Florida Employment Attorneys

At DearLegal, we connect you with experienced Florida employment attorneys who handle FCRA discrimination, wage, retaliation, and wrongful-termination claims for workers across Miami, Orlando, Tampa, Jacksonville, and Fort Lauderdale.

Free to use — no fee unless you win
Matched with a Florida attorney in 24 hours
30,000+ plaintiffs served nationwide

Free Florida employment case review

A Florida attorney will take a look. Or call 1-833-WELEGAL.

How we match your Florida employment case

When you submit a Florida employment matter, we route it through a national network of independent partner firms and put it in front of the one that fits best — based on the kind of case it is, what it is likely to involve, where it has to be handled, and who has capacity to take it on now.

Case type

A employment matter needs someone who handles employment work day to day, not a generalist. Practice area is the first filter.

Size and complexity

Some firms are built for catastrophic injury and multi-party litigation; others resolve straightforward claims quickly. We weigh what your matter is likely to involve against how each firm actually works.

Jurisdiction and licensing

Your matter is decided under Florida law, so it goes to an attorney licensed in Florida who regularly appears where your case would be heard.

Capacity and fit

Availability, conflicts of interest and language all matter. If the best-fit firm cannot take your case, we route it to the next one that can — or tell you plainly when no one in the network is the right answer.

Every partner reviews your case for free. Injury and workers’ compensation matters are handled on contingency — no fee unless you win. Other matters are quoted upfront, before you commit to anything.

Get started How DearLegal works

DearLegal provides marketing and matching services and is not a law firm. Submitting a case does not create an attorney-client relationship. Matches depend on case type, jurisdiction and firm availability.

Exhibit A

What happens with an employment claim in Florida

Day 0
Something happens at work.
A firing, demotion, missed pay, harassment, retaliation. Write down dates, names and what was said, and save emails and pay stubs before access disappears.
Within 24 hours
Tell us what happened.
Two minutes on this page. A Florida employment attorney reviews it for free and, if it’s a fit, you’re matched within 24 hours.
Weeks 1–4
Your attorney builds the record.
Personnel file, pay records, texts, witness accounts, the handbook. Employers keep meticulous files; you need one too.
Months 1–3
Demand, or an agency charge.
Many Florida employment claims start with a demand letter or a charge with the state agency or the EEOC. Your attorney picks the route that protects your deadlines.
Within 365 days
Suit is filed if it has to be.
Florida gives 365 days for this step. Missing it can end the claim before it starts.
Resolution
Settlement or judgment.
You pay nothing along the way. The fee — typically 33% — comes only out of what’s recovered. If nothing is recovered, you owe nothing.

State Anti-Discrimination Statute: FCRA
Florida Civil Rights Act (FCRA), Fla. Stat. § 760.01 et seq. Protected: race, color, religion, sex (incl. pregnancy), national origin, age 40+, handicap, marital status. Sexual orientation and gender identity covered federally under Title VII (Bostock).
Deadline to File Charge: 365 days
365 days to file with the Florida Commission on Human Relations (FCHR) under Fla. Stat. § 760.11(1) — one of the longest deadlines in the country. 300 days to dual-file with EEOC.
At-Will Doctrine: Strict at-will
Strict at-will state. Florida Supreme Court has not adopted a general public-policy exception to at-will employment. Narrow statutory protections only: workers' comp retaliation (§ 440.205), private whistleblower (§ 448.102), public whistleblower (§ 112.3187), jury duty (§ 40.271).
Non-Compete Enforceability: 6 months
Broadly enforceable under Fla. Stat. § 542.335. Statutory presumptions favor enforcement: 6 months presumptively reasonable for employees, 2 years generally upheld. Court must "modify" rather than strike overbroad agreements (blue-pencil mandatory). Strongest non-compete state.
Minimum Wage & Overtime: $13.00
Florida minimum wage $13.00/hour (2024), rising $1.00 annually to $15.00 in 2026 (Fla. Const. Art. X § 24). Overtime under federal FLSA — Florida has no state overtime statute beyond the constitutional minimum-wage provision.
Typical attorney fee: 33%
33%–40% contingency — no fee unless you win

The Florida Civil Rights Act (FCRA, Fla. Stat. § 760.01 et seq.) prohibits employment discrimination based on race, color, religion, sex (including pregnancy), national origin, age (40+), handicap, or marital status, at employers with 15+ employees. Charges are filed with the Florida Commission on Human Relations (FCHR) within 365 days — one of the longest filing windows in the country. Florida is a strict at-will state with no general public-policy exception; the Florida Supreme Court has declined to recognize a Tameny-style tort. Statutory protections cover workers' comp retaliation (Fla. Stat. § 440.205), whistleblowing (private-sector Fla. Stat. § 448.102, public-sector § 112.3187), and jury duty. Non-competes are broadly enforceable under Fla. Stat. § 542.335 with statutory presumptions (6 months presumptively reasonable, 2 years valid in many circumstances). Florida minimum wage is $13.00/hour (2024), rising to $15.00 by 2026, under the constitutional amendment passed in 2020. Overtime is governed by the federal FLSA.

