In Georgia, effective hourly workforce management often centers on overtime and hours‑worked calculations.
State requirements can interact with federal standards, and in some areas, local rules may layer on additional obligations for employers.
Welcome to The Peach State! Georgia’s labor laws align closely with federal standards under the Fair Labor Standards Act (FLSA), making compliance relatively straightforward for most employers.
The state maintains a lower statutory minimum wage that applies only in limited circumstances, meaning most Georgia employers must follow the federal rate instead.
While the state does not mandate paid sick leave or rest breaks, consistent wage documentation and accurate worker classification remain critical to compliance.
This blog is based on information available to HireArt as of October, 2025. HireArt does not provide tax, accounting or legal advice. This material has been prepared for informational purposes only, and should not be relied on for, tax, legal or accounting advice. Consult your own tax, legal and accounting advisors before engaging in any related activities or transactions.
Georgia follows the federal minimum wage for most employers.
While state law lists a minimum wage of $5.15 per hour, this rate applies only to employers not covered by the FLSA. For nearly all employers, the federal minimum wage of $7.25 per hour governs. Georgia law also preempts local governments from setting their own wage ordinances.
Employers must follow the higher applicable rate between state and local law.
Georgia does not have a statewide paid sick leave requirement.
Employers may choose to offer paid or unpaid sick leave through company policy. Written policies that define accrual, usage, and carryover terms help maintain consistency and transparency while supporting employee wellbeing.
Georgia does not permit local governments to enact their own wage or leave ordinances.
This statewide preemption simplifies compliance for multi-location employers, ensuring uniform employment policies across all cities and counties.
Georgia does not require meal or rest breaks for adult employees.
Employers should follow internal policies, union agreements, or FLSA guidelines. Although not required, offering reasonable breaks during shifts longer than six hours is considered a best practice for supporting productivity and morale.
Payment for unused paid time off (PTO) at termination depends on the employer’s written policy or contract.
If the employer’s policy promises payout, that obligation must be honored. Documenting and consistently applying PTO policies helps avoid disputes and ensures compliance with Georgia’s wage payment requirements.
Georgia has no general statute requiring reimbursement for business-related expenses.
Employers should establish internal reimbursement policies defining eligible expenses, submission procedures, and payment timelines. Transparency helps prevent misunderstandings and ensures fair treatment of employees.
Employers in Georgia must provide accurate wage documentation and timely payment after separation.
Maintaining thorough records is essential to avoid wage disputes or FLSA violations.
Georgia applies federal and state economic-realities tests to determine proper worker classification.
If an employer controls how, when, or where a worker performs their duties, the worker must typically be classified as a W-2 employee. Misclassification can result in penalties, back wages, and tax liabilities.
HireArt serves as an Employer of Record (EOR) to help companies remain compliant with Georgia’s wage and hour laws. Through HireArt, employers can:
Partnering with HireArt allows employers to manage their Georgia workforce confidently while minimizing administrative risk.
