employees, let\u2019s clarify the <\/span><b>definition of firing an employee<\/b><span style=\"font-weight: 400;\"> and explain how this type of employment termination differs from <\/span><a href=\"https:\/\/factorialhr.com\/blog\/layoffs\/\"><b>layoffs<\/b><\/a><b> and resignation<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s a <\/span><b>basic definition of these three concepts<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Firing<\/b><span style=\"font-weight: 400;\">. When an employer permanently dismisses an employee from their duties. The decision to fire an employee usually arises when a company feels that there are performance issues that the employee has failed to address or if they have violated a company policy (for example, due to misconduct or inappropriate behavior).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Layoffs<\/b><span style=\"font-weight: 400;\">. When an employer lets go of an employee because the company is downsizing or restructuring. This might be because of budget cuts or a change in business needs. With a layoff, the position itself is eliminated, not the employee (although obviously, it has a direct impact on their employment status). Layoffs should be <\/span><a href=\"https:\/\/factorialhr.com\/blog\/7-tips-for-handling-employee-layoffs-factorial\/\"><span style=\"font-weight: 400;\">handled with care<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Resignation<\/b><span style=\"font-weight: 400;\">. When an employee gives voluntary notice of their intent to leave the company. This might be because they have had an employment offer from elsewhere or for other personal reasons such as a career change, relocation or health issues, for example.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Federal\"><\/a>Federal Laws That Regulate Employee Termination<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Ok, let\u2019s get to the heart of things now! What <\/span><b>Florida laws on firing employees<\/b><span style=\"font-weight: 400;\"> do you need to keep in mind before you <\/span><b>roll out the employment termination process<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s start with the <\/span><b>federal laws that regulate employee termination<\/b><span style=\"font-weight: 400;\">. These laws affect all employers in the U.S., regardless of state.<\/span><\/p>\n<h3><b>The Civil Rights Act of 1964\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">According to <\/span><a href=\"https:\/\/www.eeoc.gov\/statutes\/title-vii-civil-rights-act-1964\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Title VII of the Civil Rights Act of 1964<\/span><\/a><span style=\"font-weight: 400;\">, it is <\/span><b>illegal to fire an employee because of their race, color, religion, sex or national origin<\/b><span style=\"font-weight: 400;\">. This means that your reason for firing someone must be justified by <\/span><b>legitimate, non-discriminatory reasons<\/b><span style=\"font-weight: 400;\">. This will usually either be <\/span><b>performance issues or conduct violations<\/b><span style=\"font-weight: 400;\">. Moreover, according to Title VII, you also cannot fire an employee for <\/span><b>filing a complaint with a federal or state agency<\/b><span style=\"font-weight: 400;\"> or participating in an <\/span><b>investigation, lawsuit or any other type of legal proceeding<\/b><span style=\"font-weight: 400;\">. The same goes if an employee <\/span><b>opposes an employment practice that they consider to be discriminatory<\/b><span style=\"font-weight: 400;\"> under Title VII.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are some <\/span><b>updates to this law<\/b><span style=\"font-weight: 400;\"> which you also need to consider before you fire someone. Specifically, <\/span><a href=\"https:\/\/www.eeoc.gov\/civil-rights-act-1991-original-text#:~:text=(b)%20PURPOSE%2D%20The%20purpose,origin%2C%20age%2C%20or%20disability.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">The Civil Rights Act of 1991<\/span><\/a><span style=\"font-weight: 400;\"> and the <\/span><a href=\"https:\/\/www.congress.gov\/bill\/111th\/senate-bill\/181\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Lily Ledbetter Fair Pay Act of 2009<\/span><\/a><span style=\"font-weight: 400;\"> have <\/span><b>amended several sections of Title VII<\/b><span style=\"font-weight: 400;\">. These updates provide for the <\/span><b>recovery of compensatory and punitive damages<\/b><span style=\"font-weight: 400;\"> in cases of <\/span><b>intentional violations<\/b><span style=\"font-weight: 400;\"> of Title VII.\u00a0<\/span><\/p>\n<h3><b>The Americans with Disabilities Act (ADA)\u00a0\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/factorialhr.com\/blog\/americans-with-disabilities-act\/\"><span style=\"font-weight: 400;\">Americans with Disabilities Act<\/span><\/a><span style=\"font-weight: 400;\"> (ADA) <\/span><b>protects people with disabilities from discrimination in all areas of public life<\/b><span style=\"font-weight: 400;\">. This includes access to <\/span><b>schools, jobs, and transportation<\/b><span style=\"font-weight: 400;\">, and any other private place open to the public such as restaurants and theaters.