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Florida Minimum Wage – Reminder

26 Oct


Update Applicable to:

All Florida employers and multi-state businesses with employees who perform work in Florida.

What happened?

As previously communicated, effective September 30, 2023, the Florida minimum wage increased to $12 per hour. The minimum base wage for tipped employees increased to $8.98 per hour.

What are the details?

In accordance with Amendment 2 that passed on November 3, 2020, Florida’s minimum wage will increase over a period of 5 years to $15.00 per hour. See below calendar for future reference:

Effective DateFlorida Minimum Wage
September 30, 2023$12.00
September 30, 2024$13.00
September 30, 2025$14.00
September 30, 2026$15.00

Section 448.109, Florida Statutes, requires employers who must pay their employees the Florida minimum wage to post a minimum wage notice in a conspicuous and accessible place in each establishment where these employees work.

For Tipped employees the increase will continue to be by $1.00 every year, and the increases will be as follows:

Effective DateFlorida Minimum Tipped Wage
September 30, 2023$8.98
September 30, 2024$9.98
September 30, 2025$10.98
September 30, 2026$11.98

The respective tips will not be considered part of the wage; employers still have to pay tipped employees a direct wage.

For more information, please see the links below:

Press release: Communication

Government: Posters relating Section 448.109, Amendment 2 Florida

Law Firm article: Article 1, Article 2, Article 3

What do employers need to do?

Employers should ensure current affected employees are not below the new minimum wage rate.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Florida PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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