Updated April 2026 · Florida Plan Finder · Licensed Florida Health Insurance Producer

HR Compliance for Orlando Accounting Firms: A 2026 Managing Partner’s Guide

Orlando's accounting market has tightened significantly—accounting graduates are scarce nationally, and experienced CPAs in Central Florida have multiple employer options. HR compliance failures (misclassified overtime, handbook gaps, or immigration I-9 errors) expose accounting firms to liability that can disrupt the practice and damage reputation. This guide covers the HR obligations most relevant to Orlando CPA firms in 2026, from FLSA exemption analysis through handbook requirements and Florida-specific wage rules.

FLSA Exemption Analysis for Accounting Staff

Misclassifying accounting staff as exempt from overtime is one of the most common (and expensive) FLSA violations in professional service firms. The analysis depends on the role:

Staff Accountants and Associates

The FLSA professional exemption requires (a) primary duty is the practice of a profession requiring advanced knowledge in a field of learning customarily acquired by a prolonged course of specialized intellectual instruction AND (b) salary of at least $684/week. CPAs typically qualify. Staff accountants without a CPA license or similar credential may qualify if their primary duty is work requiring advanced knowledge acquired by a prolonged course of instruction—a 4-year accounting degree may suffice, but the analysis is fact-specific.

Bookkeepers and Accounting Clerks

These are almost always non-exempt. Bookkeeping is a skilled trade learned through training and experience, not a professional field requiring a specialized degree program. Track hours and pay overtime for all bookkeepers and accounting clerks.

Tax Season Overtime

Many Orlando CPA firms pay non-exempt staff overtime during January–April. Confirm overtime is calculated weekly (7-consecutive-day period), not monthly or quarterly. An associate who works 60 hours during a crunch week is entitled to 20 hours of overtime that week regardless of lighter weeks before or after.

Florida Wage and Hour Compliance for CPA Firms

Florida minimum wage is $14.00/hr (effective September 30, 2025). Most Orlando accounting staff earn well above this—but for support roles (file clerks, receptionists), confirm wages meet the minimum, including during slow periods.

Final pay: Florida has no statutory deadline for final pay when an employee quits voluntarily—pay on the next regular payday. For involuntary terminations, pay by the next regular payday or within 72 hours if the employee requests it. Withholding final pay is unlawful and triggers wage claim liability.

Overtime record keeping: FLSA requires time records for all non-exempt employees for 3 years. During tax season, these records matter. Disputes about hours worked during a January 2026 crunch won't surface until an audit in 2027 or 2028—keep records current and accessible.

CPA License and Continuing Education as HR Policy

Florida CPA license requires 80 hours of CPE every 2 years, including specific requirements for ethics and accounting/auditing topics. HR policy decisions:

• Who pays for CPE? Florida CPA firms almost universally cover required CPE as a benefit—it's also in the firm's interest to maintain licensed staff. Specify this in your handbook.
• What happens if a staff CPA lets their license lapse? They cannot provide professional accounting services or sign returns. Address this as a leave-without-pay condition in your employment agreement—not a termination unless they fail to reinstate within a defined period.
• Intern and pre-licensed staff supervision: Florida requires CPE and experience hours under a licensed CPA's supervision for initial licensure. Document supervision arrangements and hours for each pre-licensed employee.

Employee Handbook Essentials for Orlando CPA Firms

Accounting-specific handbook provisions:

• Client confidentiality: All staff handle confidential financial information—define what's confidential, how to handle it, and the consequences of unauthorized disclosure (including after employment ends)
• Outside employment: Moonlighting at other firms or preparing individual returns independently creates conflict of interest and independence issues. Address permitted and prohibited outside work explicitly.
• Time-tracking and billing: If staff track billable hours, specify the requirement and the consequences of misreporting (timesheet fraud in an accounting firm is a serious matter)
• Tax season expectations: Be explicit about overtime expectations, schedule flexibility expectations, and comp time arrangements during busy season—vague policies lead to disputes
• Technology use: Client data on personal devices, approved file-sharing methods, and cloud storage security requirements—essential in an era of remote and hybrid accounting work

PUMP Act, ADA, and Leave Compliance for Small CPA Firms

Orlando accounting firms below 50 employees are exempt from FMLA but still have meaningful leave obligations:

• PUMP Act (2022): All employers must provide break time and a private non-restroom space for nursing employees to express milk. No employee size threshold. Applies even to a 5-person firm.
• ADA (15+ employees): Reasonable accommodation for disabilities applies. Common accommodations in accounting: modified schedule for a staff accountant with a chronic condition, ergonomic equipment for repetitive-strain injuries, reduced screen time during migraine episodes.
• Workers' comp leave: Cannot retaliate against an employee for filing a workers' comp claim. Keep benefit status active (including group health) during workers' comp leave consistent with your leave policy.