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October 1, 2025   The legality of firearms possession in Florida continues to evolve, with an important change as of September 25, 2025.   After the First District Court of Appeal struck down the state’s decades-old Open Carry ban in  McDaniels v. State  on September 10, 2025, declaring § 790.053, Fla. Stat., unconstitutional, Florida’s attorney general instructed prosecutors and law enforcement not to enforce the ban, making Open Carry the new “law of the state.” In plain English : adults who can lawfully possess a firearm may now carry it openly in most public places, subject to important limits.  The  McDaniels  decision held the Open Carry ban unconstitutional under the Second Amendment, applying the U.S. Supreme Court’s framework from  New York State Rifle & Pistol Association v. Bruen  (2022), which requires that firearm regulations align with the “Nation’s historical tradition” that presumptively protects conduct related to firearms – rather than balancing the government’s interests in regulation.   Florida’s attorney general directed statewide non-enforcement and said the decision binds trial courts, which indicates we can expect legislative follow-through. Open Carry is currently lawful for eligible adults, but it is not absolute.    Permitless Concealed Carry Remains in Effect Since July 1, 2023, qualifying individuals have been able to carry concealed weapons without a license (also called “constitutional carry”), pursuant to HB 543, Ch. 2023-18, Laws of Fla. That law did not legalize carry everywhere; a long list of restricted locations still applies for both Concealed and Open Carry, including, for example, in areas of restaurants primarily devoted to alcohol service.    Customers and Visitors: Your Right to Say “No Firearms Inside” Law enforcement and local agencies have publicly clarified that private property owners can still prohibit firearms on their premises, and refusals to leave can lead to trespass charges, including armed trespass (a third-degree felony). Stated differently, Florida’s new Open Carry reality does not override a private employer’s right to prohibit firearms on their own private property. Private business owners maintain the right to ban firearms (open or concealed) on their property, including in company-owned or leased vehicles and equipment.  However, Florida’s “Bring Your Guns to Work” statute imposes some exceptions to this right. Principally, employers may not prohibit employees and invitees from possessing legally owned firearms that are locked inside or locked to a private vehicle in a parking lot when the employee or invitee is lawfully in the area. Relatedly, employers may not: Inquire about the presence of a firearm in the employee’s or invitee’s vehicle; Search a private vehicle in a parking lot to determine whether it contains a firearm; Take any action against an employee or invitee based on any verbal or written statement regarding the possession of a firearm in a private vehicle for lawful purposes; Condition employment on the fact that an employee or prospective employee holds or does not hold a concealed-weapons permit; Condition employment on an agreement by the employee or prospective employee that forbids the employee from keeping a legal firearm locked in their vehicle when the firearm is kept for lawful purposes; Prohibit or attempt to prevent any employee or invitee from entering the parking lot of the employer’s place of business because the employee or invitee’s vehicle contains a legal firearm that is out of sight and is being carried for lawful purposes; or Terminate or otherwise discriminate against an employee, or expel an invitee, for exercising the right to keep and bear arms or for exercising the right to self-defense so long as the firearm is not exhibited on company property for any reason other than lawful defensive purposes.   In order to properly effect notice of a firearms prohibition on their private property, employers should consider doing the following: Post clear, conspicuous signage at every public entrance stating, “No Firearms Allowed” or something similar. Enact employment policies delineating the purpose and scope of the prohibition, as well as consequences for violating it. Train staff to politely inform an armed employee or visitor of any applicable weapons policy and request compliance or departure. If the person refuses, treat it as a trespass and contact law enforcement.    Restaurant and bar nuance : For restaurants and bars, firearms are generally prohibited in areas primarily devoted to serving alcohol. In open floor plans, where bar seating and dining areas flow together without clear physical separation, this can create ambiguity. Management should define the boundaries of the “bar area” using signage, staff training, and visual cues like floor maps. Hosts and bar staff should know how to politely redirect armed patrons and when to escalate issues to management or law enforcement.    Sensitive place rules are unchanged Even after the Open Carry ruling, restrictions on firearms in courthouses, police stations, polling places, school property, and similar sites remain. The attorney general underscored that nothing in the decision authorizes menacing displays — defined under Fla. Stat. § 790.10 as exhibiting a firearm in a rude, careless, angry, or threatening manner — or possession by prohibited persons, such as convicted felons, those under domestic violence injunctions, or individuals adjudicated mentally ill.    Final Thoughts While Florida’s new Open Carry law fundamentally expands the ability to carry a firearm in Florida, the law does not impact a private employer’s right to ban weapons and enact policies, signage, or other mechanisms to effect such a ban on their own private property, particularly in furtherance of an employer’s commitment to workplace safety.

