Is Georgia an at-will employment state?

Yes, Georgia is an at-will employment state, meaning employers can generally terminate employees for any lawful reason. However, Georgia recognizes exceptions for discrimination, retaliation, and public policy violations.

What is the EEOC filing deadline in Georgia?

Georgia is a non-deferral state, so the EEOC filing deadline is 180 days from the date of the alleged violation.

What is the minimum wage in Georgia?

The minimum wage in Georgia is $7.25 (federal; state minimum is $5.15 but FLSA applies).

What is the main employment discrimination law in Georgia?

GA FEPA (Ga. Code Ann. §§ 45-19-20 to 45-19-46) is Georgia's primary employment protection law. It covers employers with 15+ employees and protects against discrimination based on race, color, religion, national origin, sex, and more.

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 (5)

GA FEPA

Ga. Code Ann. §§ 45-19-20 to 45-19-46

180 days

15+ employees

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

racecolorreligionnational originsexdisabilityage (40-70)

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

Back payReinstatementInjunctive reliefReasonable attorney fees and costsDamages are limited compared to federal remedies

File with: Georgia Commission on Equal Opportunity (GCEO)180 days

GA Equal Pay

Ga. Code Ann. § 34-5-3

— days

10+ employees

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

sex

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

Unpaid wagesCompensatory damagesAttorney fees and costs

File with: Private lawsuit (state court)2 years

GA Whistleblower

Ga. Code Ann. § 45-1-4

365 days

1+ employees

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

ReinstatementBack payRestoration of benefitsCompensatory damagesReasonable attorney fees and costs

File with: State Personnel Board or private lawsuit1 year

GA Family Care

O.C.G.A. § 34-1-10

— days

25+ employees

Requires employers with 25+ employees who provide paid sick leave to allow employees to use up to five days per year of accrued sick leave to care for an immediate family member.

Protected Classes

family_medical_leaveserious_health_condition

Key Provisions

✓Requires employers with 25+ employees who provide paid sick leave to allow employees to use up to five days per year of accrued sick leave to care for an immediate family member.

Remedies

reinstatement of leaveback pay if discharged

File with: Georgia Department of Labor; private right of actionNot specified; default 2-year tort SOL likely

GA Charlottes Lactation Break

O.C.G.A. § 34-1-6

365 days

1+ employees

Requires employers to provide reasonable paid break time and a private location (not a bathroom) for employees to express breast milk for up to one year after the child's birth; covers public and private employers.

Protected Classes

pregnancychildbirthrelated_medical_conditionssex

Key Provisions

✓Requires employers to provide reasonable paid break time and a private location (not a bathroom) for employees to express breast milk for up to one year after the child's birth; covers public and private employers.

Remedies

civil penaltiesprivate right of action for retaliation

File with: Georgia Department of Labor; private right of action1 year

Local Ordinances in Georgia (1)

Atlanta

Atlanta ADO

Atlanta Code of Ordinances Ch. 94, Art. XII

180 days

1+ employees

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

racecolorreligionsexsexual orientationgender identitynational originagedisabilityfamilial status

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.

Title VII15+ employees

Section 19811+ employees

WARN Act100+ employees

— days

Rehabilitation Act1+ employees

180 days

SOX Section 8061+ employees

180 days

INA Section 1324b4+ employees

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 Rights

This 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.