Labor Laws
How Florida’s New Immigration Law Impacts Your Business
Learn about Florida's new immigration law on businesses, including mandatory E-Verify usage and stricter penalties applicable.
Labor Laws
Learn about Florida's new immigration law on businesses, including mandatory E-Verify usage and stricter penalties applicable.
Marcos Lopez
HR Consultant
21 of June, 2023
As an HR manager or business owner in Florida state, you need to understand how Florida’s new immigration law will impact your operations and bottom line. The law, set to take effect July 1, requires all businesses to use the federal E-Verify system to check the eligibility of new hires and mandates stiffer penalties for knowingly hiring undocumented immigrants.
While proponents argue the law will open up more jobs for citizens and legal residents, critics counter that it will damage the economy by depriving key industries like agriculture and construction of much-needed labor.
Regardless of your view on the underlying issues, the practical implications for your business are significant. You will have to invest time and resources to implement the new requirements and navigate the complexities of federal employment verification processes. Failure to do so could result in hefty fines and even the loss of your business license.
The new immigration law brings challenges and costs, but also an opportunity to strengthen your recruitment practices and build a more sustainable workforce. The key is understanding how this law affects your unique situation and taking appropriate action. The following article will provide an in-depth analysis to help you do just that.
As an HR manager or business owner in Florida, it is critical to understand the state’s new immigration law and how it impacts your company.
Effective July 1, 2023, all public and private employers will be required to use the E-Verify system to confirm the eligibility of new employees to work in the U.S. This means that within 3 business days of hiring a new employee, employers must submit information from the employee’s Form I-9 to E-Verify to determine work authorization. If E-Verify cannot confirm authorization, the employee must correct any errors within 10 business days to remain employed.
By understanding your obligations under the new law and preparing now to make necessary changes, you can implement a smooth process for staying compliant with all immigration regulations regarding employment eligibility verification going forward. The key is acting fast to adapt your systems and workflows to this important new requirement.
To ensure your hiring and onboarding processes comply with Florida’s new immigration laws, there are several steps you must take:
By taking these steps, you can feel confident your hiring and onboarding procedures fully comply with Florida’s new immigration regulations. Ensuring you have the proper documentation for all employees is critical for maintaining compliance and avoiding potential legal issues. With the help of HR software and legal guidance, you can efficiently adapt your policies to these new requirements.
HR software can help businesses stay compliant with Florida’s new immigration law.
As Florida implements new immigration legislation, HR managers must ensure their hiring and employee management practices adhere to the latest requirements. Using dedicated HR software helps automate and streamline this process.
Using dedicated HR software is one of the most effective ways for Florida businesses to gain control and oversight over changing immigration compliance requirements. Pairing software with regular policy reviews and staff training helps build a robust compliance framework and minimize risks. Companies that make immigration compliance a priority will be well-positioned to continue accessing top talent in a tight labor market.
As an HR manager or business owner in Florida, it’s critical to understand the implications of this Florida’s new immigration law on your organization. Failure to comply with proper verification and documentation procedures could result in hefty fines and legal issues.
However, with some adjustments to your hiring and employee management processes, you can ensure you stay within legal requirements while still finding and retaining top talent. Stay up to date with the latest regulations and consider consulting with legal experts on any areas of uncertainty.
While immigration policy remains a complex and often controversial issue, as an employer your, responsibility is to your business and your employees. Using a HRIS like Sesame can make everything easier.
With prudent action and care, this new law does not have to negatively impact your operations or your ability to support Florida’s workforce. The key is education, preparedness and a commitment to responsible practices.