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Easing teen labor restrictions
Among the new state employment laws that took effect this month, one of the more controversial is House Bill 49, which allows 16- and 17-year-olds to work more than 30 hours per week when school is in session, if they have permission from a parent, guardian or high school principal. The new law also allows teens to work more than eight hours on Sundays and holidays when school is the next day, but it still imposes other restrictions for 16- and 17-year-olds, including requiring a 30-minute meal break after four hours of work.
HB 917, another bill addressing teen labor rights, allows 16- and 17-year-olds to perform some construction jobs with supervision, but not at heights above 6 feet. Employers should be vigilant about complying with the new state legislation as well as the Fair Labor Standards Act, which says that violators of federal child labor laws could face stiff penalties of up to $10,000 per worker and criminal prosecution.
Employment after retirement
State lawmakers this year also voted to allow public retirees with pensions from the Florida Retirement System (FRS) to return to work for any FRS employer and receive both compensation and retirement benefits within six months. Under HB 151, FRS retirees who meet the definition of “termination” may now draw both FRS benefits and a salary from an FRS employer six months after retirement. Previously, the required time to establish termination was a year.
Looking ahead, HB 151 closes the Florida Retirement System Preservation of Benefits Plan to new members beginning July 1, 2026.
Preemption of local heat protections for outdoor workers
Florida employers also should know that cities and counties statewide may no longer impose their own heat protection rules on businesses. House Bill 433 bars local-level heat protection standards for private-sector workers beyond state or federal law. The bill could open the door to new state-level heat protections because Florida currently does not have any.
Staying abreast of the latest developments in employment law can be a daunting task for any business leader in Florida. These recent changes make it even more critical for employers to review their workplace policies to stay compliant and avoid litigation and fines without sacrificing their corporate culture or business goals.
Katie Molloy and Cayla Page are labor and employment attorneys in Greenberg Traurig’s Tampa office. Contact them at molloyk@gtlaw.com and pagec@gtlaw.com.