Understanding Georgia employment laws is essential for both employers and employees. Whether you’re hiring staff in Atlanta or working in a small town, these rules set the boundaries for rights, obligations, pay, termination, leave, and workplace protections.
In this guide, we’ll walk through key concepts, recent changes, and practical takeaways—so you know exactly what the law demands in Georgia.
What Are Georgia Employment Laws?
When we say “Georgia employment laws,” we mean the body of state statutes, regulations, and case decisions that govern work relationships in Georgia. These laws often work alongside federal employment laws (like the Fair Labor Standards Act, Title VII, FMLA, OSHA) to ensure minimum standards across wages, discrimination, safety, and more. Employers in Georgia must comply with both federal and state laws, and when they differ, you follow whichever is more protective to employees.
Key Principles in Georgia Employment Law
At-Will Employment
One of the foundational rules is that Georgia is an “at-will” state. That means either the employer or employee can end the employment relationship at any time, for any reason (or no reason), provided it doesn’t violate a specific law (like anti-discrimination or a contract).
However, there are exceptions:
- If there’s an employment contract specifying conditions for termination.
- If termination violates federal or state discrimination or whistleblower laws.
- If termination violates public policy (rare and limited in Georgia).
Minimum Wage & Overtime
Georgia does not have a higher state minimum wage. The state law sets a wage as low as $5.15/hour, but federal law (FLSA) prevails, so most employees must be paid at least $7.25/hour.
Overtime is required for non-exempt employees: any time worked over 40 hours in a workweek must be paid at 1.5 times the regular rate.
Note: Neither Georgia law nor the FLSA require that employers offer meal breaks or rest breaks, though many do.
Exempt vs. Non-Exempt Employees
Certain employees are exempt from overtime and minimum wage protections if they meet both salary basis and duties tests (executive, administrative, professional, computer, etc.).
As of January 1, 2025, to qualify as exempt, employees must earn at least $1,128/week (or $58,656/year) and satisfy the duties test.
Child Labor
Georgia follows both federal and state guidelines regarding employment of minors. There are limits on hours, types of work, and conditions under which minors may be employed.
Leave, Holidays & Benefits
Georgia does not mandate state-level paid leave (e.g. paid vacation or sick leave) for private employers. If leave is granted, it’s governed by employer policy or federal laws (FMLA) where applicable.
Under the Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks’ unpaid, job-protected leave per year for qualifying reasons (serious health condition, birth/adoption, etc.). That applies federally, including in Georgia.
Discrimination and Harassment
Georgia’s employment laws must be read alongside federal anti-discrimination laws (Title VII, ADA, ADEA, etc.). These laws protect employees from discrimination based on race, color, religion, sex, national origin, age, disability, and other categories.
If a termination, demotion, or adverse action is based on a protected characteristic, that may violate law even if “at-will” would otherwise permit termination.
Workplace Safety & Workers’ Compensation
Employers must comply with Occupational Safety and Health Administration (OSHA) rules to maintain safe working environments. While Georgia may have additional requirements, the federal standards apply universally.
Workers’ compensation laws require most employers to carry coverage so workers injured on the job can receive benefits. Employers should register with Georgia’s Department of Labor.
Unemployment Insurance & Notices
Georgia employers must participate in unemployment insurance. Employees who lose jobs (not for misconduct) may be eligible for unemployment benefits.
Employers are also required to display certain notices/posters in the workplace so employees know their rights under wage, discrimination, and safety laws.
Immigration & Work Authorization (E-Verify)
Georgia law requires many employers to use E-Verify to check employment eligibility (in public, private, and contracting settings) under the Georgia Security and Immigration Compliance Act and related statutes.
Recent Changes & Important Updates (2025)
- As of July 1, 2025, Georgia repealed the subminimum wage provisions for workers with disabilities, meaning all employees, including those with disabilities, must be paid at least the federal minimum wage.
- Georgia continues to follow federal minimum wage requirements, as the state’s base wage is lower than the federal benchmark.
- The Dignity and Pay Act was passed to reinforce equality in pay across disability status.
- The Riley Gaines Act (2025) deals with athletic participation and gender-specific facility usage in educational institutions—it’s more relevant to educational settings than private employers.
Practical Tips for Employers & Employees
- Know your classification. Misclassifying non-exempt employees as exempt (to avoid overtime) is a common and costly mistake.
- Document policies clearly. Even though Georgia is at-will, having written policies, probationary periods, and performance records helps avoid disputes.
- Post required notices. Ensure all federal and Georgia-required posters (wage, safety, discrimination) are visible to employees.
- Use E-Verify properly. Follow state rules for onboarding and maintaining records of verification.
- Stay updated on law changes. Georgia occasionally amends laws or passes new ones—stay current to remain compliant.
- Consult legal counsel. For contracts, terminations, or disputes involving discrimination or leave, seek legal advice.
Common Questions
Q: Can my employer in Georgia fire me without notice?
Yes—under at-will doctrine, an employer can terminate employment without advance notice or reason (unless prohibited by law or contract).
Q: Do I get paid overtime if I work 45 hours?
If you are non-exempt, yes: those extra 5 hours must be paid at 1.5× your regular hourly rate.
Q: Are breaks required by law?
No federal or Georgia law mandates breaks or meal periods. Short breaks (5–20 min) are generally compensable if offered.
Q: What if I have a disability—can I be paid less?
No. As of July 1, 2025, Georgia prohibits paying subminimum wage to workers with disabilities; they must receive at least the federal minimum wage.
Conclusion
Georgia employment laws shape how work relationships operate in the state. From the principle of at-will employment to rules on minimum wage, overtime, leave, discrimination, and work authorization, both employers and employees need a clear grasp of the legal landscape. Remember: federal law often sets the floor, not the ceiling, and Georgia’s laws add layers you can’t ignore.
