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Florida Employer Compliance Updates for September 2026

Mon, 14 Sep 2026 15:08:25 GMT

This Week’s Key Takeaways

Florida’s minimum wage increases to $15 per hour.
Federal-contractor disability reporting requirements change.
Immigration Proposals Employers Should Monitor

Florida’s minimum wage increases

Florida’s minimum wage increases to $15 per hour on September 30th. The tipped cash wage increases to $11.98 when the full tip credit is properly applied.

Employers should update payroll rates, overtime calculations, billing rates and customer contracts before the wage increase takes effect. Businesses should also complete required reports and download historical tax records before the final week.

Florida minimum-wage in formation

Federal-Contractor Requirements Change September 21

Beginning September 21st, covered federal contractors will no longer be required to use the CC-305 disability self-identification form, measure against the seven-percent utilization goal or perform related statistical analyses.

However, disability nondiscrimination and reasonable-accommodation responsibilities remain in effect. Contractors should update their applicant-tracking and HR procedures while maintaining the records and processes required for their continuing obligations.

Read the Federal Register notice

Immigration Proposals Employers Should Monitor

DHS has proposed eliminating the discretionary grace period that currently allows certain employment-based visa holders up to 60 days to remain in the United States after their employment ends.

It is not final. If adopted, employers may need to coordinate more closely with immigration counsel before layoffs or employment separations involving sponsored workers.

Employers using H-1B sponsorship should monitor the proposal and consider its possible budget impact without changing plans prematurely.

Other Items to Watch

A proposed average 7.4% reduction in Florida workers’ compensation rates for 2027
Proposed rules for employer contributions to Trump Accounts

How MyTown Solutions Can Help

MyTown Solutions helps Florida employers manage payroll, workers’ compensation and workforce-related operational requirements. Contact our team to learn how we can support your business.

This newsletter is provided for operational and educational purposes only. It is not legal, immigration, employee-benefits or tax advice.

Florida Employer Compliance Update: Minimum Wage, Payroll, I-9 and Hiring Deadlines for September 2026

Mon, 07 Sep 2026 15:11:45 GMT

This Week’s Key Takeaways

Four important developments stand out:

National hiring improved in August, led by restaurants, manufacturing and specialty trades.
Updates may require Form I-9 reviews.
Businesses using the IRS FIRE system must begin transitioning to IRIS.
Several federal and Florida employer deadlines are approaching. (Including Florida’s minimum wage increase)

National Hiring Improved in August

The United States added 162,000 jobs in August, while the unemployment rate remained at 4.1%. Hiring was especially strong in several industries:

Restaurants and drinking establishments added 59,000 jobs.
Manufacturing added 16,000 jobs.
Nonresidential specialty-trade contractors added 8,000 jobs.
Average hourly earnings increased 3.1% over the previous year.

These numbers suggest improving demand in industries commonly served by MyTown Solutions, including hospitality, manufacturing, construction and skilled trades. However, Florida’s August employment report will not be released until September 18th. U.S. Bureau of Labor Statistics

What this means for employers: A larger applicant pool may make some positions easier to fill, but qualified skilled-trade and specialized workers may remain difficult to find.

Business opportunity: Employers experiencing hiring challenges may benefit from direct-hire recruiting, flexible staffing and payroll solutions designed around changing workforce needs.

Employers Should Review TPS and Form I-9 Records

USCIS issued updated guidance for employees whose work authorization is connected to Temporary Protected Status, or TPS.

Why this matters: Continuing to employ someone without valid authorization can create compliance exposure. However, automatically terminating an employee or requiring a specific document may create discrimination concerns.

 Recommended action: Review affected Form I-9 records, document applicable automatic extensions and complete reverification only when legally required.

IRS FIRE System Is Being Replaced by IRIS

The IRS is retiring the Filing Information Returns Electronically system, commonly known as FIRE . Businesses that previously used FIRE must transition to the Information Returns Intake System , or IRIS, before filing tax-year 2026 information returns during the 2027 filing season.

Important transition dates include:

November 1: Final day to submit test information returns through FIRE.

November 9: Final day to modify FIRE transmitter-code applications.

November 19 at 3 p.m. ET: Final deadline to file information returns through FIRE.

Current FIRE users should apply for an IRIS Transmitter Control Code and begin preparing their software or CSV files for the new system. Internal Revenue Service

Important distinction: This transition primarily affects businesses filing 1099s and other information returns through FIRE. It does not replace regular W-2 filing through the Social Security Administration.

Recommended action: Add IRIS preparation to year-end payroll and tax-filing reviews. Waiting until January could lead to rejected files, filing delays or penalties.

September Employer Deadline Tracker

September 21: Federal-Contractor Disability Rules

Updated Section 503 regulations remove several requirements for covered federal contractors, including mandatory disability self-identification, use of Form CC-305, the seven-percent utilization goal and related statistical analyses.

