{"id":3321,"date":"2026-10-24T07:09:08","date_gmt":"2026-10-24T07:09:08","guid":{"rendered":"https:\/\/kewlegal.com\/resources\/problem-employees-florida-business-owner-guide\/employee-unpaid-wage-claim-defense-florida-employers\/"},"modified":"2026-10-27T14:40:23","modified_gmt":"2026-10-27T14:40:23","slug":"employee-unpaid-wage-claim-defense-florida-employers","status":"publish","type":"page","link":"https:\/\/kewlegal.com\/resources\/problem-employees-florida-business-owner-guide\/employee-unpaid-wage-claim-defense-florida-employers\/","title":{"rendered":"Unpaid Wages Lawsuit Defense Attorney for Florida Employers"},"content":{"rendered":"\n<div class=\"wp-block-cover alignfull is-dark chg-hero\" style=\"min-height:460px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-60 has-background-dim wp-block-cover__gradient-background has-background-gradient\" style=\"background:linear-gradient(90deg,rgba(32,36,46,1) 0%,rgba(32,36,46,1) 55%,rgba(32,36,46,0.7) 100%)\"><\/span><img class=\"wp-block-cover__image-background wp-image-3319\" alt=\"Desk with legal documents, a calculator, and a pen in a law office setting.\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-legal-documents-a-calculator-and-a-pen-in-a-law-of-photo.jpg\" width=\"1376\" height=\"768\" srcset=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-legal-documents-a-calculator-and-a-pen-in-a-law-of-photo-150x150.jpg 150w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-legal-documents-a-calculator-and-a-pen-in-a-law-of-photo-300x167.jpg 300w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-legal-documents-a-calculator-and-a-pen-in-a-law-of-photo-768x429.jpg 768w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-legal-documents-a-calculator-and-a-pen-in-a-law-of-photo-1024x572.jpg 1024w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-legal-documents-a-calculator-and-a-pen-in-a-law-of-photo.jpg 1376w\" sizes=\"(max-width: 825px) 825px, 100vw\" fetchpriority=\"high\" decoding=\"async\"\/><div class=\"wp-block-cover__inner-container has-global-padding is-layout-constrained wp-block-cover-is-layout-constrained\">\n<p class=\"chg-eyebrow has-base-color has-text-color wp-block-paragraph\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Employment Defense for Employers \u00b7 Coral Gables &amp; Sunny Isles Beach<\/p><h1 class=\"wp-block-heading has-base-color has-text-color\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Defending Florida Employers Against Unpaid Wage Claims<\/h1><p class=\"has-base-color has-text-color wp-block-paragraph\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.625), 1.25rem);text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">KEW Legal represents business owners across Miami-Dade and Broward counties when an employee demand, complaint or lawsuit over pay raises questions about the company&#x27;s obligations and exposure. Our attorneys help you respond with a clear strategy.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Schedule Your Free Consultation<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Schedule Your Free Consultation<\/a><\/div><\/div>\n<\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:0.85rem;color:#6b7280;margin-bottom:1.5rem\">By Kristina E. Wilson \u00b7 Published October 24, 2026<\/p>\n\n<article lang=\"en\">\n\n\n<p>If an employee says you owe unpaid wages, the clock may already be running. An unpaid wages lawsuit defense attorney for a Florida employer reviews the claim, tests the numbers against your records, and answers within the deadlines that apply. This page explains how that defense works for owners, managers, and HR leads in Miami-Dade, Broward, and South Florida. It is general information, not advice on your specific facts.<\/p>\n<h2>What an Unpaid Wage Claim Against a Florida Employer Is<\/h2>\n<p>An unpaid wage claim is an employee&#8217;s allegation that the business did not pay wages it owed. The claim may involve regular pay, overtime, a final paycheck, tips, or a minimum wage shortfall.<\/p>\n<p>Claims usually arrive in one of four forms:<\/p>\n<ul>\n<li>An internal complaint from a current or former worker<\/li>\n<li>A demand letter from the employee or the employee&#8217;s lawyer<\/li>\n<li>An inquiry from a government agency<\/li>\n<li>A civil lawsuit filed in court<\/li>\n<\/ul>\n<p>This page is written for owners, managers, and HR decision-makers who have received one of these. Many readers handle a claim for a company they run or work for, not for themselves.<\/p>\n<p>Early response matters. Once you know about a claim, you should preserve records and watch the deadlines. Informal replies can also create new problems. Our guide on managing problem employees and our page on whether an employee can sue an employer cover related ground.