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. Whether you're facing a hospitality or healthcare termination, a non-compete dispute, or unpaid overtime, we'll match you with the right attorney — at no cost.

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.

Why Do You Need a Employment Attorney in Florida?

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.

When Do You Need a Employment Attorney in Florida?

Our network includes Florida employment attorneys who handle every kind of case, including:

Types of Employment Cases in Florida

From the moment you connect with a Florida employment attorney, they go to work protecting your claim. The most common case types we handle:

Missing the 300-day EEOC dual-filing deadline even if you have 365 days for FCHR

Signing a severance release without consulting an attorney — Florida discrimination and retaliation claims still have real value

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Accepting a final paycheck waiver without legal review

Missing the 300-day EEOC dual-filing deadline even if you have 365 days for FCHR

Signing a severance release without consulting an attorney — Florida discrimination and retaliation claims still have real value

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Accepting a final paycheck waiver without legal review

Common Florida Employment Mistakes

Even a small misstep can hurt your case. Here’s what to avoid:

How Much Do Florida Employment Attorneys Cost?

33%

Typical starting contingency fee — you pay nothing unless your attorney recovers compensation for you.

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.

What Can Your Florida Employment Compensation Include?

Back Pay

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

Front Pay

Future lost earnings when reinstatement isn't feasible.

Compensatory Damages

Emotional distress and out-of-pocket losses. Federal Title VII / ADA cap $50K–$300K by employer size. FCRA imposes a $100,000 cap on noneconomic damages under § 760.11(5).

Punitive Damages

Available under Title VII, ADA, and FCRA for malicious or reckless conduct. FCRA punitives capped at $100,000 under § 760.11(5). Federal Title VII / ADA punitives part of combined federal cap.

Liquidated Damages

FLSA: doubles unpaid wages. Florida Constitutional Minimum Wage: doubles unpaid wages. ADEA: doubles back pay for willful violations.

Attorney Fees and Costs

Prevailing employees recover reasonable attorney fees under FCRA, Florida Constitutional Minimum Wage, Title VII, ADA, ADEA, FLSA, and FMLA. Florida Whistleblower Act also fee-shifts.

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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.

Florida Employment Attorneys

Why Do You Need a Employment Attorney in Florida?

When Do You Need a Employment Attorney in Florida?

Types of Employment Cases in Florida

Common Florida Employment Mistakes

How Much Do Florida Employment Attorneys Cost?

What Can Your Florida Employment Compensation Include?

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