October 1, 2025   As of September 30, 2025, Florida’s minimum wage has increased to $14 per hour for non-tipped employees and $10.98 for tipped workers.   Many believe it’s a significant step toward the $15 target set for 2026 by the state’s 2020 constitutional amendment. This Florida minimum wage increase has compelled HR professionals across industries to update their payroll systems and ensure compliance with the Fair Labor Standards Act (FLSA).   To help employers, we’ve created a concise and actionable checklist to address key questions like, “What is Florida’s minimum wage in 2025?”.   Why the $14 minimum wage in Florida matters now The recent increase in minimum wage in Florida affects over 1 million workers. It’ll particularly provide a financial boost to workers in hospitality, retail and gig industries. While the state hasn’t hit $15 hike per hour yet, it’s slated for September 30, 2026, with annual inflation adjustments thereafter.   For now, the 2025 minimum wage increase demands immediate HR actions in order to maintain compliance and support employees. Here’s what you need to do to integrate the new change.   HR compliance checklist for Florida’s minimum wage increase There are plenty of things to cover in order to make this transition smoother for employees. First things first:   Update payroll systems for $14 minimum wage increase in Florida HR professionals will need to adjust payroll software to reflect Florida’s 2025 minimum wage of $14 per hour for non-tipped employees and $10.98 for tipped workers. Both, the FLSA and Florda law require accurate wage payments as errors can lead to fines up to $1,000 per violation or employee lawsuits.   Tip: Use tools like ADP or QuickBooks to catch glitches on payroll system. Verify tipped employee compliance Employers will need to ensure that tipped employees earn at least $14 an hour when combining the $10.98 base wage with tips. The minimum wage in Florida for tipped workers relies on trip credits. However, employers must cover any shortfall in order to meet the $14 floor.   Tip: Use a tip-reporting template and train supervisors to monitor compliance.   Post updates wage notices As required by the Florida Department of Economic Opportunity, it is imperative to display the 2025 Florida minimum wage notice in break rooms and online employees portals. Failure to post notices may result in penalties.   Tip: Download the official notice from the Florida DEO website and distribute digital copies via email to remote workers by October 10, 2025.   Audit overtime calculations Employers will need to recalculate overtime rates for non-exempt employees working over 40 hours per week. The Florida minimum wage increase raises overtime costs that’ll impact budgeting for small businesses employing 60% of the state’s low-wage workforce.   Tip: Use a spreadsheet to project overtime costs for Q4 2025 and train staff to minimize overtime reliance.   Communicate changes to employees Send a company-wide email notifying the Florida minimum wage increase and its impact on paychecks. This transparency will help boost morale.   Tip: Include an FAQ addressing “Is Florida’s minimum wage $15 an hour?” in order to clarify the $14 rate and 2026 timeline.   Why act on the Florida minimum wage increase now? It’s clear that non-compliance may risk DOL audits, employee grievances or reputation damage across the company. By following this simple checklist, employers can turn compliance into an opportunity to build transparency and trust.

Oct 1, 2025   Exoskeletons, an increasingly common technology used in manual labor to help reduce the lifting mechanisms that can cause musculoskeletal injuries, provide “minimal and inconsistent benefits” in reducing shoulder muscle strain during simulated construction tasks, according to a study.   The study, reported in the National Institute for Occupational Safety and Health’s October newsletter and conducted by researchers at Texas Tech University and the University of Florida, also found that “balance decreased while wearing the exoskeletons, thereby increasing the risk of falls, particularly when working on unstable surfaces and at heights.”   Researchers measured muscle activity and balance during simulated construction tasks in a laboratory setting, which included lifting a 35-pound cinder block onto a table at different heights while standing “on an unstable surface designed to simulate an elevated construction platform.” The participants, seven men ages 21 to 50, performed the lifting tasks while wearing three different exoskeleton models.