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In terms of employment, the ADA <\/span><b>prohibits discrimination on the basis of disability<\/b><span style=\"font-weight: 400;\"> just as other civil rights laws prohibit discrimination on the basis of race, color, sex, national origin, age, and religion. It ensures that <\/span><b>people with disabilities have the same employment opportunities as everyone else<\/b><span style=\"font-weight: 400;\">. This includes <\/span><b>hiring, firing, compensation and opportunities for growth and development<\/b><span style=\"font-weight: 400;\">. Plus, according to the ADA, employers must provide <\/span><b>reasonable accommodations<\/b><span style=\"font-weight: 400;\"> to any employees with disabilities.<\/span><\/p>\n<h3><b>The Family and Medical Leave Act (FMLA)\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, although the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/family-and-medical-leave-act-florida\/\"><span style=\"font-weight: 400;\">Family and Medical Leave Act (FMLA)<\/span><\/a><span style=\"font-weight: 400;\"> doesn\u2019t specifically make it illegal to fire an employee who is on leave, <\/span><b>you cannot fire someone if it violates their FMLA rights<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Basically, this comes down to the fact that the FMLA provides eligible employees with <\/span><b>job-protected leave<\/b><span style=\"font-weight: 400;\">. In other words, provided an employee has <\/span><b>requested leave for a qualified reason<\/b><span style=\"font-weight: 400;\">, you have to provide them with this (unpaid) leave and keep their job open until they return to work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We want to be clear here. <\/span><b>You can fire an employee whilst they are on leave, but their being on leave cannot be the reason<\/b><span style=\"font-weight: 400;\">. Instead, your reason for firing must be <\/span><b>legitimate and unrelated<\/b><span style=\"font-weight: 400;\">. For instance, if you already have a documented record of an employee\u2019s poor performance before they took leave, then you have <\/span><b>legal grounds<\/b><span style=\"font-weight: 400;\"> to fire them, even if they have taken family or medical leave.<\/span><\/p>\n<h2><b><a name=\"Florida\"><\/a>Florida Laws on Firing Employees<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Another important thing to consider is <\/span><b>how the <\/b><a href=\"https:\/\/factorialhr.com\/blog\/labor-laws-in-the-state-of-florida\/\"><b>labor laws in Florida<\/b><\/a><b> impact the guidelines for firing employees<\/b><span style=\"font-weight: 400;\">. Make sure that your <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-handbook\/\"><span style=\"font-weight: 400;\">employee handbook<\/span><\/a> <b>reflects the requirements of these Florida laws on firing employees<\/b><span style=\"font-weight: 400;\">, just as you would with other laws such as those relating to <\/span><a href=\"https:\/\/factorialhr.com\/blog\/workers-compensation-in-florida\/\"><span style=\"font-weight: 400;\">workers\u2019 compensation<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/unemployment-compensation-in-florida\/\"><span style=\"font-weight: 400;\">unemployment compensation<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-employee-tax\/\"><span style=\"font-weight: 400;\">employee tax<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-holidays\/\"><span style=\"font-weight: 400;\">state holidays<\/span><\/a><span style=\"font-weight: 400;\"> and the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-minimum-wage\/\"><span style=\"font-weight: 400;\">Florida minimum wage<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>State Discrimination Laws &amp; Additional Protections<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Aside from federal regulations, Florida has its own <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/\"><span style=\"font-weight: 400;\">anti-discrimination laws<\/span><\/a><span style=\"font-weight: 400;\">, including t<\/span><b>he <\/b><a href=\"https:\/\/fchr.myflorida.com\/history-of-the-florida-commission-on-human-relations#:~:text=The%20Florida%20Civil%20Rights%20Act%20of%201992%20included%20a%20revision,service%20establishments%20and%20private%20clubs.\" target=\"_blank\" rel=\"noopener\"><b>Florida Civil Rights Act of 1992<\/b><\/a><b>, the Florida Equal Pay Law, and the Florida Civil Rights Act for Public Employees<\/b><span style=\"font-weight: 400;\">. These laws offer <\/span><b>additional protections<\/b><span style=\"font-weight: 400;\"> to citizens of The Sunshine State.