Salary Transparency Laws in Florida: What Employers Must Disclose

Last reviewed: June 2026

Quick Answer

Florida has no state-level salary transparency law requiring employers to disclose salary ranges. Federal law similarly does not mandate salary disclosure by private employers, though the Biden Executive Order 14026 encourages federal contractors to provide pay transparency. Florida employers may voluntarily disclose salaries but are not legally required to do so under state or federal law.

Key Facts

•Florida has no state-level salary transparency law requiring employers to disclose salary ranges.
•Federal law similarly does not mandate salary disclosure by private employers, though the Biden Executive Order 14026 encourages federal contractors to provide pay transparency.
•No salary transparency filing deadlines apply in Florida.

Federal Law: The Baseline

No federal law currently requires private employers to disclose salary ranges to employees or job applicants. However, Executive Order 14026, signed in April 2021, requires federal contractors and subcontractors with 50+ employees to provide compensation information to employees and job applicants for certain positions, effective March 23, 2023. The FLSA (29 U.S.C. § 206 et seq.) sets minimum wage requirements but does not require salary disclosure. The EEOC enforces pay discrimination laws under Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e), the Equal Pay Act (29 U.S.C. § 206(d)), and the Age Discrimination in Employment Act (29 U.S.C. § 623), which prohibit pay discrimination based on protected characteristics but do not require upfront disclosure of salary ranges. The Department of Labor enforces the Executive Order requirements for federal contractors. Private employers remain free to keep salaries confidential absent a specific contractual or legal obligation to disclose them.

Florida Law: What's Different

Florida does not have a state-specific salary transparency law comparable to those enacted in California, New York, or Colorado. Florida Statutes do not require employers to disclose salary ranges in job postings or to employees. Unlike California Government Code § 8200 (requiring disclosure of compensation for open positions) or New York General Business Law § 740 (requiring salary ranges in job postings statewide), Florida imposes no statutory duty on private employers to disclose compensation information. Florida law does protect employees' right to discuss wages under Fla. Stat. § 440.105(2), which prohibits retaliation for discussing wages or union-related activities in the workers' compensation context, but this does not create an affirmative duty to disclose salaries. Employers with government contracts or those receiving public funding may face additional disclosure requirements, but these are governed by the specific contract terms or funding conditions, not by a comprehensive state law. Florida employers covering fewer employees may avoid federal contractor pay transparency rules entirely, making salary disclosure entirely voluntary for most Florida private sector employers.

Key Numbers & Thresholds

No salary transparency filing deadlines apply in Florida. No employer size threshold triggers salary disclosure requirements in Florida state law. No federal contractor pay transparency requirement applies to employers with fewer than 50 employees. Federal Executive Order 14026 applies to federal contractors and subcontractors with 50+ employees as of March 23, 2023. No compensation cap or minimum disclosure dollar threshold exists in Florida law.

Exceptions & Special Cases

Florida employers are not required to disclose salary information under state law, so no exceptions to a non-existent requirement apply. However, certain narrow situations do involve disclosure obligations: (1) Employers with federal contracts subject to Executive Order 14026 must provide pay transparency to employees and applicants for federal contract positions with 50+ employees; (2) Public sector employers (government agencies) may be subject to different transparency requirements under public records laws and sunshine laws (Fla. Stat. § 119.01 et seq.), which allow disclosure of certain employment records; (3) Employers cannot discriminate in pay based on protected characteristics (race, color, religion, sex, national origin, age, disability, genetic information) under federal law, but the burden is on the employee to prove pay discrimination, not on the employer to disclose; (4) Collective bargaining agreements may require salary disclosure to union members, but this is contractual, not statutory; (5) Employees cannot be retaliated against for discussing wages under Fla. Stat. § 440.105, but this protects the right to discuss, not the right to demand disclosure. At-will employment remains the default in Florida (Fla. Stat. § 34.01), and employers retain broad discretion to set and keep compensation confidential absent a contractual promise, union agreement, or applicable federal contractor requirement.

What to Do If Your Rights Are Violated

Since Florida does not require salary transparency, an employer cannot 'violate' a salary transparency law. However, if you believe you are paid less than a coworker due to discrimination, follow these steps:

**Step 1: Document Everything.** Keep copies of job postings you applied for, your offer letter or employment contract, your pay stubs, and any communications about your compensation. Document the names, job titles, and pay of coworkers if you learn this information through conversations or public sources (e.g., public records for government employers). Save emails, text messages, and performance reviews that may show pay decisions. Create a timeline with dates of pay changes, promotions, and related events. Do not access private payroll systems or confidential records without authorization, as this may expose you to legal risk.

**Step 2: Attempt Internal Resolution (Optional but Advisable).** Request a private meeting with HR or your manager to discuss your compensation and ask about the basis for pay decisions. Ask in writing (email) why your pay is lower than peer positions or whether cost-of-living adjustments or market-rate reviews are conducted. Keep copies of this communication. An internal complaint creates a paper trail and may prompt a review, though it does not trigger a legal duty to disclose.

**Step 3: File with the EEOC if Pay Discrimination Is Involved.** If you believe the pay disparity is based on a protected characteristic (race, color, religion, sex, national origin, age 40+, disability, or genetic information), file a charge of discrimination with the Equal Employment Opportunity Commission. In Florida (a non-deferral state), you have 180 days from the unlawful act to file. Visit www.eeoc.gov or call 1-800-669-4000 to locate your nearest EEOC office in Florida (offices in Miami, Tampa, Jacksonville, and Orlando). Provide your name, employer name and address, description of the alleged discrimination, protected characteristic involved (e.g., sex, age, race), and names of affected employees if known. The EEOC will issue a charge number and begin investigation within 180–240 days.