September 30, 2025   California’s workplace heat standard, which requires access to water and shade and includes provisions for high heat and training, has resulted in fewer heat-related illnesses for several industry segments, according to the Workers’ Compensation Research Institute.   A WCRI study estimated that California’s heat standard, enacted in 2005 in a first in the country, resulted in a decline in work-related injuries on hot days for industries with “substantial exposure” to outside heat by 15% to 17% in construction, 24% to 27% in agriculture and 19% to 25% in transportation.   The heat standard had an effect that increased with outside temperatures, and the effect was strongest for temperatures above 95 degrees, according to the study, which used claims and climate data. Researchers also found that the heat standard had a larger impact on younger workers, described as those under 35.   The study, which examined pre-2005 claims data to current years, comes at a time when several states have or have proposed heat rules for workers and the federal Occupational Safety and Health Administration continues to work on a heat standard.

September 26, 2025   Key Highlights Most workers are aware of their organization’s safety and health initiatives, but nearly 1 in 5 don’t have a good understanding of MSDs and very few demonstrate understanding of how tasks can contribute to MSD risk. Just under 60% of workers say they consistently have access to proper ergonomic tools and equipment. Stronger safety culture and trust are linked to better perceptions of MSD prevention and more proactive reporting. A recent survey from the National Safety Council, Frontline Worker Perspectives on Musculoskeletal Disorder Prevention, found that almost a third of workers who experience pain at work don't report it. Furthermore, 25% of workers said they either don’t know how to report pain or aren’t sure if a process exists.   But when a safety culture is participatory, and workers are actively involved in identifying risks and shaping solutions, companies achieve better safety outcomes. Participatory practices, such as involving workers in equipment design, job task planning, and feedback mechanisms, can enhance the effectiveness of MSD prevention efforts, the report concludes.   “These findings offer a powerful reminder that safety cannot be achieved without the voice of those doing the work every day,” said Paige DeBaylo, PhD, director MSD Solutions Lab at NSC, in a statement. "When we engage frontline workers meaningfully, we unlock new opportunities to reduce injuries, foster trust and improve organizational safety culture."   The survey found that workers are more likely to report pain promptly when they understand safety programs, hear about ergonomics regularly and are asked about symptoms. Looking at the data from an age and experience lens, older workers are less likely to have a good understanding of their organization’s safety programs, report pain promptly and feel confident in their workplace’s ability to prevent injuries. Newer employees are less likely to suggest safety improvements compared to more tenured workers.   Highlights from the report include:  Awareness and Understanding of Safety Programs  • Most workers are aware of their organization’s safety and health initiatives, but nearly 1 in 5 don’t have a good understanding of MSDs and very few demonstrate understanding of how tasks can contribute to MSD risk.    • About 70% say their workplace has an MSD prevention or ergonomics program, though awareness may not always reflect actual participation in ergonomic initiatives.   • Workers who hear about ergonomics more often tend to have a more positive view of their organization’s ability to prevent injuries.   Workplace Tools and Training • Just under 60% of workers say they consistently have access to proper ergonomic tools and equipment.   • While most workplaces offer new hire orientations, key MSD-related topics, like how to use ergonomic tools or report issues, are often missing.   •About half of respondents say workplaces provide regular ergonomics or MSD prevention training. Feedback and Engagement • Around 60% of workers know how to suggest safety improvements, but older workers are less likely to be aware of or use these systems.   • Respondents reporting their workplace collects employee feedback and follows up on it tend to have better safety perceptions and faster pain reporting.   • Trust and engagement are stronger when workers feel their input is valued and acted on.   Safety Culture and Trust  • Workers feel most involved in improving job tasks and workflow, but less so in areas like return-to-work processes or mental health.    • Trust decreases with organizational hierarchy: Most workers trust their peers, but fewer trust senior leadership.   • Stronger safety culture and trust are linked to better perceptions of MSD prevention and more proactive reporting   Non - Physical   Risk   Factors • Fatigue and workplace stress were the most commonly reported non-physical risk factors contributing to workplace MSDs, especially among newly hired employees. Technology and Innovation   • About 41% of workers are excited about using technology (like wearables or robots) to improve their jobs.   • However, of those concerned about using technology, over half have concerns about how their data will be used, and nearly half worry about job replacement.   • Workers are more comfortable with technology when they feel involved in decisions, trust leadership and have access to proper tools.   Leadership vs. Frontline Perceptions  • Safety leaders consistently rate their organization’s safety culture, communication and worker involvement more positively than frontline workers do.   These perception gaps suggest a need for more inclusive, transparent and participatory approaches to safety planning and communication.

