Labor Law Lawyers: Employment Law in Orlando, FL

Introduction: Why Orlando Workers Need a Local Employment Law Guide

Orlando, Florida is best known for its world-class theme parks, thriving hospitality sector, and rapidly expanding technology corridor stretching from Lake Nona’s Medical City to the University of Central Florida’s Research Park. More than 1.3 million people live in the Orlando–Kissimmee–Sanford metropolitan area, and tens of thousands commute daily to hotels, restaurants, aerospace facilities, hospitals, and logistics hubs. Despite steady economic growth, employees across Central Florida still face discrimination, unpaid wages, wrongful termination, and retaliation. Understanding how state and federal statutes intersect—and how to take timely action—can tilt the balance of power back toward workers.

This comprehensive guide explains Florida’s at-will employment doctrine, highlights key protections under the Florida Civil Rights Act (FCRA), Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA), and other laws, and walks Orlando employees step-by-step through filing complaints with the Equal Employment Opportunity Commission (EEOC) and the Florida Commission on Human Relations (FCHR). Whether you clock in at Orlando International Airport (MCO), serve guests on International Drive, or write code for a Lake Mary fintech start-up, the information below equips you to recognize violations and pursue your rights.

Understanding Your Employment Rights in Florida

At-Will Employment and Its Exceptions

Florida follows the at-will employment doctrine, meaning an employer can terminate an employee for any lawful reason, or no reason at all, and an employee may resign the same way. However, employers cannot fire or discipline employees for illegal reasons such as discrimination, retaliation, or refusal to engage in unlawful activity. Common exceptions include:

• Discrimination: Termination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40+), disability, or marital status violates Title VII (42 U.S.C. § 2000e) and Fla. Stat. § 760.01–760.11.

• Wage and Hour Complaints: Firing an employee for reporting unpaid overtime under the FLSA’s anti-retaliation provision (29 U.S.C. § 215(a)(3)).

• Whistleblower Protections: Florida’s Public & Private Sector Whistle-blower Acts (Fla. Stat. §§ 112.3187 and 448.102) prohibit retaliation against workers who disclose employer misconduct.

• Workers’ Compensation: Fla. Stat. § 440.205 bars dismissal for filing a workers’ compensation claim.

Key Federal and Florida Statutes for Orlando Employees

• Florida Civil Rights Act (FCRA): Applies to employers with ≥15 employees and mirrors Title VII plus marital status protection.

• Title VII of the Civil Rights Act of 1964: Bars discrimination in hiring, firing, compensation, and other terms of employment.

• Fair Labor Standards Act (FLSA): Requires payment of minimum wage ($7.25 federal; Florida’s 2024 rate is $13.00) and overtime at 1.5× regular rate for hours >40 in a workweek.

• Americans with Disabilities Act (ADA): Mandates reasonable accommodations for qualified individuals with disabilities.

• Family and Medical Leave Act (FMLA): Provides eligible employees up to 12 weeks of unpaid, job-protected leave.

Statutes of Limitations (How Long You Have to File)

• EEOC Charge (Title VII, ADA, ADEA): 300 days from the discriminatory act when state law also covers the claim (FCRA does), so Orlando workers get the longer 300-day window.

• Florida Commission on Human Relations (FCRA): 365 days from the discriminatory act.

• FLSA Unpaid Wages: 2 years (3 years for willful violations) from each underpaid paycheck. 29 U.S.C. § 255.

• Florida Whistle-blower Act: 2 years after the retaliatory action (Fla. Stat. § 448.103).

Common Employment Law Violations in Florida

1. Wage and Hour Violations

Tourism and hospitality giants in Orlando rely on hourly workers—servers, ride operators, hotel housekeepers—who frequently report unpaid overtime or tip-credit misuse. Florida’s Constitution mandates an annual minimum-wage adjustment; as of September 30, 2024, the state minimum wage is $13.00 per hour ($8.98 for tipped employees). When an employer takes a tip credit, they must ensure tipped workers’ total earnings equal at least $13.00/hour or pay the difference.

Other frequent FLSA missteps include classifying employees as independent contractors or exempt from overtime without meeting the salary basis and duties tests.

2. Discrimination and Harassment

In 2020, the EEOC’s Miami District Office—which covers Orlando—received over 5,000 discrimination charges. The most common bases were retaliation, disability, and sex discrimination. Theme-park operators and tech firms alike must offer equal treatment in hiring, promotions, and discipline.

3. Retaliation

Retaliation is the number-one charge filed with the EEOC nationwide. In Florida, employers may not punish workers for filing a complaint, participating in an investigation, requesting accommodation, or testifying on behalf of a coworker. Adverse actions can include reduced hours, schedule changes, demotion, or termination.

