{"id":131327,"date":"2024-04-12T14:46:16","date_gmt":"2024-04-12T12:46:16","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=131327"},"modified":"2025-06-04T16:36:05","modified_gmt":"2025-06-04T14:36:05","slug":"florida-laws-for-salaried-employees","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/florida-laws-for-salaried-employees\/","title":{"rendered":"Florida Laws for Salaried Employees"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">There are many different <\/span><b>types of workers in the U.S.<\/b><span style=\"font-weight: 400;\">, the most common being <\/span><b>salary and hourly employees<\/b><span style=\"font-weight: 400;\">. Aside from the obvious difference in terms of how compensation is calculated, each type also has its own set of <\/span><b>regulations<\/b><span style=\"font-weight: 400;\"> covering areas including <\/span><b>benefits, time off, and employee tax<\/b><span style=\"font-weight: 400;\">. Plus, each state has its own regulations aside from those mandated by the federal government. So, what are the <\/span><b>Florida laws for salaried employees<\/b><span style=\"font-weight: 400;\">? What do you need to know if you run a business in The Sunshine State?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Check out our guide below to find out <\/span><b>everything you need to know<\/b><span style=\"font-weight: 400;\">!\u00a0\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Overview\">Overview of Employment Laws in Florida<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Definition\">What Are Salaried Employees? Basic Definition<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Wage\">Wage and Hour Laws for Salaried Employees in Florida<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Payroll\">Payroll and Employee Tax Laws for Salaried Employees in Florida<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Leave\">Florida Leave and Time Off Laws for Salaried Employees<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Protections\">Florida Laws for Salaried Employees: Rights and Protections<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Firing\">Florida Laws on Firing Salaried Employees<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Health\">Health and Safety Regulations in Florida<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Factorial\">How Factorial Can Help You Manage Florida Laws for Salaried Employees<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"https:\/\/factorialhr.com\/hr-software\">All-in-One HR Software to Empower Your Team<\/a> \ud83d\ude80<\/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=\"806\" height=\"277\" 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: 806px) 100vw, 806px\" \/><\/a><\/p>\n<h2><b><a name=\"Overview\"><\/a>Overview of Employment Laws in Florida<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.dol.gov\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">US Department of Labor<\/span><\/a><span style=\"font-weight: 400;\"> enforces over <\/span><b>180 <\/b><a href=\"https:\/\/factorialhr.com\/blog\/usa-federal-employment-laws\/\"><b>federal employment laws<\/b><\/a><span style=\"font-weight: 400;\"> that affect <\/span><b>157 million workers<\/b><span style=\"font-weight: 400;\"> across the nation. These laws, which govern areas including <\/span><b>wage and hour standards, workplace safety, and discrimination<\/b><span style=\"font-weight: 400;\">, are vital for <\/span><b>protecting workers<\/b><span style=\"font-weight: 400;\"> and helping employers create a <\/span><b>safe and supportive work environment<\/b><span style=\"font-weight: 400;\">. The most notable include the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/\"><b>Fair Labor Standards Act (FLSA)<\/b><\/a><span style=\"font-weight: 400;\">, the <\/span><b>Family and Medical Leave Act (FMLA)<\/b><span style=\"font-weight: 400;\">, and the <\/span><b>Occupational Safety and Health Act (OSHA)<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aside from federal regulations, <\/span><b>each state also has its own laws<\/b><span style=\"font-weight: 400;\">. For example, different states may have <\/span><b>higher threshholds for minimum wage, guidelines for time off accrual, and stricter occupational safety standards<\/b><span style=\"font-weight: 400;\">. When both federal and state laws apply to a specific situation, the rule of thumb is to <\/span><b>adhere to the most stringent<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In the case of Florida, several <\/span><b>state agencies<\/b><span style=\"font-weight: 400;\"> are responsible for regulating and enforcing the state\u2019s employment laws. This