Florida HB 433 (2024) preempts local paid sick leave, predictive scheduling, and heat-illness rules statewide. Tampa cannot mandate private employer paid time off, leaving federal FMLA and any voluntary employer policies as the only paid-leave protections.
House Bill 433 (2024), codified at Florida Statute 218.077 and FS 448.111, expanded state preemption to cover paid leave, scheduling, and workplace heatness rules. Tampa cannot require private employers to provide paid sick days, vacation, predictive scheduling notices, or outdoor heat-illness protections beyond OSHA standards. The 2024 law was passed in part in response to Miami-Dade and Hillsborough proposals for outdoor worker heat protections critical for Tampa's construction and hospitality sectors. Federal Family and Medical Leave Act remains available for unpaid leave at qualifying employers.
Because Tampa cannot enforce local paid leave rules, employees must rely on FMLA, employer voluntary policies, or short-term disability. Wage-and-hour violations of voluntary policies can be pursued through Florida contract law.
See how Tampa's paid leave preemption rules stack up against other locations.
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