Yes. In the Sunshine State, an employer can deduct employees’ wages when mistakes are made on the job. Wage deductions are little sums deducted from employees’ paychecks.

Note that the regulations regarding employee wage deductions are specifically defined by federal law, Florida lacks a state law governing employee wage deductions, and this entails that employers can bill you for errors as long as you are still making above minimum wage.

There are no wage deduction laws in Florida, rather Florida law refers to the federal Fair Labor Standards Act (FLSA). Employers are able to make payroll deductions within certain situations under this law. This basically indicates that an employer may legally defer or subtract wages from an employee’s paycheck.

However, as previously stated, these deductions cannot be collected from an employee’s paycheck if doing so would mean that the employee would make less than the minimum wage (if the employee is protected by the Fair Labor Standards Act).

What Can You Deduct From an Employee’s Paycheck?

As previously stated, there are no particular or general wage deduction laws in Florida. Nonetheless, here are some basic things an employer in Florida can deduct from an employee’s paycheck.

  1. Deductions for Uniforms

Employers could take the expense of a uniform (such as the expense of getting it washed and ironed) out of an employee’s paycheck under federal law; however, they have to ensure that the worker’s wages after the deduction do not drop below the minimum wage.

Keep in mind that employers in Florida may demand workers to purchase or compensate for a uniform with a company logo or that is inappropriate to be worn outside of the work environment. However, some other states restrain employers from charging staff members for uniforms. Uniforms are considered a valid business expense in these states and therefore must be incurred by the employer.

  1. Deductions to Pay Back a Debt

Note that if a worker owes the company money—say, for a cash advance—the company is legally permitted in  Florida to deduct money from the employee’s paycheck to reimburse itself back, regardless of whether the employee’s earnings fall below minimum wage. It’s also worth noting that the Sunshine State does not forbid or restrict paycheck deductions for debts owed to the employer. In some other states, rules and regulations may force employers to first obtain the employee’s approval to withdraw this money on a duly signed form.

  1. Deductions for Tools and Equipment

Have it in mind that employers in the Sunshine State may mandate workers pay for work tools as long as they earn above the minimum wage. Nonetheless, withholding money from an employee’s paycheck for this particular purpose can lead to possible litigations. In some states, employers provide all materials and tools necessary to carry out the project so that employees would not have to pay anything.

  1. Deductions for Accommodation and Food

Have it in mind that employers could very well deduct the money that was used to provide employees with accommodation and meals, even though this can make the employee to earn much less than minimum wage.

Employers can deduct food and accommodation only when they are supplied chiefly for the worker’s gain and if it is common practice in the sector to offer these components to staff members. The employer can only claim back the feasible cost of providing the items, not the price it usually bills the general public.

  1. Deductions for Cash Machine Shortages and Breakage

Some employers charge workers for broken items or checkout counter drawer shortfalls. Business owners in Florida can start charging employees for such losses under federal law as long as the individual is still going to earn at least the minimum wage. A few states encourage firms to first obtain written permission from staff members before subtracting the cost of broken goods or cash machine shortfalls from their paychecks.

A few other states permit those same deductions only after the employee concedes responsibility for the damage or shortfall. These expenses can be transferred to staff members only if the employer can demonstrate that the worker behaved improperly, intentionally, or negligently.