As of September 30, 2025, Florida’s minimum wage will increase from $13.00 to $14.00 per hour for non-tipped employees, and from $9.98 to $10.98 per hour for tipped employees (i.e., those for whom employers can claim up to a $3.02 tip credit).
This raise is part of a voter-approved initiative—Amendment 2, passed in November 2020—that mandates annual $1 increases every September 30 through 2026, until the $15/hr target is reached. After 2026, further adjustments will be tied to the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI‑W), beginning in 2027.
Who’s Impacted?
- •Employees covered under FLSA, including full‑time, part‑time, seasonal, and hourly workers.
- •Tipped employees like servers and bartenders—though employers may still take the allowed tip credit, they must ensure total earnings (wages + tips) meet or exceed $14/hour.
- •Employers across all industries, especially those in hospitality, retail, personal care, food services, and cleaning/maintenance sectors.
Florida employers must take the following actions to comply:
1. Update payroll systems to reflect the new rates and calculate tipped wages correctly.
2. Post updated minimum wage notices (posters) prominently at workplaces in English, Spanish, and Haitian Creole—as required by the Florida Department of Economic Opportunity (DEO).
3. Pay at least the new rates starting September 30. Underpayments could result in liability for back wages, liquidated damages, civil penalties, or even wage‑theft claims.
4. Review local wage-theft ordinances, particularly in counties like Miami-Dade, where claims may carry higher penalties (e.g., triple damages).
Key Takeaways
Employers must proactively update payroll systems, display correct posters, and ensure no employee is underpaid starting September 30, 2025. Employers also need to inform employees of the upcoming changes, especially tipped workers who may have questions about how the tip credit works. Use the predictable timeline to forecast labor costs, adjust pricing if necessary, and consider operational adjustments to offset the wage hike. Please remember that non-compliance exposes employers to legal claims, fines, and reputational harm—especially in regions with strict local enforcement laws.
Bruce Loren and Frank Sardinha, III of the Loren & Kean Law Firm are based in Palm Beach Gardens and Fort Lauderdale. Loren & Kean Law is a boutique law firm concentrating in construction law, employment law, and complex commercial litigation. Mr. Sardinha focuses his practice in high-stakes business disputes and employment law. Mr. Loren has achieved the title of “Certified in Construction Law” by the Florida Bar, exemplifying the Bar’s recognition of this expertise. The firm’s construction clients include owners/developers, general contractors, specialty contractors in every trade, suppliers, and design professionals. Mr. Loren and Mr. Sardinha can be reached at bloren@lorenkeanlaw.com or fsardinha@lorenkeanlaw.com or 561-615-5701