includes the <\/span><a href=\"https:\/\/www.floridajobs.org\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Florida Department of Economic Opportunity (DEO)<\/span><\/a><span style=\"font-weight: 400;\">, the <\/span><a href=\"http:\/\/www.myfloridalicense.com\/dbpr\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Florida Department of Business and Professional Regulation (DBPR)<\/span><\/a><span style=\"font-weight: 400;\">, and the <\/span><a href=\"http:\/\/fchr.myflorida.com\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Florida Commission on Human Relations (FCHR)<\/span><\/a><span style=\"font-weight: 400;\">. These agencies are tasked with ensuring that employers stick to the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/labor-laws-in-the-state-of-florida\/\"><span style=\"font-weight: 400;\">labor laws in Florida<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><b>uphold the rights and protections offered to employees by the state<\/b><span style=\"font-weight: 400;\">.\u00a0\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another important aspect to consider, aside from the <\/span><b>employment status of employees<\/b><span style=\"font-weight: 400;\">, is whether any <\/span><b>municipal laws<\/b><span style=\"font-weight: 400;\"> apply. For example, Miami-Dade County has a <\/span><b>Living Wage Ordinance<\/b><span style=\"font-weight: 400;\"> that requires county contractors and subcontractors to pay their employees a higher minimum wage than the rate that\u2019s set by the state. That\u2019s why it\u2019s so important to<\/span><b> check your local regulations before you design your employment policies<\/b><span style=\"font-weight: 400;\">. That way, you can be sure that you\u2019re doing everything by the book and sticking to <\/span><b>federal, state and municipal labor laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Definition\"><\/a>What Are Salaried Employees? Basic Definition<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The next question you need to think about is <\/span><b>the category of workers that you hire<\/b><span style=\"font-weight: 400;\">, as this will affect the labor laws that you have to stick to. For example, do you hire <\/span><a href=\"https:\/\/factorialhr.com\/blog\/part-time-vs-full-time\/\"><span style=\"font-weight: 400;\">part-time or full-time employees<\/span><\/a><span style=\"font-weight: 400;\">? Are they <\/span><b>salaried <\/b><span style=\"font-weight: 400;\">or do you <\/span><b>pay them by the hour<\/b><span style=\"font-weight: 400;\">? The first question isn\u2019t as important as this will generally depend on how many hours an employee works each <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pay-period\/\"><span style=\"font-weight: 400;\">pay period<\/span><\/a><span style=\"font-weight: 400;\">, so it\u2019s more of an <\/span><b>internal classification<\/b><span style=\"font-weight: 400;\">. However, the second question is essential as it will have a direct impact on whether or not you need to apply the guidelines set by the <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">, which usually apply to hourly (non-exempt) workers. <\/span><span style=\"font-weight: 400;\">Check out <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><span style=\"font-weight: 400;\">this post<\/span><\/a><span style=\"font-weight: 400;\"> to find out more about <\/span><b>exempt vs non-exempt employees<\/b>. And check out<span style=\"font-weight: 400;\">\u00a0<\/span><a href=\"https:\/\/factorialhr.com\/blog\/independent-contractor-vs-employee\/\"><span style=\"font-weight: 400;\">this post<\/span><\/a><span style=\"font-weight: 400;\"> to find out about the difference between<\/span><b> independent contractors and employees<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In today\u2019s post, we are going to focus on <\/span><b>salaried workers<\/b><span style=\"font-weight: 400;\">. Salaried workers are employees who you <\/span><b>pay a fixed amount of money to on a regular basis<\/b><span style=\"font-weight: 400;\">. This can be <\/span><b>weekly or monthly<\/b><span style=\"font-weight: 400;\">. The key distinction is that, rather than paying them by the hour, <\/span><b>their paycheck is the same each month, regardless of how many hours they might work<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>Are Salaried Workers Exempt From the FSLA?