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Capital City
Atlanta
Timezone
EST
(
GMT -5
)
Paid Leave
Only voting leave
Income Tax
5.49%
Employer Tax
16.35%
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Capital City
Atlanta
Timezone
EST
(
GMT -5
)
Paid Leave
Only voting leave
Income Tax
5.49%
Employer Tax
16.35%
Georgia provides a skilled workforce, especially in technology, healthcare, and finance.
The state’s lower cost of living makes it more affordable to attract and retain talent.
Georgia’s East Coast time zone supports easy collaboration with teams across the region.
Yes, to employ in Georgia, you’ll need both an EIN from the IRS for federal taxes and a Georgia Payroll Tax Number for state withholding and unemployment taxes.
In Georgia, both state and federal laws, primarily the Fair Labor Standards Act (FLSA), govern working hours, establishing a standard 40-hour workweek and requiring overtime pay at 1.5 times the regular rate for hours worked beyond 40 in a week.
Neither state nor federal law explicitly defines full-time employment, but for certain purposes, such as benefit eligibility, Georgia's State Personnel Board considers full-time employment to be a schedule of at least 40 hours per week.
In Georgia, employment probation periods are set by individual employers, as no state law mandates their duration; they typically range from 30 to 180 days, with 90 days being common.
Minimum wage in Georgia Federal laws, check out our federal guide here.
Georgia’s Fair Employment Practices Act (FEPA) prohibits employment discrimination based on race, color, religion, sex, national origin, disability, age (40+), and genetic information. This law applies to employers with 15 or more employees in Georgia.
Georgia law requires employers to pay employees at least twice a month, dividing the month into two equal or nearly equal pay periods. This means employees should receive their wages at least semi-monthly, but not less frequently than that.
In Georgia, the deadline for filing individual state income tax returns aligns with the federal deadline, typically on April 15. If April 15 falls on a weekend or federal holiday, the deadline is extended to the next business day.
For private-sector employers in Georgia, offering a pension plan is not a requirement. However, if an employer chooses to provide a pension or retirement plan, it must comply with federal ERISA standards. ERISA mandates that plan administrators provide essential plan information, uphold fiduciary responsibilities, and meet specific funding requirements.
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In Georgia, employers are required to provide certain benefits, including federal minimum wage, overtime pay, workers' compensation for businesses with three or more employees, unemployment insurance, unpaid family leave under FMLA, and unpaid jury duty leave. Employers with 50 or more full-time employees must also offer health insurance, while additional benefits like paid time off remain optional.
Under the federal Affordable Care Act (ACA), employers with 50 or more full-time employees must provide health insurance that meets minimum essential coverage standards. Employers with fewer than 50 employees are not required to offer health insurance but may choose to provide it voluntarily.
In Georgia, the provision of benefits for part-time employees is largely at the employer's discretion, as state law does not mandate benefits specifically for part-time workers. However, certain federal requirements may apply such as workers' compensation and unemployment insurance (only if they meet the wage requirements).
In Georgia, employers are not required to offer a 401(k) retirement plan, but many choose to provide it as a benefit to attract and retain employees. If an employer offers a 401(k), they must comply with federal regulations under the Employee Retirement Income Security Act (ERISA), which includes fiduciary responsibilities, providing plan information to participants, and meeting specific funding standards.
Employees in the private sector are not entitled to vacation leave. Georgia does not require employers to provide paid time off or vacation leave. Any PTO policies are at the employer's discretion.
In Georgia, employers are not legally required to provide any paid leave, except for voting leave.
The leave is a federal requirement. Under the Family and Medical Leave Act (FMLA), employers with 50 or more employees must provide unpaid, job-protected leave for eligible employees. This leave can be taken for:
In Georgia, there is no specific state law that mandates paternity leave. Eligible employees can use FMLA leave for the birth of a child and to bond with the newborn within the first year after birth. This includes both fathers and mothers. This leave is unpaid.
Georgia does not have a law requiring private-sector employers to provide sick leave, whether paid or unpaid. Employers who choose to offer sick leave must follow their own established policies.
In Georgia, employees called to active duty in the U.S. uniformed services, the Georgia National Guard, or other state national guards are entitled to unlimited unpaid leave for active service, and up to six months of leave within a four-year period for service school or annual training. They are eligible for reinstatement with full benefits unless reinstatement is impossible or unreasonable due to changes in the employer's circumstances. Employees must apply for reinstatement within 90 days of discharge or within ten days of completing training. Georgia law also prohibits discrimination against members of the U.S. reserves or state militia.
Georgia law requires employers to provide unpaid leave for employees called to serve on a jury. This leave is mandatory and employees cannot be punished for serving jury duty.
Parental leave in Georgia is governed by the Family and Medical leave Act. FMLA covers pregnancy-related medical leave and bonding time for new parents (birth or adoption). Georgia does not provide extended parental leave beyond the federal legislation.
In Georgia, the termination process is primarily governed by the state's at-will employment doctrine, which allows employers to terminate employees at any time, for any reason, or for no reason at all, provided the reason is not illegal. The termination may not be due to discriminatory reasons such as race, gender, religion etc.
In Georgia, there is no legally required notice period for terminating employment. Employers may choose to add notice periods to their employment contracts. Employers are required to provide a completed Separation Notice (Form DOL-800) to the employee on their last working day. This form outlines the reason for separation and is necessary for the employee to file for unemployment benefits.
The final paycheck should include all earned wages up to the termination date. Payment for accrued but unused vacation time is not required unless stipulated by company policy or employment contract.
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