4. Wrongful Termination

Because Florida is at-will, wrongful termination claims must tie the firing to an illegal motive or protected activity—such as age bias, disability discrimination, or whistle-blowing. Workers who can show a causal link between the protected activity and dismissal may recover lost wages and, under some statutes, punitive damages.

Florida Legal Protections & Employment Laws

Florida Civil Rights Act (FCRA)

The FCRA (Fla. Stat. § 760) prohibits discrimination based on race, color, religion, sex, pregnancy, national origin, age, handicap, or marital status, and applies to employers with 15 or more employees. The FCRA closely mirrors Title VII but adds marital status and offers a one-year filing window with the FCHR. Successful claimants may obtain back pay, reinstatement, compensatory damages (up to $300,000 for large employers), and attorney’s fees.

Title VII of the Civil Rights Act

Title VII (42 U.S.C. § 2000e) imposes nationwide standards. After receiving a Notice of Right-to-Sue from the EEOC, an employee has 90 days to file a civil lawsuit in federal court. Orlando employees often litigate in the U.S. District Court for the Middle District of Florida, Orlando Division.

Fair Labor Standards Act (FLSA)

Under the FLSA, Florida employees are entitled to:

• Minimum Wage: $13.00 as of 2024 (state rate supersedes federal).

• Overtime: 1.5× regular rate for hours worked beyond 40 in a workweek for non-exempt employees.

• Record-Keeping: Employers must maintain payroll records for at least three years.

Workers can sue individually or as a collective action; liquidated (double) damages are presumptively available unless the employer shows good faith.

Americans with Disabilities Act (ADA)

The ADA (42 U.S.C. § 12101) requires employers with ≥15 employees to provide reasonable accommodations (e.g., schedule flexibility, assistive devices) unless doing so causes undue hardship. In Orlando’s theme-park context, accommodations can include modified ride operator duties or alternate break schedules during high-heat months.

Florida Whistle-blower Acts

• Public Sector (Fla. Stat. § 112.3187): Protects state or local government employees.

• Private Sector (Fla. Stat. § 448.102): Covers private employers with ≥10 employees.

Remedies include reinstatement, back pay, and attorney’s fees.

Steps to Take After Workplace Violations

• Document Everything Keep copies of pay stubs, performance reviews, emails, text messages, and witness names. Under the National Labor Relations Act (NLRA), most workplace communications regarding working conditions are protected.

• Review Employer Policies Your employee handbook may contain internal complaint procedures you must exhaust first.

• File an Internal Complaint Submit a written complaint to HR or an ethics hotline. Retain a dated copy.

• Contact a Government Agency For discrimination, file with the FCHR or EEOC. For wages, contact the U.S. Department of Labor (DOL) or file a civil action.

• Meet With an Employment Attorney An attorney can evaluate claims, preserve evidence, and calculate damages.

• Observe Filing Deadlines Missing the statute of limitations can bar your claim; speak with counsel promptly.

When to Seek Legal Help in Florida

Contact a licensed Florida employment lawyer when:

• You receive a Right-to-Sue notice from the EEOC or FCHR.

• You are asked to sign a severance agreement waiving discrimination or wage claims.

• You believe retaliation is imminent (e.g., negative performance reviews after complaints).

• You suspect a class-wide violation such as off-the-clock work in a resort department.

Florida attorneys must be admitted to The Florida Bar and follow Rule 4-1.5 regarding fees. Many employment lawyers take wage and discrimination cases on a contingency basis, advancing costs until recovery.

Local Resources & Next Steps

EEOC Miami District Office (Orlando Field Location): Orlando Intake Site, 400 W. Washington St., Orlando, FL 32801.

• Florida Commission on Human Relations: 4075 Esplanade Way, Room 110, Tallahassee, FL 32399.

• CareerSource Central Florida: 390 N. Orange Ave., Suite 700, Orlando, FL 32801. Offers job training and wage recovery referrals.

• Orange County Clerk of Courts – Civil Division: 425 N. Orange Ave., Orlando, FL 32801. File state-court complaints here.

• U.S. District Court, Middle District of Florida, Orlando Division: 401 W. Central Blvd., Orlando, FL 32801.

Helpful External References

EEOC – Types of Discrimination Florida Department of Economic Opportunity U.S. Department of Labor – FLSA Guidance Florida Commission on Human Relations The Florida Bar – Hiring a Lawyer

Legal Disclaimer

This guide provides general information for educational purposes only and is not legal advice. Laws change, and application varies by circumstance. For specific guidance, consult a licensed Florida employment attorney.

If you experienced workplace discrimination, wrongful termination, or wage violations, call Louis Law Group at 833-657-4812 for a free case evaluation and employment consultation.