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The most relevant in terms of Florida laws on firing employees is the Florida Civil Rights Act. This Act <\/span><b>closely resembles the federal Civil Rights Act of 1964<\/b><span style=\"font-weight: 400;\">. Much like its federal counterpart, the main aim of the Florida Civil Rights Act is to <\/span><b>prevent discrimination in employment, public accommodations, and private club membership on the basis of race, color, religion, sex, pregnancy, national origin, age, disability, or marital status<\/b><span style=\"font-weight: 400;\">. The Act also includes a <\/span><b>framework<\/b><span style=\"font-weight: 400;\"> so that citizens of Florida who believe that they have been discriminated against can <\/span><b>file a complaint<\/b><span style=\"font-weight: 400;\"> with the <\/span><a href=\"https:\/\/fchr.myflorida.com\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Florida Commission on Human Relations<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are also <\/span><b>municipal regulations<\/b><span style=\"font-weight: 400;\"> in certain cities in Florida that may impact local Florida laws on firing employees. For example, the following local laws prevent businesses from making <\/span><b>hiring and firing decisions based on protected characteristics<\/b><span style=\"font-weight: 400;\">:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tampa<\/b><span style=\"font-weight: 400;\">. Tampa\u2019s Human Rights Ordinance specifically prohibits discrimination in employment, public accommodations, and real estate transactions. It includes protections based on sexual orientation and gender identity, extending the protections offered by federal and state laws.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Miami<\/b><span style=\"font-weight: 400;\">. Miami\u2019s comprehensive Human Rights Ordinance prohibits any form of discrimination in employment, housing, public accommodations, and county services. Aside from those defined by state law, protected characteristics also include sexual orientation, gender identity, and gender expression.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Jacksonville<\/b><span style=\"font-weight: 400;\">. Jacksonville updated its Human Rights Ordinance in 2017. It now includes protections against discrimination based on sexual orientation and gender identity in employment, housing, and public accommodations. Other cities with similar protections include St. Petersburg, Gainesville, Broward County, and West Palm Beach.<\/span><\/li>\n<\/ul>\n<h3><b>Florida&#8217;s Whistleblower Protection Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The Florida laws on firing employees include <\/span><b>whistleblower protections<\/b><span style=\"font-weight: 400;\">. Essentially, this means that, according to the <\/span><b>Florida Whistleblower&#8217;s Act<\/b><span style=\"font-weight: 400;\">, it is against the law to<\/span><b> fire state employees who blow the whistle on violations of any federal, state, or local law, rule, or regulation<\/b><span style=\"font-weight: 400;\">. The Florida whistleblower statute also ensures <\/span><b>job protection<\/b><span style=\"font-weight: 400;\"> for employees who have testified, or agreed to testify, before a court or other governmental entity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, the <\/span><b>Florida False Claims Act<\/b><span style=\"font-weight: 400;\"> provides the same <\/span><b>protection against termination<\/b><span style=\"font-weight: 400;\"> to <\/span><b>private employees<\/b><span style=\"font-weight: 400;\">. This can include situations where the employer is <\/span><b>defrauding the government <\/b><span style=\"font-weight: 400;\">or <\/span><b>endangering public health or safety<\/b><span style=\"font-weight: 400;\">. If a whistleblower successfully proves that <\/span><b>employment termination was due to whistleblower retaliation<\/b><span style=\"font-weight: 400;\">, they may be entitled to <\/span><b>reinstatement, back pay and attorney&#8217;s fees<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>State Requirements for Employee Termination Notices<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">As we\u2019ve already seen in today\u2019s guide, there are actually <\/span><b>no state-mandated requirements in Florida for employers to provide termination notices to employees<\/b><span style=\"font-weight: 400;\">. This is because Florida is an &#8220;<\/span><b>at-will<\/b><span style=\"font-weight: 400;\">&#8221; employment state. However, this doesn&#8217;t mean there are no considerations for employers regarding termination notices.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, <\/span><b>employers in Florida must be mindful of the following<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-warn-act-notice\/\"><b>Florida WARN Act<\/b><\/a><span style=\"font-weight: 400;\">. This applies to large-scale layoffs where 50 or more employees are laid off at a single site within 30 days.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Contractual obligations<\/b><span style=\"font-weight: 400;\">. If you have an employment contract with an employee, it might specify termination notice requirements. You must honor these terms if you fire an employee.