**Step 4: Understand the EEOC Investigation.** The EEOC investigator will contact your employer, request payroll records, job descriptions, and hiring/promotion documentation. You may be asked for additional details. The investigation typically takes 180–240 days. If the EEOC finds reasonable cause to believe discrimination occurred, it will attempt conciliation. If conciliation fails, the EEOC may file suit or issue a Right to Sue letter (allowing you to pursue a civil lawsuit).

**Step 5: Consult an Employment Attorney.** Before filing with the EEOC, consider consulting an employment law attorney, particularly if you have documentation of pay discrimination. An attorney can evaluate whether your case involves protected discrimination, help gather evidence, and represent you before the EEOC and in court. Many employment attorneys work on contingency (no upfront cost; they take a percentage of recovery), making initial consultation affordable.

Relevant Agency

Equal Employment Opportunity Commission (EEOC) – Miami District Office

https://www.eeoc.gov/field-office/miami

1-800-669-4000

If you believe you're experiencing pay discrimination in Florida, an employment law attorney can evaluate your case and help maximize your recovery.

Get notified when employment law changes

Laws change every year. We'll email you when something changes that affects this topic.

Frequently Asked Questions

Can my Florida employer legally keep salaries secret and refuse to tell me what coworkers earn?

Yes, under Florida law and federal law, private employers have no legal duty to disclose salaries to employees or to allow employees to discuss pay. However, employees have a protected right to discuss wages and working conditions with coworkers under the National Labor Relations Act (29 U.S.C. § 157) and Fla. Stat. § 440.105. Employers cannot punish or retaliate against you for discussing pay with coworkers. The lack of a transparency requirement means employers are not required to volunteer salary information, but they cannot prevent you from voluntarily sharing your own pay or from asking coworkers what they earn. If you suspect a pay gap exists, you can file a pay discrimination charge with the EEOC if the gap is tied to a protected characteristic like sex, race, or age.

If I apply for a job in Florida, does the employer have to tell me the salary range before I interview?

No, Florida law does not require employers to disclose salary ranges in job postings or to applicants before an interview or offer. Unlike California (Gov. Code § 8200) and New York (Gen. Bus. Law § 740), which mandate salary range disclosure in job postings, Florida has no such requirement. However, some large employers and federal contractors voluntarily post salary ranges to attract talent. If you are interviewing, you have the right to ask the employer about the salary range, and most employers will share it during the interview or offer stage. If you receive an offer, you can always negotiate before accepting. Federal contractors (with 50+ employees working on federal contracts) must provide pay information internally but are not required to post ranges in ads.

What should I do if I discover I'm paid significantly less than a male coworker doing the same job in Florida?

If you believe the pay gap is based on sex or another protected characteristic (race, age 40+, disability, religion, national origin), file a charge of discrimination with the EEOC. You have 180 days from the date of the last discriminatory paycheck to file (the 'unlawful act' is typically the ongoing lower pay, not just the initial hiring decision). Document your job duties, performance reviews, and any communications showing you do the same work. The Equal Pay Act (29 U.S.C. § 206(d)) prohibits pay discrimination based on sex for substantially equal work; you do not need to prove intent, only that men in substantially similar roles earn more. Contact the EEOC at 1-800-669-4000 or visit www.eeoc.gov. Also consult an employment attorney, as pay discrimination cases often require wage analysis and expert testimony. If the EEOC finds reasonable cause, you may recover back pay, liquidated damages (equal to back pay), and attorney fees.

Are federal contractors in Florida required to disclose salary information to employees or applicants?

Federal contractors and subcontractors with 50 or more employees are required to provide compensation information to employees and job applicants for positions related to federal contracts, effective March 23, 2023, under Executive Order 14026. This includes disclosing the minimum and maximum salary or salary range for a job opening, as well as the salary band or range for open positions. If you work for a federal contractor in Florida (e.g., defense contractor, IT services firm, construction company with federal contracts), the contractor must provide pay information internally. However, this requirement applies only to federal contractors and does not extend to private employers without federal contracts. If your employer claims to be a federal contractor but refuses to provide pay transparency, file a complaint with the Department of Labor's Wage and Hour Division.

Can my employer in Florida punish me for discussing my salary with coworkers or asking a coworker how much they earn?

No, your employer cannot legally retaliate against you for discussing wages or asking coworkers about their pay. The National Labor Relations Act (29 U.S.C. § 157) protects the right to discuss wages, hours, and working conditions, regardless of union membership. Additionally, Fla. Stat. § 440.105 prohibits retaliation for discussing wages in the workers' compensation context. If an employer fires, disciplines, demotes, or reduces hours in retaliation for pay discussions, you can file a charge with the EEOC or NLRB (National Labor Relations Board). Retaliation is illegal and is easier to prove than pay discrimination itself—you only need to show that you engaged in protected activity (discussing pay) and suffered an adverse employment action. Document any discipline or negative change in employment status following a pay discussion, and contact an employment attorney or the NLRB immediately if retaliation occurs.

Sources & References

U.S.C. § 206
U.S.C. § 2000e)
U.S.C. § 206(d))
U.S.C. § 623)
or Colorado. Florida Statutes do not require employers to disclose salary ranges in job postings or to employees. Unlike California Government Code § 8200
U.S.C. § 157)

Informational only. Not legal advice. Laws change — always verify with a licensed attorney.

Editorial standards: This guide is reviewed against primary government sources and cites 6 statutes. Last reviewed June 2026. Scheduled for re-verification by June 2027.

See our editorial policy for how content is created and verified, or report an inaccuracy.