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Most salaried workers are <\/span><b>exempt from the FSLA<\/b><span style=\"font-weight: 400;\">, especially if they perform <\/span><b>executive, administrative, professional, or certain computer-related duties<\/b><span style=\"font-weight: 400;\">. There are a few <\/span><b>exceptions <\/b><span style=\"font-weight: 400;\">to this, though, which relate to the <\/span><b>specific job duties<\/b><span style=\"font-weight: 400;\"> and the <\/span><b>level of decision-making authority<\/b><span style=\"font-weight: 400;\"> that an employee has. For example, a customer service manager might earn a <\/span><b>fixed annual amount<\/b><span style=\"font-weight: 400;\"> (salaried worker) but because they <\/span><b>don\u2019t have any influence over business operations<\/b><span style=\"font-weight: 400;\">, they would be <\/span><b>entitled to <\/b><a href=\"https:\/\/factorialhr.com\/blog\/managing-overtime-exempt-employees\/\"><b>overtime under the terms of the FSLA<\/b><\/a><span style=\"font-weight: 400;\"> (and therefore be classed as non-exempt).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Still with us? Great. Then let\u2019s get to the heart of this post and take a look at the <\/span><b>Florida laws for salaried employees<\/b><span style=\"font-weight: 400;\">. We\u2019ll start with the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/wage-and-hour-laws\/\"><span style=\"font-weight: 400;\">U.S. wage and hour laws<\/span><\/a><span style=\"font-weight: 400;\"> in The Sunshine State.<\/span><\/p>\n<h2><b><a name=\"Wage\"><\/a>Wage and Hour Laws for Salaried Employees in Florida<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The current <\/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;\"> for salaried employees is <\/span><b>$12.00 per hour<\/b><span style=\"font-weight: 400;\">. This is a $1.00 increase from the previous minimum wage of $11.00 per hour. The Florida minimum wage is scheduled to <\/span><b>increase by $1.00 every year until it reaches $15.00 per hour in 2026<\/b><span style=\"font-weight: 400;\">. The next scheduled increase will come in <\/span><b>30 September 2024<\/b><span style=\"font-weight: 400;\">, when it will be bumped to <\/span><b>$13 per hour<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, there are a number of <\/span><b>exemptions and special cases<\/b><span style=\"font-weight: 400;\"> where this Florida minimum wage rate <\/span><b>doesn&#8217;t apply to salaried workers<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This includes:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Small businesses<\/b><span style=\"font-weight: 400;\">. Businesses with annual sales under $110,000 can pay a minimum wage of $4.00 per hour.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Agricultural and seasonal workers<\/b><span style=\"font-weight: 400;\">. Agricultural workers are subject to a minimum wage of $7.25 per hour.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>State and local government employees<\/b><span style=\"font-weight: 400;\">. Employees of state and local governments are also exempt from the Florida minimum wage.<\/span><\/li>\n<\/ul>\n<h3><strong>What About Overtime?<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Ok, next question: <\/span><b>are salaried employees entitled to overtime<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As we mentioned about, there is no clear cut answer to this question. Whether or not a salaried employee is considered non-exempt and entitled to <\/span><a href=\"https:\/\/factorialhr.com\/blog\/mandatory-overtime\/\"><span style=\"font-weight: 400;\">overtime<\/span><\/a><span style=\"font-weight: 400;\"> under the FSLA <\/span><b>depends on their duties<\/b><span style=\"font-weight: 400;\">. If they perform\u00a0 <\/span><b>executive, administrative, or professional duties<\/b><span style=\"font-weight: 400;\">, then they <\/span><b>won\u2019t be entitled to <\/b><a href=\"https:\/\/factorialhr.com\/blog\/time-and-a-half\/\"><b>time and a half<\/b><\/a> <span style=\"font-weight: 400;\">for any extra hours that they work. However, if the salaried employee <\/span><b>earns less than $684 per week<\/b><span style=\"font-weight: 400;\"> then they <\/span><b>will be entitled to overtime<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Payroll\"><\/a>Payroll and Employee Tax Laws for Salaried Employees in Florida<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The Sunshine State\u2019s got a pretty unique setup when it comes to <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-employee-tax\/\"><span style=\"font-weight: 400;\">Florida employee taxes<\/span><\/a><span style=\"font-weight: 400;\">. For one thing, there\u2019s <\/span><b>no state income tax<\/b><span style=\"font-weight: 400;\">, which we\u2019re sure makes a lot of people and businesses happy.