Florida’s “Stop WOKE” Law: Where It Stands and What Employers Should Know
Florida’s Individual Freedom Act—better known as the “Stop WOKE” law—targets the way workplace diversity, equity and inclusion (DEI) training can be delivered. While the statute passed in 2022, it is
currently blocked by a federal injunction. Below you’ll find five short sections that clarify the law, its court journey, and the practical steps Florida businesses should take in mid-2025.
What's in the New Rule?
What the Law Tried to Do
The Act prohibits employers from requiring any training that promotes eight specific “guilt” concepts—for example, that employees should feel personal responsibility for historic discrimination or must confess inherent bias. Violators could have faced civil penalties and employee lawsuits.
Court Timeline and Current Status
- Aug 2022: A federal judge issues a preliminary injunction, halting enforcement for private employers.
- Mar 4 2024: The Eleventh Circuit affirms the injunction, calling the law a likely First-Amendment violation and “impermissibly vague.”
- Today (Q3 2025): The injunction remains in force while the state seeks further appeal, so the law cannot be enforced against private employers.
Practical Implications for Employers
With enforcement on ice, businesses may continue standard DEI and anti-harassment programs without state penalties. Still, best practice is to keep content behavior-focused, voluntary, and free of language that compels employees to admit personal guilt—so you can pivot quickly if the injunction is lifted.
Compliance Tips While the Case Drags On
- Review your current DEI slide decks and remove compelled-belief exercises.
- Make attendance voluntary and document opt-in.
- Stay viewpoint-neutral: focus on respectful conduct and legal definitions of harassment.
- Monitor the docket for appeals to the full Eleventh Circuit or U.S. Supreme Court.
- Have a backup deck ready—neutral, behavior-based content that meets harassment-training requirements even if the law revives.
FAQ and Resources
Is the law dead? No—just unenforceable today. A future court ruling could revive it.
Can I still discuss systemic bias? Yes, but frame it as optional discussion, not mandatory confession.
Where can I track the case? Check the Eleventh Circuit docket for Honeyfund.com et al. v. Governor of Florida.
Need a template policy? Contact our HR team for a “viewpoint-neutral” DEI training kit that complies with both current federal guidance and the statute if it resurfaces.
Need help preparing?
Book a free consultation with Eilers HR for support with compliance, training, or policy creation.
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Erin Eilers, M.S., PHR
Eilers HR Consulting
erin@eilershr.com | (561) 876-4750