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee handbook<\/b><span style=\"font-weight: 400;\">. If your company handbook outlines specific termination procedures, including notice periods, you must follow these procedures to avoid potential legal disputes.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Severance agreements<\/b><span style=\"font-weight: 400;\">. To the same effect, if you offer severance pay, the agreement might stipulate a specific notice period. If this is the case, then you must stick to these terms to avoid potential legal disputes.<\/span><\/li>\n<\/ul>\n<p><iframe title=\"YouTube video player\" src=\"\/\/www.youtube.com\/embed\/RGRGpMmUJ28?si=wSgIXW7tfjPyIMlB\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\n<p><span style=\"text-decoration: underline;\"><strong><em>Related<\/em><\/strong><\/span>: <a href=\"https:\/\/www.youtube.com\/watch?v=RGRGpMmUJ28\">Watch<\/a> this short, <strong>honest<\/strong> conversation between managers about an underperforming employee. Is there a way to intervene <strong>before<\/strong> having to fire someone?<\/p>\n<h2><b><a name=\"Legal\"><\/a>What Counts as Legal Grounds For Termination under the Florida Laws on Firing Employees?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Ok, so we\u2019ve covered all the Florida laws on firing employees, but <\/span><b>when can you fire an employee<\/b><span style=\"font-weight: 400;\">? What counts as a <\/span><b>lawful reason for labor termination<\/b><span style=\"font-weight: 400;\"> in Florida?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As we mentioned above, you can legally fire an employee if you can prove it is <\/span><b>justified<\/b><span style=\"font-weight: 400;\">. This will usually mean it was down to either <\/span><b>performance issues or conduct violations<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s explore these <\/span><b>justified reasons for termination<\/b><span style=\"font-weight: 400;\"> under the Florida laws on firing employees in a bit more detail.<\/span><\/p>\n<h3><b>Issues With Employee Performance<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">According to the Florida laws on firing employees, you can terminate someone\u2019s employment if you can <\/span><b>prove that their performance is not up to scratch<\/b><span style=\"font-weight: 400;\">. In fact, this is one of the <\/span><b>strongest legal grounds for termination<\/b><span style=\"font-weight: 400;\">. However, you have to make sure that <\/span><b>performance issues have been documented<\/b><span style=\"font-weight: 400;\"> and you have followed a <\/span><b>defined procedure for addressing performance issues<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This includes:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Documenting specific examples of how the employee has failed to meet performance expectations<\/b><span style=\"font-weight: 400;\">. The best way to document this is by using <\/span><a href=\"https:\/\/factorialhr.com\/blog\/performance-management-software\/\"><span style=\"font-weight: 400;\">performance management software<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Following a progressive disciplinary process where you offer the employee the opportunity to improve their performance<\/b><span style=\"font-weight: 400;\">. For example, you process might start with a verbal warning, followed by a written warning and a performance improvement plan.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Maintaining clear and detailed records of documented performance issues<\/b><span style=\"font-weight: 400;\">. This serves as evidence if the employee later makes a claim that the termination was due to discrimination.<\/span><\/li>\n<\/ul>\n<h3><b>Conduct and Behavior Violations<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Another strong legal ground for termination under the Florida laws on firing employees is <\/span><b>if an employee has violated your internal <\/b><a href=\"https:\/\/factorialhr.com\/blog\/code-of-conduct\/\"><b>code of conduct<\/b><\/a><span style=\"font-weight: 400;\">. This is a document that outlines a series of <\/span><b>company policies and procedures<\/b><span style=\"font-weight: 400;\"> related to <\/span><b>how your employees conduct themselves<\/b><span style=\"font-weight: 400;\">. It often includes a description of your company <\/span><b>values and ethics<\/b><span style=\"font-weight: 400;\">, and <\/span><b>guidelines for employee behavior<\/b><span style=\"font-weight: 400;\">. It also includes your <\/span><b>disciplinary processes for employee misconduct<\/b><span style=\"font-weight: 400;\"> and the <\/span><b>potential consequences<\/b><span style=\"font-weight: 400;\"> that an employee might face, including termination.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Regardless of what you include in your code of conduct, according to the Florida laws on firing employees, <\/span><b>you can fire an employee as a result of<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Serious violations<\/b><span style=\"font-weight: 400;\">, including theft, violence, harassment (including sexual harassment), insubordination, intoxication on the job, or flagrant misuse of company property.