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, even though Florida employers <\/span><b>don\u2019t take state income tax out of paychecks<\/b><span style=\"font-weight: 400;\">, they do have to pay some <\/span><b>other taxes<\/b><span style=\"font-weight: 400;\"> related to workers. For example, businesses pay into the <\/span><b>reemployment compensation fund<\/b><span style=\"font-weight: 400;\"> on behalf of their salaried employees. The rate employers pay is calculated as a <\/span><b>percentage of the first $7,000 of each employee\u2019s annual salary<\/b><span style=\"font-weight: 400;\">. This is known as the <\/span><b>taxable wage base<\/b><span style=\"font-weight: 400;\">. Plus, Florida employers still need to apply <\/span><b>federal payroll tax and deductions<\/b><span style=\"font-weight: 400;\"> to an employee\u2019s paycheck. And don\u2019t forget to <\/span><b>issue paychecks to your salaried employees on a fixed, regular basis<\/b><span style=\"font-weight: 400;\"> (you can decide how frequently you pay your salaried employees but once you define a schedule, you must stick to it).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another important aspect of ensuring compliance with Florida employee tax obligations is <\/span><b>maintaining accurate and comprehensive employee tax records<\/b><span style=\"font-weight: 400;\">. Your records, which you must keep for at least <\/span><b>4 years<\/b><span style=\"font-weight: 400;\">, must detail all <\/span><b>paid wages, withheld taxes, and processed tax payments<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, it\u2019s important to keep in mind that each city in Florida sets up its own <\/span><b>local rules and fees for businesses<\/b><span style=\"font-weight: 400;\">. Even though the state taxes every employer the same whether they\u2019re in <\/span><b>Tampa, Tallahassee, Orlando, or Miami<\/b><span style=\"font-weight: 400;\">, local costs may be different. Make sure you check what your city is asking for, not just what Florida state wants.<\/span><\/p>\n<h2><b><a name=\"Leave\"><\/a>Florida Leave and Time Off Laws for Salaried Employees<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The Florida laws for salaried employees <\/span><b>do not include any provisions for <\/b><a href=\"https:\/\/factorialhr.com\/blog\/managing-paid-time-off\/\"><b>paid time off (PTO)<\/b><\/a><span style=\"font-weight: 400;\">. This is when employees can <\/span><b>take time off work for a specific number of days and still receive payment<\/b><span style=\"font-weight: 400;\">. However, even though it\u2019s not a legal requirement, <\/span><b>most employers offer some form of leave<\/b><span style=\"font-weight: 400;\">, often in the form of <\/span><a href=\"https:\/\/factorialhr.com\/blog\/unpaid-time-off\/\"><span style=\"font-weight: 400;\">unpaid time off<\/span><\/a><span style=\"font-weight: 400;\"> for vacations and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-holidays\/\"><span style=\"font-weight: 400;\">Florida state holidays<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Also, unlike some states such as California and Massachusetts, the Florida laws for salaried employees also <\/span><b>don\u2019t include any provisions for <\/b><a href=\"https:\/\/factorialhr.com\/blog\/paid-sick-leave\/\"><b>paid sick leave<\/b><\/a><span style=\"font-weight: 400;\">. It\u2019s <\/span><b>up to each individual employer<\/b><span style=\"font-weight: 400;\"> whether they include paid sick leave in their compensation packages.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Despite all the above, there are <\/span><b>certain cases where salaried employees in Florida are entitled to unpaid time off<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This includes:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Domestic violence leave<\/b><span style=\"font-weight: 400;\">. Employees can take unpaid leave for safety reasons related to domestic violence, sexual assault, or stalking.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Family and medical leave<\/b><span style=\"font-weight: 400;\">. According to 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;\">, employers with more than 50 employees must provide their salaried employees with unpaid sick leave under certain circumstances. Employees are entitled to up to 12 weeks off in a 12-month period.