September 26, 2025 A recent survey found that 44% of respondents currently experience chronic, ongoing foot pain. Foot pain is a prevalent issue. In a new survey of 1,000 Americans, sponsored by  KURU Footwear,  44% said they currently experience chronic, ongoing foot pain. Foot Pain by the Numbers When asked how often the pain strikes, the answers were as follows: 56% experience foot pain daily 24% feel it less than once a week 15% deal with it weekly 3% say it hits monthly 2% experience it constantly with no relief   Here's how respondents described the intensity of their pain: 61% say it’s moderate and occasionally disrupts their day 20% call it mild but annoying 18% say it’s severe Foot Pain on the Clock   When foot pain strikes, here’s how it affects people at work: 20% take more breaks than usual because of foot pain 18% take medication before or during work 16% have visited a medical provider 15% have avoided certain tasks 12% wear orthopedic or medical footwear 9% have left work early 7% have missed work entirely   When asked what’s behind the pain, many pointed to their jobs: 33% believe their foot pain was caused by their job 32% say it wasn’t caused by work 28% aren’t sure 7% say “somewhat”   And for many, work makes things worse. In fact: 62% say their pain is worsened by their job 17% aren’t sure 13% say it isn’t 8% say “somewhat”   The impact goes beyond the workday. Nearly 1 in 5 (19%) of those with foot pain have filed a workers’ compensation claim related to their condition. And for some, it’s career-altering:  48% have considered changing jobs or roles to reduce their foot pain 24% believe their job has permanently damaged their feet 8% already have   The survey named the industries that experience the most pain.

September 25, 2025   What's going on in Florida workers' compensation? A recent  WCRI webinar  covered trends, costs, and, as you might expect for the Sunshine State, the role of hot temperatures in workplace injuries.   Medical Workforce Addressing the trend of decreasing physicians and increasing demand for them, WCRI CEO Ramona Tanabe explored who's providing care. "The average number of physicians per person has decreased, and there is increasing demand because of population growth and aging," Tanabe said. This has led to predictions that there will be a shortage of as many as 124,000 physicians by 2034 and a shortage of up to 450,000 registered nurses as soon as this year. How has this trend shown up in Florida? According to Tanabe, it has to do with whom an injured worker sees for care. "Florida almost doubled in number of injured workers seen by advanced practitioners on first visit between 2013 and 2022," Tanabe said. "What we saw was a shift in who's providing the care."   What about Costs? According to WCRI Senior Policy Analyst Dr. Rebecca Yang, total costs per claim have grown in recent years in Florida, matching a trend seen across the country. A Florida-specific trend has been medical stability, driven by fee schedule changes. Notably, hospital payments per claim fell 11% in 2023 and utilization remained stable. What are those fee schedule changes, which went into effect during 2023? Hospital Inpatient . Per diem fee schedule (removing the stop-loss threshold). Hospital Outpatient . Fixed-amount fee schedule (as about to the previous fixed-amount or charge-based fee schedule). Ambulatory Surgery Center . Fixed-amount fee schedule (as about to the previous fixed-amount or charge-based fee schedule).   Prescription Trends Yang also examined prescription payments per medical claim between 2015 and 2023, pointing to a decrease from $102 to $67 during that time. Currently, dermatologicals and NSAIDs lead the pack on driving costs with increases that have matched the decreasing prescriptions of opioids and compounds. "We saw an especially large increase between 2018 and 2021 and stabilizing since then," Yang said. "Dermatological agents remain the top driver of prescription costs."   Heat Hurts In a topic especially relevant to Florida, Tanabe explained that days with excessive heat, or when the temperature is above 90 degrees, are becoming more frequent, and Florida is no stranger to that trend. Heat is the leading cause of death among hazardous weather conditions, with the Bureau of Labor Statistics estimating 33,890 heat-related work injuries and 479 deaths from 2011 to 2020. As if those numbers aren't bad enough, Tanabe said they are likely "vastly underestimated" due to a lack of national heat safety standards and underreporting. Tanabe also pointed out two different types of injuries from the heat: (1) Heat-related illnesses of a physiological nature, known as HRIs. These include heat stroke, heat exhaustion, syncope, cramps, rash, rhabdomyolysis, and acute kidney injury. (2) Injuries occurring when heat impairs the perceptual, motor, or cognitive abilities of workers, leading to accidents. For example, when someone falls off a ladder on a hot day. Some workers are at a high risk for HRIs, including: Workers in southern states. Outdoor workers, with construction workers representing 21% of HRI claims.  Younger workers. Men. Newly hired workers with 0-2 months on the job. "Newly hired workers tend to have less training and less experience handling the heat," Tanabe said. "That's why OSHA has acclimatization training for new workers." Challenges for addressing HRIs are that there are no national heat safety standards apart from a proposed rule that OSHA published in 2024. At the state level, only seven states have heat safety rules, while 19 have proposed standards. For states that have adopted rules, the best practice emerging seems to be to follow OSHA's 2024 proposed guidelines.