<\/p>\n\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<p class=\"wp-block-paragraph\">If an employee&#x27;s pay complaint has landed on your desk, you don&#x27;t have to work out the deadlines alone. Our team is ready to talk it through with you. Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/two-business-professionals-review-documents-together-at-a-de-photo.jpg\" alt=\"Two business professionals review documents at a desk in an office with an American flag in the background.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>Florida and Federal Wage Laws Employers Face<\/h2>\n<p>Florida and federal wage laws can both apply to the same pay dispute. The state rules come from the <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.110.html\">Florida Minimum Wage Act<\/a> and the minimum wage amendment in the <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?Mode=Constitution&amp;Submenu=3&amp;Tab=statutes#A10S24\">Florida Constitution, Article X, Section 24<\/a>. Federal overtime and minimum wage rules come from the Fair Labor Standards Act (FLSA).<\/p>\n<p>Several rules shape your response:<\/p>\n<ul>\n<li><strong>Written notice first.<\/strong> Before suing for unpaid minimum wages, the employee must give written notice. The notice must name the minimum wage claimed, the work dates and hours, and the total unpaid amount. You then have 15 calendar days after receipt to pay or otherwise resolve the claim.<\/li>\n<li><strong>Liquidated damages.<\/strong> Upon prevailing in an action under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.110.html\">\u00a7 448.110<\/a>, aggrieved persons recover the full amount of unpaid back wages plus the same amount as liquidated damages and are awarded reasonable attorney&#8217;s fees and costs, although the court may, in its sound discretion, award no liquidated damages or an amount not exceeding the unpaid minimum wages if the employer proves by a preponderance of the evidence that its act or omission was in good faith and that it had reasonable grounds for believing it was not a violation.<\/li>\n<li>Under the Florida Minimum Wage Act, the time limit to sue is the period set in <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0000-0099\/0095\/Sections\/0095.11.html\">s. 95.11<\/a> of the Florida Statutes, starting on the date of the alleged violation. Section 95.11 sets four years for an action alleging a violation, other than a willful violation, of s. 448.110.<\/li>\n<li><strong>Fee shifting.<\/strong> Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.08.html\">Fla. Stat. \u00a7 448.08<\/a>, the court may award the prevailing party in an action for unpaid wages costs of the action and a reasonable attorney&#8217;s fee. That party can be the employer, so fee risk runs both ways.<\/li>\n<\/ul>\n<h2>What Outside Counsel Covers in an Unpaid Wage Defense<\/h2>\n<p>Outside counsel reviews the claim, tests the numbers, and shapes the response before any deadline passes. The work covers both the paperwork and the records behind it.<\/p>\n<p>Typical work includes:<\/p>\n<ul>\n<li>Reading the demand letter or complaint and listing each wage category claimed<\/li>\n<li>Checking payroll, timekeeping, schedules, and tip records against the employee&#8217;s figures<\/li>\n<li>Reviewing how the worker was classified as an employee or contractor, and as exempt or non-exempt from overtime. Whether a classification holds up turns on the facts.<\/li>\n<li>Handling agency inquiries and drafting position statements<\/li>\n<li>Negotiating settlement terms, release language, and payment schedules<\/li>\n<li>Defending a lawsuit, including pleadings, discovery, and motions<\/li>\n<li>Raising counterclaims or offsets when there is a good-faith basis for them<\/li>\n<\/ul>\n<p>One point matters early. A defense the facts do not support can carry its own cost. Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0000-0099\/0057\/Sections\/0057.105.html\">Fla. Stat. \u00a7 57.105<\/a>, a court must award a reasonable fee, paid in equal amounts by the losing party and the losing party&#8217;s attorney, when the party or attorney knew or should have known that a claim or defense lacked the material facts or was not supported by then-existing law. Exceptions apply: there is no sanction for a good-faith argument to change the law made with a reasonable expectation of success, no sanction against a represented party for a law-based defect, no sanction against an attorney who relied in good faith on the client&#8217;s facts, and no sanction on the court&#8217;s own initiative unless it is awarded before a voluntary dismissal or settlement of the claims. A sanctions motion also cannot be filed unless the challenged claim or defense is not withdrawn or corrected within 21 days after the motion is served. A records-first defense is the safer path.