\u00a0<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Protections\"><\/a>Florida Laws for Salaried Employees: Rights and Protections<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Florida\u2019s <\/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;\"> are specific regulations that the state has enacted in order to <\/span><b>protect the citizens of Florida from discrimination and unfair treatment<\/b><span style=\"font-weight: 400;\">. This includes discrimination based on <\/span><b>race, color, religion, sex, national origin, age, disability, marital status, sexual orientation and gender identity<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, the <\/span><b>Florida Civil Rights Act of 1992 (FCRA)<\/b><span style=\"font-weight: 400;\"> protects against <\/span><b>discrimination in all aspects of employment<\/b><span style=\"font-weight: 400;\">, including<\/span><b> recruitment, candidate selection, terminations, and other decisions concerning the terms and conditions of employment<\/b><span style=\"font-weight: 400;\">. This includes the <\/span><b>refusal to hire or promote, reasons for termination, and restricting opportunities for growth and development<\/b><span style=\"font-weight: 400;\"> as a direct result of discrimination against a salaried employee\u2019s protected characteristic.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, the <\/span><b>Florida Equal Pay Law<\/b><span style=\"font-weight: 400;\"> states that <\/span><b>all employees have a right to pay equity and protection against sex-based compensation discrimination<\/b><span style=\"font-weight: 400;\">. This means that if multiple individuals are performing substantially equal jobs that require <\/span><b>similar levels of skill, effort, and responsibility<\/b><span style=\"font-weight: 400;\">, and under similar working conditions, then you must <\/span><b>pay them the same wage or salary, regardless of gender<\/b><span style=\"font-weight: 400;\">. All forms of pay are covered by this law, including <\/span><b>salary, overtime pay, bonuses, stock options, life insurance, and holiday pay<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These laws provide a <\/span><b>legal framework for eliminating discrimination in Florida<\/b><span style=\"font-weight: 400;\">. They work alongside similar federal employment laws, including the <\/span><b>Civil Rights Act of 1964<\/b><span style=\"font-weight: 400;\">, the <\/span><b>Americans with Disabilities Act (ADA)<\/b><span style=\"font-weight: 400;\">, the <\/span><b>Age Discrimination in Employment Act (ADEA)<\/b><span style=\"font-weight: 400;\">, and the <\/span><b>Pregnant Workers Fairness Act<\/b><span style=\"font-weight: 400;\">, to name a few.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ultimately, creating a <\/span><b>workplace culture and environment where all your employees feel safe from discrimination and harassment<\/b><span style=\"font-weight: 400;\"> is not just a <\/span><b>legal requirement<\/b><span style=\"font-weight: 400;\">; it\u2019s an <\/span><b>ethical responsibility<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h2><b><a name=\"Firing\"><\/a>Florida Laws on Firing Salaried Employees<\/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 and without having to establish \u201cjust cause\u201d for termination<\/b><span style=\"font-weight: 400;\">. In other words, you don\u2019t necessarily need a specific reason for firing an employee in Florida, provided your justification is not <\/span><b>illegal or discriminatory<\/b><span style=\"font-weight: 400;\">. For instance, you can\u2019t fire someone because of their race, religion, gender or disability. 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 (the <\/span><b>Florida Whistleblower\u2019s Act<\/b><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, employers in Florida must be mindful of the following <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-laws-on-firing-employees\/\"><span style=\"font-weight: 400;\">Florida laws on firing employees<\/span><\/a><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Discrimination<\/b><span style=\"font-weight: 400;\">. You cannot violate any federal or state anti-discrimination laws when you fire an employee.<\/span><\/li>\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;\">. You cannot fire someone as retaliation because they have filed a complaint about you with a federal or state agency.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee handbook<\/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>Severance agreements<\/b><span style=\"font-weight: 400;\">. If your agreement outlines specific termination procedures, you must follow them to avoid potential legal disputes.<\/span><\/li>\n<\/ul>\n<h3><b>What About Unemployment Benefits Under the Florida Laws for Salaried Employees?