Disability nondiscrimination and reasonable-accommodation obligations remain in effect. Federal Register

September 30: Florida Minimum Wage Increase

Florida’s minimum wage increases to $15 per hour on September 30. The minimum direct cash wage for tipped employees becomes $11.98 per hour when the full tip credit is properly applied. FloridaCommerce

Employers should review:

Employee pay rates
Staffing and client billing rates
Employment contracts
Job postings and offer letters
Timekeeping and payroll systems
Pay periods that cross September 30
Updated workplace posters

September 30: VETS-4212 Reports

Covered federal contractors and subcontractors with qualifying contracts of at least $150,000 must submit their annual protected-veteran employment information by September 30. U.S. Department of Labor

September 30: Florida Reemployment-Tax Records

Historical reemployment-tax filings from Florida’s former filing system remain accessible only through September 30.

Employers should download and securely store:

Previously filed returns
Payment confirmations
Filing histories
Other important account records

Florida Department of Revenue

October 15: Medicare Part D Notices

Employers offering prescription-drug coverage must provide Medicare Part D creditable or non-creditable coverage notices to Medicare-eligible covered individuals before October 15. Centers for Medicare & Medicaid Services

What Florida Employers Should Do Now

Review Form I-9 records before September 9th.

Verify payroll transactions affected by the Labor Day closure.

Prepare for Florida’s $15 minimum wage before September 30th.

Review staffing rates and client contracts for wage-related changes.

Begin transitioning from FIRE to IRIS.

How MyTown Solutions Can Help

MyTown Solutions helps Florida employers simplify workers’ compensation, payroll, staffing and employee-management responsibilities.

Our team can assist businesses with:

Payroll and minimum-wage preparation
Staffing and direct-hire recruiting
Workers’ compensation solutions
Year-end payroll readiness
I-9 record organization
Workforce planning and compliance support

Preparing early can help employers avoid rushed payroll changes, missed deadlines and unnecessary compliance problems.

This newsletter is provided for operational and educatio nal purposes only. It is not legal, immigration, employee-benefits or tax advice.

Florida Employer Updates: Payroll, Workers’ Comp & Wages

Mon, 24 Aug 2026 15:12:29 GMT

This Week’s Key Takeaways

Four important developments stand out:

Florida’s new reemployment-tax filing system launches on August 24th.
A 7.4% average workers’ compensation rate decrease has been proposed for 2027.
Employers have approximately five weeks to prepare for Florida’s $15 minimum wage.
Florida’s Labor Market Shows Slight Improvement

Florida’s New Reemployment-Tax System Launches

Florida’s electronic system for filing and paying reemployment taxes transitions to the new eServices system on August 24th, 2026 .

The new system will be used for:

Employer’s Quarterly Reports (RT-6)
Corrections to quarterly or annual domestic reports (RT-8A)
Annual reports for employers of domestic employees (RT-7)

Employers should confirm that their login credentials, account permissions and filing methods work properly in the new system. Businesses using file-transmission services must use secure SFTP because standard FTP is no longer supported.

Previously filed returns and payment records may not automatically transfer, so businesses should also retain copies of important historical records.

Waiting until the October 31st quarterly filing deadline to test access could leave too little time to correct missing credentials or account permissions.

MyTown Solutions is actively monitoring the transition to help protect our clients’ payroll-tax filing continuity.

Proposed 7.4% Workers’ Compensation Rate Decrease

The National Council on Compensation Insurance has proposed an average 7.4% reduction in Florida workers’ compensation rates .

If approved by the Florida Office of Insurance Regulation, the new rates would apply to new and renewing policies beginning January 1st, 2027 .

This could be welcome news for Florida employers, but the proposal is not final . Actual savings would also vary based on each business’s workers’ compensation class codes, payroll and claims history.

Employers should not immediately budget for a full 7.4% reduction or treat the proposed percentage as guaranteed savings.

However, businesses with January 2027 renewals should begin preparing now. The proposal creates a valuable opportunity to review workers’ compensation coverage, class codes, payroll reporting and renewal options.

MyTown Solutions can help employers review their workers’ compensation and payroll programs before upcoming renewals.

Florida’s $15 Minimum Wage Is Five Weeks Away

Florida’s minimum wage will increase to $15 per hour on September 30th, 2026 .

The minimum cash wage for tipped employees will increase to $11.98 per hour when the full $3.02 tip credit is properly used.

Employers should review more than employees currently earning below $15 per hour. The increase could also affect:

Overtime calculations
Tipped employees
Pay differences between new and experienced employees
Staffing markups and billing rates
Customer contracts and pricing
Pay periods that cross September 30th

Businesses should complete their wage-impact reviews by early September to leave enough time to update payroll and communicate any necessary changes.

Visit FloridaCommerce for minimum-wage information

Florida’s Labor Market Shows Slight Improvement

Florida’s unemployment rate decreased from 4.7% in June to 4.6% in July. The state added approximately 4,500 nonfarm jobs during the month, while total employment increased just 0.4% over the previous year.

Industry results were mixed:

Construction employment increased 0.4% year over year.
Education and healthcare employment increased 2.2%.
Financial activities employment declined 2.0%.

