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.
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.
Not every business in Florida has the same responsibilities. The law applies differently depending on employer type and size.
All public employers in Florida must use E-Verify. This includes:
If your business works on a public project, E-Verify compliance is required.
Private companies with 25 or more employees must also use E-Verify for new hires. This includes businesses in:
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.
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:
Many employers worry that E-Verify is complicated. In reality, the process is simple once it is part of your normal hiring routine.
Every new employee completes Form I-9. The employer reviews documents that prove identity and work authorization.
After the I-9 is complete, the employer enters the information into the E-Verify system.
E-Verify returns a response, usually right away:
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.
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:
Most employers find these costs are manageable once E-Verify becomes part of their regular hiring process.
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.
Ignoring the Florida E-Verify Law can lead to serious consequences. Florida takes compliance seriously, especially for public employers and contractors.
Possible penalties include:
Even unintentional mistakes can cause problems if proper procedures are not followed.
Many compliance issues come from simple oversights, not bad intent. Some common mistakes include:
Clear training and written procedures can help avoid these issues.
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:
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.
Staffing agencies help businesses stay compliant by handling many hiring steps upfront. This is especially helpful for companies that need workers quickly.
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.
Staying compliant with the Florida E-Verify Law does not have to be stressful. These steps can help keep your process smooth:
Businesses that hire frequently may benefit from working with a staffing partner or using automated HR tools.
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.
No. Public employers and private businesses with 25 or more employees must comply. Smaller private employers are not required but may choose to participate.
The E-Verify system is free. There are no federal fees. Most costs come from staff time and internal processes.
E-Verify must be completed within three business days of the employee’s start date.
The worker must be notified and given a chance to resolve the issue. Employers cannot take action against the employee during this time.
Yes. Staffing agencies must verify their employees, which helps protect both the agency and the client company.
Yes. Florida agencies can audit employers. Proper records are key to avoiding penalties.
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.