<\/p>\n<h2>How the Process Works, Step by Step<\/h2>\n<p>The process starts with a consultation and moves through records, a written assessment, and a timely response. Each step can move faster or slower, depending on the court and the claims.<\/p>\n<ol>\n<li><strong>Free first consultation.<\/strong> We review the claim and the deadlines that may apply.<\/li>\n<li><strong>Preservation instructions.<\/strong> You receive written instructions covering payroll, email, texts, and schedules.<\/li>\n<li><strong>Records review.<\/strong> We test the employee&#8217;s numbers against your payroll and timekeeping data.<\/li>\n<li><strong>Written assessment.<\/strong> We outline your exposure, defenses, and options, with a recommendation.<\/li>\n<li><strong>Response.<\/strong> We reply to the demand, negotiate, or submit to the agency within the deadline that applies. If the employee sent a statutory notice, the 15-day window may already be running.<\/li>\n<li><strong>Litigation or mediation, if needed.<\/strong> Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0000-0099\/0044\/Sections\/0044.102.html\">Fla. Stat. \u00a7 44.102<\/a>, a court must refer a filed damages case to mediation when a party asks, provided the requesting party is willing and able to pay the costs of the mediation or the costs can be equitably divided between the parties, unless an exception applies. Exceptions include actions governed by the Florida Small Claims Rules.<\/li>\n<\/ol>\n<p>Timelines vary by court and facts, and no particular outcome can be promised.<\/p>\n<h2>What to Gather and Preserve Now<\/h2>\n<p>Start with the records that show what was paid, when, and how. Gather them before you reply to anyone outside the company.<\/p>\n<ul>\n<li>Payroll registers, pay stubs, and direct deposit records for the period claimed<\/li>\n<li>Timekeeping logs, badge or scheduling data, and manager approvals<\/li>\n<li>Offer letters, job descriptions, and handbook sections on pay, overtime, and final pay<\/li>\n<li>Messages with the employee about hours, rates, commissions, or tips<\/li>\n<li>Independent contractor agreements and invoices if classification is disputed<\/li>\n<\/ul>\n<p>Then follow three habits. Don&#8217;t alter or delete records once you know a claim exists. Keep informal back-and-forth with the employee to a minimum, and route contact through counsel. Also, don&#8217;t take action against an employee for raising a pay complaint. The <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.110.html\">Florida Minimum Wage Act<\/a> makes retaliation for exercising those rights unlawful.<\/p>\n<h2>Common Questions Employers Ask About Unpaid Wage Claims<\/h2>\n<p>Yes, an employee can sue a Florida employer for unpaid wages, subject to notice, time limits, and proof. The short answers below cover common questions.<\/p><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Can an employee sue a Florida employer for unpaid wages?<\/summary><p>Yes. Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.110.html\">Fla. Stat. \u00a7 448.110(6)<\/a>, a person aggrieved by a minimum wage violation must first notify the employer alleged to have violated the section, in writing, of an intent to initiate an action, and the employer then has 15 calendar days after receiving the notice to pay the total amount of unpaid wages or otherwise resolve the claim to the satisfaction of the person aggrieved.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Does a demand letter mean a lawsuit is coming?<\/summary><p>Not always. Treat any deadline in the letter as binding until counsel confirms the next steps.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Does paying the disputed amount end the claim?<\/summary><p>Not automatically. Release terms, liquidated damages, and possible attorney&#8217;s fees all need review before you treat a claim as closed.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Can a settlement offer be used as evidence?<\/summary><p>Generally no. Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0000-0099\/0090\/Sections\/0090.408.html\">Fla. Stat. \u00a7 90.408<\/a>, evidence of an offer to compromise a disputed claim is inadmissible to prove liability or its value.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Can a Florida employer fire an employee who complains about pay?<\/summary><p>Not for a reason the law prohibits.<\/p><\/details>\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Not sure what your next step is?<\/h3><p class=\"wp-block-paragraph\">Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n<h2>Why Businesses Work With KEW Legal on Wage Claims<\/h2>\n<p>KEW Legal is a Florida business law firm that acts as outside general counsel for business owners and investors. Wage defense sits alongside the firm&#8217;s work on contracts, commercial leases, ownership changes, and employment matters for employers.