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September 2022: Florida Minimum Wage to Increase by September 30, 2022

27 Sep


Update Applicable to:
All employers in the state of Florida.

What happened?
Florida’s minimum wage will increase as part of the state’s plan to raise the rate to $15 per hour by 2026.

What are the details?
In November 2020, Florida voters approved changes to the state’s minimum wage, which will gradually increase from $8.65 an hour to $15 an hour by September 2026. To comply, employers must implement the following hourly minimum wage schedule for non-tipped employees:

Effective DateFlorida Minimum Wage
January 1, 2021$8.65
September 30, 2021$10.00
September 30, 2022$11.00
September 30, 2023$12.00
September 30, 2024$13.00
September 30, 2025$14.00
September 30, 2026$15.00

Beginning on September 30, 2022, the minimum wage will increase from $10 per hour to $11 per hour for standard employees and from $6.98 per hour to $7.98 per hour for tipped workers.

For more information, please see the links below:

Article 1Article 2Article 3

What do employers need to do?
Employers should review the links above and change their payroll so that their employees are paid the appropriate wage by September 30, 2022.

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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