September 24, 2025 Workplace safety experts say industries are moving forward with heat safety precautions despite the lack of a federal mandate forcing them to enact such measures. Vendors at the National Safety Council Congress and Expo last week marketed such items as cooling “ice” vests and other personal protective equipment used to prevent overheating. Attendees crowded into sessions on heat safety and what heat stroke looks like. The U.S. Occupational Safety and Health Administration is still working on a proposed standard for workforce heat safety, according to an agency spokesman at the conference, held Sept. 14 to 17 in Denver. During a news conference, National Safety Council President Lorraine Martin addressed the various measures being implemented at both state and federal levels. Seven states have adopted occupational rules for heat safety as of mid-2025, and more are proposing policies. Meanwhile, the federal government is navigating the range of opinions for and against its proposed heat standard after a series of public hearings over the summer, according to the  OSHA spokesman. Safety professionals, meanwhile, lamented how long it takes for a standard to be implemented. Years, in most cases. “Tune it out and do what’s best” for workers, Ms. Martin said, applauding what she sees as a heightened interest among employers seeking guidance. On managing a workforce dealing with high temperatures, Ms. Martin said, “You’ve got to know your environment. And there’s plenty of research on the human body and where it functions best. Make sure that the conditions you’re putting your workers in are within those guidelines.”

September 24, 2025 Kitakyushu, Japan — Workers who have stronger connections with co-workers and management are less likely to be injured or have health-related issues, according to the results of a recent study out of Japan. Researchers surveyed 11,000 employees at Japanese companies. Questions asked about three types of “workplace social capital”: ·         Bonding – relationships between members of the same social structure ·         Bridging – relationships across social structures, such as workplace teams ·         Linking – relationships between workplace teams and management The researchers conducted a follow-up survey on work-related injuries and illnesses one year later. Workers with “high total WSC scores” had 37% fewer injuries or illnesses than those with low WSC scores. High scores for each type of social capital were also associated with a lower risk of injuries or illnesses: 32% for bonding, 27% for bridging and 45% for linking. Even the workers with “intermediate total WSC scores” had 17% fewer injuries and illnesses than the participants with low WSC scores. “The findings add to previous evidence that higher scores for WSC – relationships that promote cooperation and coordination to accomplish work – may be associated with the effectiveness of workplace safety measures,” an American College of Occupational and Environmental Medicine press release states. Added study co-author Tomohisa Nagata: “Managers need to be aware that promoting trust and cooperation with their subordinates contributes to the prevention of occupational injuries and illnesses.” The study was published in the Journal of Occupational and Environmental Medicine.