<\/p>\n<ul>\n<li>The firm has offices in Coral Gables and Sunny Isles Beach and serves Miami-Dade, Broward, and South Florida.<\/li>\n<li>Kristina E. Wilson is the lawyer responsible for this page. Natalie Martinez is also a lawyer at the firm.<\/li>\n<li>The firm focuses on business and employment matters for employers.<\/li>\n<li>The first consultation is free, confidential, and carries no obligation to continue.<\/li>\n<li>Some matters may be referred to another lawyer or firm. If that happens in your case, the firm will tell you.<\/li>\n<li>Because the firm also handles ongoing business counsel, a related vendor payment dispute or lease issue can be reviewed alongside the pay claim.<\/li>\n<\/ul>\n\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/close-up-of-a-vintage-typewriter-with-the-words-salary-check-photo.jpg\" alt=\"Close-up of a vintage typewriter with the words &quot;Salary Check&quot; typed on paper.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>Talk Through Your Wage Claim With KEW Legal<\/h2>\n<p>If an employee&#8217;s pay complaint has reached you, you don&#8217;t have to sort out the deadlines alone. Call 305-990-2300 or send a message through the <a href=\"https:\/\/kewlegal.com\/contact-us\/\">KEW Legal contact page<\/a> to set up your free first consultation.<\/p>\n\n<\/article>\n<footer class=\"disclaimer\"><em>The engagement of a lawyer is an important decision that should not be based solely upon advertisements. The information on this website is general information about KEW Legal and the services we offer; it does not constitute legal advice and is intended for informational purposes only. Accessing this website or contacting our firm does not establish an attorney-client relationship. KEW Legal, 16690 Collins Ave Ste 1101, Sunny Isles Beach, FL 33160.<\/em><\/footer>\n\n\n<div class=\"wp-block-group alignwide has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">How We Help Employers Respond<\/h2>\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--document\"><\/span><\/p><h3 class=\"wp-block-heading\">Review of the Claim<\/h3><p class=\"wp-block-paragraph\">We examine the demand letter, complaint or agency notice and the pay records behind it, so you understand what is being alleged and what the documents show.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--shield\"><\/span><\/p><h3 class=\"wp-block-heading\">Defense Strategy<\/h3><p class=\"wp-block-paragraph\">We evaluate defenses, settlement options and how a response may affect your business, then recommend a course of action you can weigh before deciding.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--users\"><\/span><\/p><h3 class=\"wp-block-heading\">Guidance for Owners and HR<\/h3><p class=\"wp-block-paragraph\">We advise owners, managers and human resources staff on communications with the employee, preservation of records and steps to avoid further disputes.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--lightbulb\"><\/span><\/p><h3 class=\"wp-block-heading\">Practical Pay Practices<\/h3><p class=\"wp-block-paragraph\">After a matter resolves, we can help you review timekeeping, overtime, final pay and classification practices to reduce future risk.<\/p><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Act Early on a Wage Demand<\/h3><p class=\"wp-block-paragraph\">A letter or lawsuit about unpaid wages is not something to set aside. Early review of the claim, the pay records and any notices you have received gives your business more options and helps you avoid statements that could complicate the matter.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Call 305-990-2300<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Call 305-990-2300<\/a><\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-surface-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">Matters We Handle for Employers<\/h2>\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Demand Letters<\/h3><p class=\"wp-block-paragraph\">Responding to a written demand for back pay before it becomes a court filing or agency proceeding.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Lawsuits and Agency Complaints<\/h3><p class=\"wp-block-paragraph\">Defending wage claims filed in court or brought before a government agency, from initial response through resolution.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Pay Practice Reviews<\/h3><p class=\"wp-block-paragraph\">Examining overtime, timekeeping, final paycheck and classification practices that may be at the center of a dispute.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Settlement Negotiation<\/h3><p class=\"wp-block-paragraph\">Working to resolve claims in a way that fits your business goals, with a clear view of the costs and risks involved.