Compliance Stuff

Florida just cleared up a longstanding question for employers facing state-law workplace discrimination claims. E mployers and employees alike now have a clearer, more predictable deadline for when such claims can go to court. Indeed, HB 1407 should reduce the procedural fights that have clouded these cases for years. Some questions remain, however, including how the new deadlines apply to charges already in the pipeline. Here’s what changed, why it matters, and how to handle pending cases until the courts weigh in. How Long Does an Employee Have to Sue? Clarity from Lawmakers: Governor DeSantis recently signed CS/HB 1407 into law, and effective July 1, it amends the Florida Civil Rights Act (FCRA) to spell out exactly how long an employee has to sue after a state discrimination charge runs its course. The new law ends a confusing court split that left employers guessing whether a stale claim was dead or alive, and it aligns with Florida’s broader push to reduce the time and money b...

  Takeaways Expected to begin on 07.01.26, Florida Civil Rights Act civil actions must be filed within firm deadlines. As amended by Florida House Bill 1407, any civil action brought under the Act must commence no later than one year after the date of determination of reasonable cause by the Florida Commission on Human Relations or issuance of a Notice of Right to Sue by the Equal Employment Opportunity Commission, whichever is earlier.  The new law resolves conflicting court rulings and limits prolonged employer exposure to claims under the Act. Related link Florida House Bill 1407 Article Amendments to the Florida Civil Rights Act of 1992 (FCRA) finally provide clear deadlines for pursuing claims under the law and certainty for employers and employees.  House Bill 1407  is pending in the Florida Legislature and, if enacted, would take effect on July 1, 2026. FCRA Background Codified in Chapter 760, Florida Statutes, the FCRA prohibits discrimination in employment b...