These numbers show that Florida’s labor market is improving slightly, but many employers remain cautious about increasing permanent overhead. Recruiting qualified construction and skilled-trade employees may also remain difficult despite slower overall job growth.

MyTown Solutions offers direct-hire, temp-to-hire and flexible workforce solutions to help Florida businesses find qualified employees while choosing the hiring approach that works best for them.

Review Florida labor-market data from the U.S. Bureau of Labor Statistics

What Florida Employers Should Do Now

This week, business owners should focus on four priorities:

Test access to Florida’s new reemployment-tax system.
Identify workers’ compensation policies renewing in early 2027.
Complete minimum-wage impact reviews before September.

Stay Prepared With MyTown Solutions

MyTown Solutions helps Florida businesses simplify:

Payroll and payroll-tax administration
Pay-as-you-go workers’ compensation
Staffing and direct-hire recruiting
Employee benefits
Workforce compliance

Our goal is to help business owners stay informed, reduce administrative headaches and avoid costly surprises so they can focus on operating and growing their businesses.

Contact MyTown Solutions if you would like help preparing for the September 30th minimum-wage increase or reviewing your payroll, workers’ compensation, staffing or employee-benefit needs.

This article is provided for general operational and educational purposes. Legal, tax and compliance decisions should be reviewed with qualified profession als.

Key Changes Florida Employers Should Prepare For

Tue, 18 Aug 2026 15:17:46 GMT

Here’s what Florida business owners need to know.

Florida employers should prepare for several important payroll, wage, hiring and employee-compliance developments. This week’s updates include Florida’s upcoming $15 minimum wage, expanded E-Verify reporting, paid-training requirements and a proposed employee benefit.

Florida’s Minimum Wage Increases to $15 in September 2026

Florida’s minimum wage will increase from $14 to $15 per hour on September 30, 2026 .

The minimum cash wage for tipped employees will also increase from $10.98 to $11.98 per hour when an employer properly uses the full $3.02 tip credit.

Before the new Florida minimum wage takes effect, employers should review:

Current employee pay rates
Payroll and overtime calculations
Pay differences between newer and experienced employees
Tipped-employee and tip-credit records
Staffing rates and customer pricing
Existing contracts and operating budgets
Job postings and employment offers

Employers should also review employees earning slightly more than $15 per hour. The increase could create wage compression between entry-level employees and more experienced team members.

Preparing early can help Florida businesses avoid payroll errors, employee concerns and unexpected increases in labor costs.

New E-Verify Report Requires Careful Review

E-Verify has expanded its Status Change Report to identify certain employee work-authorization documents that may have been invalidated.

This is especially important for Florida private employers with 25 or more employees , which are generally required to use E-Verify for new hires.

A match on the report does not necessarily mean an employee should be terminated immediately. The employee could have another valid form of work authorization. Employers should carefully review the employee’s Form I-9 documentation, follow the proper reverification process and seek qualified immigration counsel when necessary.

Failing to respond appropriately could create unauthorized-employment exposure. However, acting too quickly or requesting specific documents from an employee could also create discrimination concerns.

Florida employers should establish a consistent process for reviewing E-Verify status changes and documenting their response.

Required Training and Orientation Time Must Generally Be Paid

Required orientation, meetings and job-related training generally count as paid working time under federal wage-and-hour rules.

This may include:

New-hire orientation
Workplace safety training
Compliance meetings
Software instruction
Client-site onboarding
Required videos or online training completed from home

Employers should make sure employees clock in before required training begins. Training time must also be included when calculating weekly overtime.

Businesses using temporary or staffing employees should confirm that workers are paid for client-required onboarding, regardless of whether the staffing provider or client is ultimately responsible for the cost.

Even small amounts of unpaid training time can become a significant wage-and-hour issue when the same practice affects multiple employees.

Proposed Employer Benefit: Trump Accounts

Proposed federal rules may eventually allow employers to make tax-free contributions of up to $2,500 annually to Trump Accounts established for employees or their dependents.

If finalized, Trump Accounts could become another voluntary employee benefit that businesses use to support recruiting and employee retention. Employers may be required to create a written plan and follow certain nondiscrimination requirements.

These rules are still proposed. Employers should wait for final guidance before creating a program, promising the benefit to employees or changing payroll procedures.

No Major Florida Workers’ Compensation or OSHA Changes This Week

No significant new Florida workers’ compensation rules or federal OSHA standards affecting Florida employers were finalized this week.

However, employers should continue following existing workplace-safety requirements. Heat exposure, falls, electrical hazards and struck-by incidents remain major concerns for Florida businesses in construction, HVAC, plumbing, electrical work and landscaping.

How MyTown Solutions Helps Florida Employers

MyTown Solutions helps Florida businesses simplify:

Payroll processing
Pay-as-you-go workers’ compensation
Staffing and employee hiring
Employee benefits
Workforce compliance and administration

Our goal is to help Florida business owners stay prepared, reduce administrative headaches and avoid costly surprises so they can focus on operating and growing their businesses.

Have questions about how these developments could affect your company? Contact MyTown Solutions to learn how our payroll, workers’ compensation, staffing and employee-benefit services can help.