<\/p><\/div><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-base-color has-primary-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4d466591 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--primary,#20242e);color:var(--wp--preset--color--base,#ffffff);padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center has-base-color has-text-color\">Get a Clear Picture of Your Wage Claim Exposure. Our Free First Consultation Is Confidential and Carries No Obligation to Continue.<\/h2>\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-0aa01211 wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Call 305-990-2300 or Send Us a Message<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Call 305-990-2300 or Send Us a Message<\/a><\/div><\/div>\n<\/div>\n\n<h2 class=\"wp-block-heading\">Related practice areas<\/h2><ul class=\"wp-block-list\"><li><a href=\"\/resources\/problem-employees-florida-business-owner-guide\/\">Problem Employees in Florida: A Business Owner&#8217;s Guide to Employee Departures, Pay Disputes and Protecting Your Company<\/a><\/li><\/ul>\n<!-- chg:section-siblings -->\n<nav aria-label=\"More in this section\">\n<h2>More in this section<\/h2>\n<ul><li><a href=\"\/resources\/problem-employees-florida-business-owner-guide\/florida-private-whistleblower-act-employer-guide\/\">Florida Private Whistleblower Act: What Employers Must Know When an Employee Reports the Company<\/a><\/li><li><a href=\"\/resources\/problem-employees-florida-business-owner-guide\/how-many-employees-florida-discrimination-laws-apply\/\">How Many Employees Does Your Florida Business Need Before Discrimination Laws Apply?<\/a><\/li><li><a href=\"\/resources\/problem-employees-florida-business-owner-guide\/is-a-business-owner-considered-an-employee\/\">Is a business owner considered an employee?<\/a><\/li><li><a href=\"\/resources\/problem-employees-florida-business-owner-guide\/pay-out-unused-vacation-employee-leaves-florida\/\">Do You Have to Pay Out Unused Vacation When an Employee Leaves in Florida?<\/a><\/li><li><a href=\"\/resources\/problem-employees-florida-business-owner-guide\/what-are-some-common-problems-business-owners-face\/\">What are some common problems business owners face?<\/a><\/li><\/ul>\n<\/nav>\n<!-- \/chg:section-siblings -->","protected":false},"excerpt":{"rendered":"<p>Facing an unpaid wage claim as a Florida employer? KEW Legal outlines the notice deadline, fee exposure and records to keep. Call 305-990-2300.<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":591,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"chg_review":"","chg_sendback":"","chg_canonical":"","chg_lang":"","chg_hreflang":"[{\"hreflang\": \"en\", \"href\": \"https:\/\/kewlegal.com\/resources\/problem-employees-florida-business-owner-guide\/employee-unpaid-wage-claim-defense-florida-employers\/\"}, {\"hreflang\": \"es\", \"href\": \"https:\/\/kewlegal.com\/resources\/es\/problemas-empleados-florida-guia-empresarios\/defensa-reclamos-salariales-empleadores-florida\/\"}, {\"hreflang\": \"x-default\", \"href\": \"https:\/\/kewlegal.com\/resources\/problem-employees-florida-business-owner-guide\/employee-unpaid-wage-claim-defense-florida-employers\/\"}]","chg_jsonld":"[{\"name\": \"Unpaid Wage Claim Defense for Florida Employers\", \"@type\": [\"Service\", \"FAQPage\"], \"about\": [\"Florida Minimum Wage Act\", \"Fair Labor Standards Act overtime claims\", \"Pre-suit notice for Florida minimum wage claims\", \"Attorney's fee exposure in Florida unpaid wage actions\", \"Worker classification (exempt, non-exempt, independent contractor)\", \"Preservation of payroll and timekeeping records\"], \"@context\": \"https:\/\/schema.org\", \"audience\": {\"@type\": \"BusinessAudience\", \"audienceType\": \"Florida business owners, managers, and HR decision-makers responding to an unpaid wage claim\"}, \"provider\": {\"@type\": \"Organization\", \"@id\": \"https:\/\/kewlegal.com\/resources\/#organization\", \"name\": \"KEW Legal\", \"url\": \"https:\/\/kewlegal.com\/\"}, \"speakable\": {\"@type\": \"SpeakableSpecification\", \"cssSelector\": [\"article > p:first-of-type\", \".wp-block-details p\", \"article > h1\"]}, \"areaServed\": [{\"name\": \"Miami-Dade County, Florida\", \"@type\": \"AdministrativeArea\"}, {\"name\": \"Broward County, Florida\", \"@type\": \"AdministrativeArea\"}, {\"name\": \"South Florida\", \"@type\": \"AdministrativeArea\"}], \"description\": \"Outside counsel guidance for Florida employers responding to employee claims for unpaid regular wages, overtime, final paychecks, tips, or minimum wage shortfalls, including demand letters, agency inquiries, and civil lawsuits under Florida and federal wage laws.\", \"serviceType\": \"Employment law defense: unpaid wage and hour claims\", \"termsOfService\": \"General information only. Not legal advice on a specific matter. No outcome is guaranteed.\", \"author\": {\"@type\": \"Person\", \"name\": \"Kristina E. 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