Update Applicable to:
All businesses with independent contractor relationships in the state of Florida
On May 10, 2022, Governor DeSantis signed Senate Bill 542 (SB 542) into law, which will clarify that any actions taken by businesses to provide emergency relief for gig economy workers will not destroy the independent contractor relationship, and they will remain shielded from misclassification claims.
What are the details?
Beginning on July 1, 2022, businesses can take the following four actions during declared emergencies without having to worry about a misclassification claim:
- Provide financial assistance to previously “engaged individuals” who are unable to work because of health and safety concerns;
- Directly provide benefits that are related to the health and safety of engaged individuals, including medical or cleaning supplies, personal protective equipment, health checks, or medical testing;
- Provide training or information related to the health and safety of engaged individuals or the public; or
- Take any action, including action required or suggested by any federal, state, or local law, ordinance, order, or directive which is intended to protect public health and safety.
Under the law, an “engaged individual” is anyone “who provides a good or service to a business or on behalf of a business and who is remunerated for the good or service, regardless of the individual’s classification as an employee or independent contractor.”
Notably, the law will only assist employers in responding to the misclassification claims brought pursuant to Florida law.
For more information, please see the links below:
What do employers need to do?
Employers should review the links provided above and try their best to avoid misclassifying their employees in the best way possible.
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.