Employee Handbook Updates for Florida Employers in 2025

By: Scott Atwood, Esq.

As workplace laws and policies continue to evolve, 2025 brings several important changes that Florida employers should reflect in their employee handbooks. Regular reviews not only help maintain compliance but also reinforce consistency and transparency in workplace expectations. Below are the key areas Florida employers should address:

1. Discrimination and Harassment Policies. Following the federal revocation of Executive Order 11246, which previously required affirmative action programs for federal contractors, employers should review and revise their Equal Employment Opportunity (EEO) and DEI policies. While federal certification standards are changing, state and local anti-discrimination laws—particularly in counties that protect sexual orientation and gender identity—remain in effect. Handbooks should clearly state these protections and outline a process for reporting and addressing complaints.
2. Child Labor Laws. Florida has relaxed certain restrictions on the work hours for 16- and 17-year-olds. Employers that hire minors should update relevant policies and ensure the most current labor law posters are displayed at the workplace.
3. Paid Leave Policies. Updates to paid sick and family leave laws require employers to revisit their time off policies. Handbooks should reflect these changes and clearly outline eligibility, accrual, and usage guidelines to remain in compliance with state requirements.
4. Remote and Hybrid Work Policies. As flexible work arrangements continue to evolve, handbooks should define expectations for work hours, availability, and responsiveness, include IT and data security requirements for remote employees and clarify responsibilities related to company-provided equipment and expense reimbursement. Setting clear boundaries helps reduce confusion and protects employers from potential liability.
5. Wage and Hour Policies. To strengthen wage compliance efforts, add language requiring employees to review their time and pay records regularly. Be sure to include a clear process for reporting concerns, with contact information and reinforce anti-retaliation protections for employees who raise wage-related issues. These updates demonstrate a commitment to transparency and protect against costly wage and hour claims.
6. Legal Disclaimers. Reinforce at-will employment with a clear disclaimer that the handbook is not a contract. Ensure that legally binding agreements—such as noncompete, non-solicitation, or arbitration clauses—are presented in separate documents. Including such provisions in the handbook may impact their enforceability under Florida law.
7. Jury Duty Policies. Counties such as Broward and Miami-Dade have adopted local ordinances mandating jury duty pay for certain employees. Employers should ensure their policies reflect any applicable local requirements and outline the process for requesting jury duty leave.
8. Workplace Safety Policies. Florida employers with outdoor workers should include updated safety guidelines addressing heat-related illnesses. With rising temperatures and increased scrutiny, written policies that detail water breaks, shaded rest areas, and emergency procedures are essential.

Bottom Line

A well-maintained employee handbook is a critical tool for ensuring compliance, managing risk, and setting clear expectations. Florida employers should take the time in early 2025 to conduct a thorough review, make updates based on recent legal developments, and consult with legal counsel as needed.

If you need assistance reviewing or revising your handbook, I may be reached at scott.atwood@henlaw.com.

Click here to download a PDF of this article.