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In terms of <\/span><a href=\"https:\/\/factorialhr.com\/blog\/unemployment-compensation-in-florida\/\"><span style=\"font-weight: 400;\">unemployment compensation in Florida<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><b>salaried employees in Florida have the same eligibility requirements as any other employee<\/b><span style=\"font-weight: 400;\">. In other words, provided they have <\/span><b>recently lost their job through no fault of their own<\/b><span style=\"font-weight: 400;\">, they met a <\/span><b>minimum threshold of earnings<\/b><span style=\"font-weight: 400;\"> during their base period, and they are <\/span><b>actively seeking reemployment<\/b><span style=\"font-weight: 400;\">, then they are entitled to unemployment benefits. The amount they can claim will depend on <\/span><b>how much they earned in their last position<\/b><span style=\"font-weight: 400;\">, and they can receive benefits from Florida state for a <\/span><b>maximum of 12 weeks<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h2><b><a name=\"Health\"><\/a>Health and Safety Regulations in Florida<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Unlike most states, Florida has its own <\/span><b>Occupational Safety and Health Administration (OSHA) program<\/b><span style=\"font-weight: 400;\">. This means that the state has the authority to set its own safety standards and conduct inspections.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, The <\/span><b>Florida OSHA includes the following safety standards<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>OSHA compliance<\/b><span style=\"font-weight: 400;\">. Florida businesses must follow the Occupational Safety and Health Administration (OSHA) standards. These federal guidelines cover a wide range of safety issues, from hazardous materials handling to emergency evacuation procedures.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Florida-specific safety laws<\/b><span style=\"font-weight: 400;\">. Beyond federal OSHA regulations, Florida has enacted its own safety laws. These laws are tailored to the state\u2019s primary industries (agriculture, construction, and tourism). Specifically, they address local occupational hazards and reinforce workers\u2019 safety. Employees who believe their workplace is unsafe can file a complaint with Florida OSHA. The agency will investigate the complaint and may issue citations to the employer if they find violations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reporting and training<\/b><span style=\"font-weight: 400;\">. Employers are responsible for reporting workplace injuries and providing safety training to employees. This ensures that workers are aware of potential hazards and know how to protect themselves.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In addition, as with all states in the U.S., Florida has a law in place to help out employees who suffer from a <\/span><b>work-related injury or illness<\/b><span style=\"font-weight: 400;\">. In the event that an employee has a workplace accident or gets sick as a direct result of their work duties, the state will ensure that they <\/span><b>receive medical treatment and compensation for lost wages<\/b><span style=\"font-weight: 400;\">, provided the employee was not at fault.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Check out <\/span><a href=\"https:\/\/factorialhr.com\/blog\/workers-compensation-in-florida\/\"><span style=\"font-weight: 400;\">this article<\/span><\/a><span style=\"font-weight: 400;\"> to find out more about <\/span><b>workers\u2019 compensation in Florida<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.com\/blog\/2024-free-hr-compliance-calendar\/\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-119836 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2021\/11\/26170005\/hr-compliance-calendar-300x103.png\" alt=\"hr deadlines 2024\" width=\"1042\" height=\"358\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2021\/11\/26170005\/hr-compliance-calendar-300x103.png 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2021\/11\/26170005\/hr-compliance-calendar-768x263.png 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2021\/11\/26170005\/hr-compliance-calendar.png 900w\" sizes=\"(max-width: 1042px) 100vw, 1042px\" \/><\/a><\/p>\n<h2><b><a name=\"Factorial\"><\/a>How Factorial Can Help You Manage Florida Laws for Salaried Employees<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And that\u2019s pretty much it! All you need to do now is <\/span><b>make sure that you comply with all of the Florida laws for salaried employees<\/b><span style=\"font-weight: 400;\"> that we have seen today.