Exhibit B

When to call an employment attorney in Florida

Does any of this sound like you? Tap what applies.

Exhibit C

Employment cases we take in Florida

Which one is closest to yours?

Race and national-origin discrimination

FCRA § 760.10 and Title VII. Florida's diverse workforce in Miami, Orlando, Tampa, and Jacksonville generates significant claims. FCHR investigation and Florida court litigation.

Sound like yours? A Florida attorney reviews it free — no fee unless they win.

Start my free review

Exhibit D

How much do Florida employment attorneys cost?

Sample settlement statement

Florida · Employment

Recovery$100,000

Attorney fee · 33%− $33,000

Case costs (advanced by firm)repaid at the end

To you$67,000

Due today$0

Try a different recovery$100,000

$5,000$3,000,000

Illustrative only. Your fee terms are set in a written agreement with your attorney and may include costs and expenses regardless of outcome.

Most Florida employment attorneys work on contingency: the fee is a share of what they recover, and nothing if they don’t.

Florida employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. FCRA, federal employment statutes, and the Florida Constitutional Minimum Wage all shift attorney fees to the employer when the worker prevails. The Florida Private Whistleblower Act (§ 448.104) adds fee-shifting and double damages.

A good attorney walks through every number at your free consultation — before you sign anything.

Get startedTakes about two minutes. No obligation.

Exhibit E

What your Florida employment compensation can include

A Florida employment recovery is built from several parts. Tap one to see what it covers.

Back Pay

Lost wages and benefits from termination to judgment under FCRA and Title VII. Uncapped.

DearLegal is a legal referral service, not a law firm. We connect individuals with licensed attorneys who can evaluate their case. Nothing on this page constitutes legal advice. Results vary based on individual circumstances.

Exhibit F

Florida employment questions, answered

Still unsure? Tell us what happened and a Florida attorney will review it for free.

Start free review

365 days to file with the Florida Commission on Human Relations (FCHR) under Fla. Stat. § 760.11(1) — one of the longest filing windows in the country. To preserve federal Title VII / ADA / ADEA claims, file with the EEOC within 300 days (FCHR has a work-share with the EEOC).

Florida Civil Rights Act covers race, color, religion, sex (including pregnancy), national origin, age (40+), handicap, and marital status. Sexual orientation and gender identity are covered under federal Title VII per Bostock v. Clayton County. Several Florida counties and cities (Miami-Dade, Orange, Hillsborough, Broward) have local ordinances explicitly covering sexual orientation and gender identity.

Yes, and one of the strictest in the country. Florida courts have not adopted the broad public-policy exception (Tameny) recognized in many other states. Protections are limited to specific statutory carve-outs — workers' comp retaliation, whistleblowing (private § 448.102, public § 112.3187), and jury duty.

Yes — Florida is one of the most non-compete-friendly states in the country. Fla. Stat. § 542.335 creates statutory presumptions favoring enforcement: 6 months presumptively reasonable for ordinary employees, 1-2 years presumptively reasonable for sale-of-business and former distributors. Courts must "modify" rather than strike overbroad provisions. Protectable interests include trade secrets, valuable confidential business information, customer relationships, and goodwill.

Florida minimum wage is $13.00/hour as of September 30, 2024, increasing $1.00 each September 30 through 2026, when it reaches $15.00 (under Fla. Const. Art. X § 24 passed in 2020). Tipped employees may receive up to $3.02 less if tips bring the total to the full minimum.

No. Fla. Stat. § 440.205 prohibits retaliation against employees who file or attempt to file workers' comp claims. Damages include reinstatement, back wages, and other relief.

Not without legal review. Even though Florida's strict at-will rule limits wrongful-discharge tort claims, FCRA and federal discrimination, retaliation, FLSA, and FMLA claims remain valuable. ADEA releases (40+) require 21 days to consider and 7-day revocation. Severance releases typically waive all of these.