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Falsifying company documents<\/b><span style=\"font-weight: 400;\"> or timecards.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Engaging in illegal activities<\/b><span style=\"font-weight: 400;\"> on company property.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Repeated violations<\/b><span style=\"font-weight: 400;\"> of dress code or safety protocols.<\/span><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/employee-onboarding-and-offboarding\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-121178 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/21142328\/offboarding-demo-banner-1-300x103.png\" alt=\"Offboarding\" width=\"833\" height=\"286\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/21142328\/offboarding-demo-banner-1-300x103.png 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/21142328\/offboarding-demo-banner-1-768x263.png 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/21142328\/offboarding-demo-banner-1.png 900w\" sizes=\"(max-width: 833px) 100vw, 833px\" \/><\/a><\/p>\n<h2><b><a name=\"Best\"><\/a>Florida Laws on Firing Employees: Best Practices<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And that\u2019s pretty much it. Provided you stick to the guidelines we have shared in today\u2019s post, then you will be protected from the risk of <\/span><b>wrongful termination lawsuits<\/b><span style=\"font-weight: 400;\">. Let\u2019s recap everything we have seen today with some <\/span><b>essential best practices to help you comply with the Florida laws on firing employees<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Understand the exceptions to Florida at-will employment<\/b><span style=\"font-weight: 400;\">. In particular, keep in mind that you cannot fire an employee based on protected characteristics like race, religion, or disability.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Track employee performance<\/b><span style=\"font-weight: 400;\">. This includes maintaining records of all performance issues and how you have tried to address them. The best way to do this is by using a solution like Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/performance-management\"><span style=\"font-weight: 400;\">performance management software<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Document everything<\/b><span style=\"font-weight: 400;\">. Maintain a clear paper trail of all employment relationships. This includes any disciplinary actions and warnings. This serves as evidence if an employee contests termination. The best way to do this is by using a solution like Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/document-management\"><span style=\"font-weight: 400;\">document management<\/span><\/a><span style=\"font-weight: 400;\"> software.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Follow a standardized offboarding process<\/b><span style=\"font-weight: 400;\">. This will help you ensure that the termination process is consistent and fair. The best way to do this is by using a solution like Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/employee-onboarding-and-offboarding\"><span style=\"font-weight: 400;\">offboarding software<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Generate regular reports<\/b>. Finally, you can use <a href=\"https:\/\/factorialhr.com\/hr-reports\">analytics and reporting<\/a> software to generate reports on performance, attendance and training. That way, you are protected if an employee claims that you have violated the Florida laws on firing employees.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Although Florida is an at-will state, there are still a number of state and federal laws that employers need to comply with when it comes to terminating employment. For instance, did you know that under the Florida Civil Rights Act, employers cannot fire an employee because of their age or marital status? Or that, according<a href=\"https:\/\/factorialhr.com\/blog\/florida-laws-on-firing-employees\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":131125,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-131123","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"core"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Florida Laws on Firing Employees | Factorial<\/title>\n<meta name=\"description\" content=\"Everything employers need to know about Florida laws on firing employees: breakdown of state &amp; federal laws and best practices for compliance\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.com\/blog\/florida-laws-on-firing-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Florida Laws on Firing Employees\" \/>\n<meta property=\"og:description\" content=\"Everything employers need to know about Florida laws on firing employees: breakdown of state &amp; 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