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To <\/span><b>make your life easier<\/b><span style=\"font-weight: 400;\"> and <\/span><b>reduce the risk of non-compliance<\/b><span style=\"font-weight: 400;\">, we recommend using <\/span><b>Factorial\u2019s platform<\/b><span style=\"font-weight: 400;\"> to <\/span><b>streamline and automate the process<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, with our solution you can:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Payroll<\/b><span style=\"font-weight: 400;\">. Automate your <\/span><a href=\"https:\/\/factorialhr.com\/payroll\"><span style=\"font-weight: 400;\">payroll calculations<\/span><\/a><span style=\"font-weight: 400;\"> so that your salaried employees are paid in accordance with Florida&#8217;s minimum wage requirements and any applicable overtime laws.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Timekeeping<\/b><span style=\"font-weight: 400;\">. Maintain detailed records of all hours that a salaried employee has worked with our <\/span><a href=\"https:\/\/factorialhr.com\/time-attendance-signing\"><span style=\"font-weight: 400;\">time-tracking software<\/span><\/a><span style=\"font-weight: 400;\">, helping you comply with <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\"><span style=\"font-weight: 400;\">employee time-tracking legal requirements<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Absence tracking<\/b><span style=\"font-weight: 400;\">. Manage employee leave. This includes unpaid and paid time off (PTO) and sick leave, helping you comply with the Family and Medical Leave Act (FMLA).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Document management<\/b><span style=\"font-weight: 400;\">. <\/span><a href=\"https:\/\/factorialhr.com\/document-management\"><span style=\"font-weight: 400;\">Store and manage<\/span><\/a><span style=\"font-weight: 400;\"> all your important employment documents, protecting you in the event of disputes over wages, hours, or benefits.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Safety training<\/b><span style=\"font-weight: 400;\">. Distribute and track completion of safety training materials, ensuring compliance with OSHA and state-specific safety regulations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Compliance checklists<\/b>. Create free <a href=\"https:\/\/factorialhr.com\/blog\/2024-free-hr-compliance-calendar\/\">custom checklists<\/a> to ensure you are following all aspects of the Florida laws for salaried employees.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>There are many different types of workers in the U.S., the most common being salary and hourly employees. Aside from the obvious difference in terms of how compensation is calculated, each type also has its own set of regulations covering areas including benefits, time off, and employee tax. Plus, each state has its own regulations<a href=\"https:\/\/factorialhr.com\/blog\/florida-laws-for-salaried-employees\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":131330,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-131327","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 for Salaried Employees | Factorial<\/title>\n<meta name=\"description\" content=\"Employer&#039;s guide to Florida laws for salaried employees: Everything you need to know to build a compliant salaried workforce\" \/>\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-for-salaried-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Florida Laws for Salaried Employees\" \/>\n<meta property=\"og:description\" content=\"Employer&#039;s guide to Florida laws for salaried employees: Everything you need to know to build a compliant salaried workforce\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.com\/blog\/florida-laws-for-salaried-employees\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-04-12T12:46:16+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-06-04T14:36:05+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/04\/12143404\/Florida-Laws-for-Salaried-Employees.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"12 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.com\/blog\/florida-laws-for-salaried-employees\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/florida-laws-for-salaried-employees\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/39a0e312e3aae9ac2b6461196e8b1620\"},\"headline\":\"Florida Laws for Salaried Employees\",\"datePublished\":\"2024-04-12T12:46:16+00:00\",\"dateModified\":\"2025-06-04T14:36:05+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/florida-laws-for-salaried-employees\/\"},\"wordCount\":2580,\"publisher\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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