Miami-Dade cannot mandate paid sick leave or predictable scheduling for private employers. House Bill 433 (2024) preempts all local employment benefits, hours, scheduling, and leave standards to the state, voiding any past or future county or city ordinances.
Florida House Bill 433 took effect July 2024 and broadened preemption under FL §218.077 and a new §448.815. Counties and cities may not require employers to provide paid sick leave, paid family leave, predictable scheduling, predictive notice of shifts, or wage theft remedies beyond state law. Miami-Dade had a Wage Theft Ordinance (Chapter 22) predating the preemption that survived because it provides a remedy rather than a benefit, but new local benefit mandates are blocked. Federal FMLA still requires unpaid leave for covered employers. Employers offering paid leave do so voluntarily. The county Living Wage Ordinance covers contractors only.
Local ordinances violating preemption are unenforceable and may be challenged in court. Employers facing local paid-leave demands should follow only state and federal law and the Living Wage if a county contract applies.
See how Doral's paid leave preemption rules stack up against other locations.
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