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Attention Florida Business Owners: The countdown is on! Starting September 30, 2025, Florida’s minimum wage will increase to:

  • $14.00 per hour for non-tipped employees, and
  • $10.98 per hour (base cash wage) for tipped employees.

(Certain exemptions apply to specific types of employees or businesses, but those details are beyond today’s focus.)

Compliance Check: What Employers Should Do

Under federal and Florida law, employers may pay less than the minimum wage to “tipped employees” meeting the eligibility requirements under the federal Fair Labor Standards Act (FLSA).  The resulting credit against an employer’s minimum wage obligation is called the “tip credit.”  For employers taking a tip credit ($3.02), you should advise your affected employees, preferably in writing, of the new $14 minimum wage rate and the tip credit amount that will be taken against that minimum wage. In addition, update your payroll systems to reflect the new rates and post the new rates.

Why the annual hike?

This isn’t just a random raise- the increase stems from Florida Amendment 2, approved by voters in November 2020. The amendment, now part of the Florida constitution, mandates:

  • An increase to $10.00 on September 30, 2021, followed by $1.00 annual increases each September 30.
  • A cap of $15.00 per hour by September 30, 2026.
  • A switch to inflation-based adjustments starting in 2027.

In short: it’s a roadmap that keeps wages aligned with the cost-of-living after 2026 and gives employers predictability year over year.   

Don’t Forget Your Posters!

Florida law requires employers to post a notice about the state minimum wage requirement (in addition to posting a notice as required by the FLSA) in a conspicuous place where all employees can see it. So, it is time to update your posters, but don’t fret! You can find the new minimum wage poster on the Florida Commerce Department’s website by clicking here. As of this blog’s publication date, the new version isn’t out yet – but keep checking! We will update our link as well.

Bonus tip: If you have remote workers, you’re still on the hook.  Check out guidance from the U.S. Department of Labor’s Wage and Hour Division on complying with its notice and posting requirements for when workers are performing their jobs remotely. 

By planning ahead now, you can avoid payroll headaches, stay compliant with posting rules, and build employee trust through transparency.