September 23, 2025 As businesses strive to maintain safe and compliant workplaces, staying informed about the latest updates from the Occupational Safety and Health Administration (OSHA) is crucial. Recent changes, effective from 2024 through 2025, carry significant implications for employers across various industries. Below are key updates that employers should consider and their potential impact on business operations.   Introduction to OSHA OSHA, a federal agency under the U.S. Department of Labor, is dedicated to ensuring safe and healthy working conditions for employees by setting and enforcing standards. Through inspections and investigations, OSHA ensures compliance with workplace safety regulations, addressing issues such as hazard prevention and safety training. Additionally, OSHA manages whistleblower cases, protecting employees who report violations or unsafe practices from retaliation. OSHA’s mandate is to advocate for employee safety and rights, often viewing circumstances from the perspective of the workers to ensure their protection and well-being in the workplace. Increased Penalties for Safety Violations OSHA increases its maximum penalties for violations in mid-January each year. The increase is based on an inflation-based factor.  Effective January 15, 2025 , OSHA increased its maximum penalties for serious and “other-than-serious” violations to a maximum penalty of $16,550 per violation, while willful or repeated violations can result in fines up to $165,514 per violation. OSHA’s firmer stance on both the imposition of penalties and not backing away in penalty negotiations underscores the importance of compliance.   Revised Penalty Guidelines for Small Businesses Effective July 14, 2025 , businesses with up to 25 employees can benefit from a 70% penalty reduction, previously reserved for those with 10 or fewer employees. Additionally, a new 15% reduction is available for employers that promptly address identified hazards, encouraging swift corrective actions. A 20% reduction is available to employers that either (1) have never been inspected by federal OSHA or a state plan, or (2) have been inspected within the past five years without receiving serious, willful, repeat, or failure-to-abate violations. Personal Protective Equipment (PPE) for Construction A new  rule , effective January 13, 2025, mandates that employers ensure PPE “fit[s] properly” for each construction worker, regardless of their body size or type. Depending on circumstances, PPE in the construction industry may include hard hats, gloves, goggles, safety shoes, safety glasses, welding helmets, hearing protection devices, respirators, coveralls, vests, harnesses, and full body suits. This change aims to provide better protection by requiring correctly sized and adjusted gear, emphasizing the importance of personalized safety equipment. While specific to the construction industry, OSHA seeks to apply the “properly fit” standard across all industries. Notably, even when employees provide their own PPE, employers must check for proper fit under this new rule.   Proposed Heat Illness Prevention Standard In August 2024, OSHA proposed a  rule  to address heat hazards in both indoor and outdoor work environments. If enacted, this rule could require employers to provide water, rest breaks, and shade in high-heat conditions, along with developing heat illness prevention plans. This proposal highlights OSHA’s commitment to safeguarding workers against heat-related illnesses and could result in additional whistleblower and safety violation claims concerning heat-related illness. Employers are encouraged to develop comprehensive heat illness prevention plans tailored to their specific work environments, which may include training programs to educate employees on recognizing symptoms of heat-related illnesses. Currently, individuals may participate in a notice-and-comment period until September 30, 2025. Updated Inspection Programs In May 2025, OSHA updated its Site-Specific Targeting (SST)  program , the primary planned inspection program for non-construction establishments with 20 or more employees. Under this program, OSHA focuses inspections on high-risk, non-construction workplaces using recent injury and illness data from 2021 to2023. This targeted approach aims to identify establishments with the highest rates of workplace injuries.   OSHA has also increased efforts to support voluntary compliance through its On-Site Consultation Program. This free and confidential service helps small and medium-sized businesses identify and rectify workplace hazards, improve safety and health management systems, and comply with OSHA standards. Separate from OSHA’s enforcement activities, this program does not result in penalties or citations. Instead, it offers expert advice and assistance from state-run consultation agencies, focusing on preventing workplace injuries and illnesses.   Employers can benefit from tailored recommendations and solutions to enhance their safety practices, fostering a safer work environment. Participation in the program can lead to recognition through OSHA’s Safety and Health Achievement Recognition Program (SHARP), which acknowledges exemplary safety and health management systems.   Conclusion These updates reflect OSHA’s ongoing efforts to enhance workplace safety and streamline regulatory processes. Employers should review these changes carefully and consider consulting with legal experts to ensure compliance and optimize safety strategies.

September 22, 2025 Motor vehicle accidents account for about 5% of lost-time claims but 10% of their costs, according to an analysis by the National Council on Compensation Insurance. Motor vehicle accidents are about 70% more expensive than the average lost-time claim, in part because car crashes are more than twice as likely to result in injuries to multiple body parts, according to the analysis. Motor vehicle accidents account for about 20% of the money spent on claims with total costs exceeding $1 million, and they cause about 40% of work-related fatalities, and the frequency of car crash claims has not declined along with the overall trend of declining claim frequency. The analysis, however, found that the trucking industry has experienced several consecutive declines in accident frequency, likely the result of implementing technology such as dash cameras, addressing driver fatigue and an enhanced focus on overall safety.