Hiring in Florida looks a little different today than it did a few years ago. One of the biggest changes employers face is the Florida E-Verify Law. This law affects how businesses confirm that new hires are legally allowed to work in the United States.
If you hire workers in Florida, especially in construction, skilled trades, manufacturing, or staffing, this law matters to you. In this guide, we will explain what the Florida E-Verify Law requires, who must follow it, what happens if you do not, and how to stay compliant without slowing down your hiring process. We will also answer a common question many employers ask, how much does E-Verify cost, and what that means in real terms for your business.
What Is the Florida E-Verify Law?
The Florida E-Verify Law requires certain employers to use the federal E-Verify system when hiring new employees. E-Verify is an online tool run by the Department of Homeland Security and the Social Security Administration. It compares the information from a worker’s Form I-9 with government records to confirm work eligibility.
Florida expanded its E-Verify requirements to increase accountability and reduce unauthorized employment. This change is especially important in industries with high labor demand, like construction and skilled trades.
Who Must Follow the Florida E-Verify Law?
Not every business in Florida has the same responsibilities. The law applies differently depending on employer type and size.
Public Employers and Contractors
All public employers in Florida must use E-Verify. This includes:
- State agencies
- City and county governments
- Public schools
- Any company working on public contracts
If your business works on a public project, E-Verify compliance is required.
Private Employers With 25 or More Employees
Private companies with 25 or more employees must also use E-Verify for new hires. This includes businesses in:
- Construction
- Manufacturing
- Warehousing
- Staffing and labor services
- Transportation and logistics
Private employers with fewer than 25 employees are not required to use E-Verify at this time. Some still choose to use it to stay consistent and reduce risk.
Which Employees Must Be Verified?
The Florida E-Verify Law applies only to new hires. Employers do not need to verify workers who were hired before the law went into effect.
Here are a few important rules to remember:
- E-Verify must be completed within three business days of the employee’s start date
- Form I-9 must be completed first
- Existing employees do not need to be reverified
- Independent contractors are not usually included, but misclassification can still cause problems
How the E-Verify Process Works
Many employers worry that E-Verify is complicated. In reality, the process is simple once it is part of your normal hiring routine.
Step 1: Complete Form I-9
Every new employee completes Form I-9. The employer reviews documents that prove identity and work authorization.
Step 2: Enter Information Into E-Verify
After the I-9 is complete, the employer enters the information into the E-Verify system.
Step 3: Review the Result
E-Verify returns a response, usually right away:
- Employment Authorized
- Tentative Nonconfirmation
- Final Nonconfirmation
E-Verify represents just one component of a thorough employment verification strategy that includes background checks, skills assessment, and credential validation.
If a tentative non confirmation happens, the employee must be notified and given a chance to fix the issue.
How Much Does E-Verify Cost?
How Much Does E-Verify Cost for Employers?
A very common question is how much does E-Verify cost. The short answer is that E-Verify itself is free. There are no sign up fees, monthly fees, or per employee charges from the federal government.
That said, employers may still have indirect costs, such as:
- Time spent completing forms
- Training staff on proper procedures
- Keeping records organized
- Using HR or payroll software
Most employers find these costs are manageable once E-Verify becomes part of their regular hiring process.
How Much Does E-Verify Cost for Staffing Companies?
For staffing agencies, the cost is mainly operational. Verifying large numbers of workers requires trained staff and strong systems. While this takes effort, it protects clients and workers by keeping compliance in place from day one.
Penalties for Not Following the Florida E-Verify Law
Ignoring the Florida E-Verify Law can lead to serious consequences. Florida takes compliance seriously, especially for public employers and contractors.
Possible penalties include:
- Fines from state agencies
- Suspension or loss of business licenses
- Loss of eligibility for public contracts
- Contract termination
- Increased risk during audits
Even unintentional mistakes can cause problems if proper procedures are not followed.
Common E-Verify Compliance Mistakes
Many compliance issues come from simple oversights, not bad intent. Some common mistakes include:
- Missing the three day verification deadline
- Not enrolling in E-Verify when required
- Handling tentative nonconfirmations incorrectly
- Incomplete or inconsistent I-9 records
- Using outdated hiring processes
Clear training and written procedures can help avoid these issues.
Why the Florida E-Verify Law Is Important for Construction Employers
Construction employers feel the impact of the Florida E-Verify Law more than many other industries. Job sites move fast, deadlines matter, and labor needs can change daily.
Construction companies must manage:
- Tight project timelines
- Skilled labor shortages
- Safety and OSHA requirements
- State and federal compliance rules
Construction companies facing tight labor markets need strategic hiring approaches that balance speed with compliance requirements.
One compliance issue can delay a project or put a contract at risk.
How Staffing Agencies Support E-Verify Compliance
Staffing agencies help businesses stay compliant by handling many hiring steps upfront. This is especially helpful for companies that need workers quickly.
Benefits of Using a Staffing Partner
- Workers are verified before arriving on site
- Hiring moves faster
- Compliance steps are handled correctly
- Payroll and taxes are managed
- Risk of penalties is reduced
Beyond E-Verify management, construction staffing services provide comprehensive workforce solutions that address scheduling flexibility, skill gaps, and project scalability.
Tower Eight Staffing supports Florida employers by providing pre screened workers who are ready to work and properly verified.
Best Practices for Staying Compliant
Staying compliant with the Florida E-Verify Law does not have to be stressful. These steps can help keep your process smooth:
- Use a standard hiring checklist
- Train hiring managers regularly
- Track verification deadlines
- Store records securely
- Review procedures each year
Businesses that hire frequently may benefit from working with a staffing partner or using automated HR tools.
Frequently Asked Questions About Florida E-Verify Law
What is the Florida E-Verify Law?
The Florida E-Verify Law requires certain employers to use the E-Verify system to confirm that new hires are authorized to work in the United States.
Does every employer in Florida need to use E-Verify?
No. Public employers and private businesses with 25 or more employees must comply. Smaller private employers are not required but may choose to participate.
How much does E-Verify cost?
The E-Verify system is free. There are no federal fees. Most costs come from staff time and internal processes.
How soon must E-Verify be completed?
E-Verify must be completed within three business days of the employee’s start date.
What happens if a worker gets a tentative nonconfirmation?
The worker must be notified and given a chance to resolve the issue. Employers cannot take action against the employee during this time.
Are staffing agencies required to follow the Florida E-Verify Law?
Yes. Staffing agencies must verify their employees, which helps protect both the agency and the client company.
Can businesses be audited for E-Verify compliance?
Yes. Florida agencies can audit employers. Proper records are key to avoiding penalties.
Florida E-Verify Law and Smart Hiring Decisions
The Florida E-Verify Law plays a major role in how employers hire today. Understanding the rules helps you avoid penalties, protect your business, and keep your workforce moving.
For construction companies and skilled trade employers, working with a staffing partner that understands Florida hiring requirements can save time and reduce risk. Tower Eight Staffing helps businesses meet labor needs while staying aligned with the Florida E-Verify Law.
If you have questions about E-Verify or need help staffing your next project, contact us for more information or explore our staffing solutions today.
This article was originally published on November 6, 2023 and has been updated on January 1, 2026 to provide the most accurate and relevant information.