Florida pay transparency law: none yet, the 2025 bill that died, and what applies

Florida has no statewide pay transparency law for private employers, as of October 2026. No Florida statute requires a salary range in a job posting, on request or after an interview. The one bill that would have created that duty, House Bill 1619 of 2025, died in a House subcommittee on June 16, 2025, and the Senate's bill search shows no similar bill in the 2026 session. A Florida posting can still be covered by another state's law when the job is remote, and any pay you post must clear Florida's $15.00 minimum wage, in effect from September 30, 2026.

Does Florida require salary ranges in job postings?

No. Part I of chapter 448 of the Florida Statutes, which holds most of Florida's general employment rules, has no posting or range disclosure section, and Florida is not on the list of states in our pay transparency laws by state tracker. A Florida employer may advertise a job with no pay, a single rate, a "starting at" figure or a full range.

What Florida does regulate is the floor. FloridaCommerce says the state minimum wage is $15.00 an hour from September 30, 2026 through December 31, 2027, under the constitutional amendment voters approved in 2020. A posted hourly rate below that for a non-exempt Florida job is a pay problem, not a transparency problem, and it is the one pay figure in a Florida ad that the state checks.

Florida also has no salary history ban; our Florida salary history page covers what that allows and why asking about expectations is still the better habit.

What was House Bill 1619, and could it come back?

House Bill 1619, "Employee Wages and Salary," was filed on February 28, 2025. Its filed text would have created a new section 448.112 for private employers with ten or more employees, with a parallel rule for public employers, and made it unlawful to "fail or refuse to disclose in an advertisement for an employment opportunity, whether public or internal, the wage or wage range for such employment opportunity and a general description of the benefits and other remuneration." It defined a wage range as a minimum and maximum "set in good faith" by reference to a pay scale, the pay of employees in equivalent positions or the budgeted amount. It would also have banned seeking pay history and required employers to tell current employees their range at hire, promotion, transfer and at least annually.

The bill died in the House Industries & Professional Activities Subcommittee on June 16, 2025. In the 2026 session, a search of the Senate's 2026 bill database for "pay transparency," "salary range," "pay range," "wage range" and "salary history" returns no bill. Nothing is pending. HB 1619 is still the best guide to what a Florida rule could look like: a good-faith range plus a general benefits description, internal postings included, which is close to what Maryland already requires (see the Maryland guide).

Can a Florida city or county require pay ranges?

We have not found a Florida city or county that requires private employers to put pay in job ads. Florida already limits local pay rules in one respect. Section 218.077 says a political subdivision "may not establish, mandate, maintain, or otherwise require an employer to pay a minimum wage, other than a state or federal minimum wage," or "to provide employment benefits not otherwise required by state or federal law." The section is about how much employers pay and what benefits they give, not about what they disclose in an ad, so it does not settle whether a disclosure ordinance would survive. Check the local code where the job sits before assuming none applies.

Which other states' laws reach a Florida job posting?

Florida employers post a lot of remote and hybrid roles, and those ads are read in every state at once. Coverage under the posting states' laws follows where the work is done or where the job reports:

• New York covers jobs performed at least in part in New York and jobs "performed outside of New York but reports to a supervisor, office, or other work site in New York" (Labor Law § 194-b). A Tampa remote hire reporting to a New York office is covered.
• Washington treats recruitment "done directly by an employer or indirectly through a third party" as a posting (RCW 49.58.110), so a Florida staffing firm's ad for a Washington client's role counts.

The tests for Colorado, California, Illinois and the rest are compared on pay transparency for remote jobs.

Do federal rules require pay ranges?

• No federal posting rule. The federal contractor "pay transparency" provision only protected pay discussions and never required ranges. It rested on Executive Order 11246, which Executive Order 14173 revoked on January 21, 2025, and the Department of Labor's final rule removed the implementing regulations, including 41 CFR 60-1.35, effective October 26, 2026.
• Pay talk is protected anyway. The NLRB says the National Labor Relations Act protects most private-sector employees who discuss wages, and rules barring it are unlawful.
• Equal pay. The EEOC enforces the Equal Pay Act, which covers virtually all employers. Florida adds its own section 448.07, which prohibits wage rate discrimination based on sex for employers with two or more employees.

What do job boards do with pay information?

Indeed's employer help article offers four pay formats: a fixed amount, a range, a starting amount and a maximum, and shows pay in search results and on job descriptions. Google's job posting structured data lists baseSalary as a recommended property: "the actual base salary for the job, as provided by the employer (not an estimate)." Florida law accepts all four Indeed formats; a range with a real floor and ceiling is the only one that also works in the states that require one. Examples are on our salary range job posting examples page.

What should Florida recruiters and staffing agencies do?

1. Check the pay floor first. From September 30, 2026, any non-exempt Florida rate in an ad should be at least $15.00 an hour.
2. Map every remote posting. List the states the hire may live in and the state of the manager they report to, then apply the strictest rule that reaches the ad.
3. Get the range from the client at intake. Agencies need it for out-of-state rules and for the first call; see pay transparency for staffing agencies.
4. Write ranges you can defend from a pay band, a budget or current pay for the role.
5. Leave pay talk alone in handbooks. Confidentiality clauses about wages are an NLRA risk.
6. Watch the next session. If a bill like HB 1619 is filed again, posting a range and a short benefits line now means nothing changes for you if it passes.

Florida at a glance

More Florida rules: hiring employees in Florida, staffing agency licensing in Florida and new Florida hiring laws for 2027. Neighboring Georgia has no posting law either.