Georgia Employment Law
Georgia has very limited state employment protections for private employers. The Fair Employment Practices Act only covers state and local government. Private employees rely primarily on federal law.
At-Will
Yes
Right-to-Work
Yes
EEOC Deferral
180 days
Min. Wage
$7.25
Georgia State Laws (3)
GA FEPA
Ga. Code Ann. §§ 45-19-20 to 45-19-46
Georgia's fair employment practices statute applies only to state and local government employers — it does NOT cover private-sector employers. Prohibits discrimination based on race, color, religion, national origin, sex, disability, and age (40-70). Private-sector employees in Georgia must rely on federal anti-discrimination laws for protection.
Protected Classes
Key Provisions
- ✓Applies exclusively to state and local government employers, NOT private sector
- ✓Covers race, color, religion, national origin, sex, disability, and age (40-70)
- ✓Age protection capped at age 70, unlike the federal ADEA
- ✓Administered by the Georgia Commission on Equal Opportunity
- ✓Private-sector employees have no state anti-discrimination statute and must use federal law
- ✓Georgia is one of the weakest states for private-sector employment protections
Remedies
GA Equal Pay
Ga. Code Ann. § 34-5-3
Prohibits employers with 10 or more employees from discriminating in the payment of wages between the sexes for equal work on jobs requiring equal skill, effort, and responsibility. Provides a state-level equal pay claim independent of the federal Equal Pay Act.
Protected Classes
Key Provisions
- ✓Prohibits sex-based wage discrimination for equal work
- ✓Applies to employers with 10 or more employees
- ✓Requires equal skill, effort, and responsibility for comparison
- ✓Exceptions for seniority, merit, and other non-sex-based factors
- ✓Provides a state cause of action in addition to the federal Equal Pay Act
Remedies
GA Whistleblower
Ga. Code Ann. § 45-1-4
Provides whistleblower protections exclusively for public employees in Georgia. Prohibits retaliation against state government employees who disclose information about fraud, waste, or abuse in government programs. Private-sector employees in Georgia have no state whistleblower statute and must rely on federal protections.
Key Provisions
- ✓Protects public employees who report fraud, waste, or abuse in government
- ✓Covers state government employees only — no private-sector coverage
- ✓Prohibits retaliation including termination, demotion, and suspension
- ✓Georgia is one of the weakest states for private-sector whistleblower protections
- ✓Private-sector employees may be protected by federal statutes (SOX, Dodd-Frank, etc.)
Remedies
Local Ordinances in Georgia (1)
Atlanta ADO
Atlanta Code of Ordinances Ch. 94, Art. XII
Atlanta's city-level anti-discrimination ordinance is especially important because Georgia has no state-level anti-discrimination law covering private employers. The ordinance includes protections for sexual orientation and gender identity and covers all employers with 1 or more employees within the city limits.
Protected Classes
Federal Laws That Apply in Georgia
These federal statutes protect workers nationwide, including in Georgia. Georgia is a non-deferral state — the EEOC filing deadline is 180 days.
Check which laws apply to your situation in Georgia
Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.
Check My RightsThis information is provided for educational purposes only and does not constitute legal advice.Georgia laws are subject to legislative changes. Consult a qualified employment attorney in Georgia for advice about your specific situation. Last reviewed: March 2026.