Labor Laws of Georgia: Essential Rights, Obligations & Protections

Georgia’s labor and employment laws combine federal statutes (especially the Fair Labor Standards Act, FLSA) with state rules that fill gaps or provide specific mandates. For most workers in Georgia, federal law provides the baseline protections, with state law stepping in where more favorable or specific provisions exist. Below is a detailed guide to key areas of Georgia labor law in 2025.

1. Minimum Wage & Tipped Workers

• Georgia’s state minimum wage
• Under Georgia law (O.C.G.A.), the statutory minimum wage is $5.15 per hour. (joinhomebase.com)
• However, for most employers, the federal minimum wage of $7.25 per hour applies, because the FLSA covers most business activities in Georgia (especially those involved in interstate commerce). (Rippling)
• In many practical situations, employers adhere to the federal rate, which supersedes the lower state rate when applicable. (joinhomebase.com)
• Tipped employees
• Under federal law (FLSA), tipped employees may be paid a base “cash wage” as low as $2.13 per hour, so long as the employee’s tips plus that wage equal at least the federal minimum wage. If not, the employer must make up the difference. (Georgia Department of Labor)
• Georgia does not impose a separate state-level tipped minimum wage beyond what FLSA requires. (joinhomebase.com)
• Subminimum / training wage for youth
• Federal law allows a “youth” or training wage of $4.25 per hour for employees under age 20 during their first 90 days of employment, under certain conditions. (joinhomebase.com)

2. Overtime & Working Hours

• Overtime threshold
• Georgia does not have a state-specific overtime law. Instead, nonexempt employees must follow the FLSA standard: working more than 40 hours per week entitles them to time-and-a-half (1.5×) their regular rate. (Deputy)
• Exempt vs nonexempt status
• Some employees may be exempt from overtime (executive, administrative, professional roles, etc.), but they must satisfy both duties tests and salary thresholds prescribed by federal regulations. (Georgia Department of Labor)
• Work on weekends, nights, holidays
• The FLSA does not require extra pay for work done on weekends, nights, or holidays beyond overtime rules. Unless a company policy provides additional premiums, there is generally no legal requirement for “shift differentials” under Georgia or federal law. (Georgia Department of Labor)

3. Meal Breaks, Rest Breaks & Break Policies

• No state requirement
• Georgia does not require private-sector employers to offer meal periods or rest breaks for adult employees. (Deputy)
• The FLSA likewise does not mandate meal breaks or rest breaks. (Georgia Department of Labor)
• If breaks are offered
  • Breaks of 5 to 20 minutes (short breaks) should generally be treated as paid time. (Deputy)
  • Meal periods of 30 minutes or more can be unpaid, provided the employee is completely relieved of all work duties. (Deputy)

4. Final Paychecks, Termination & At-Will Employment

• At-will employment doctrine
• Georgia is an at-will employment state. This means that, unless bound by contract or specific law, an employer or employee may terminate the employment relationship at any time, for any (legal) reason, or no reason at all. (Clockify)
• Final wage timing
• Georgia law does not mandate a specific timing for when a terminated or resigned employee must receive their final wages. A common practice is for the employer to pay all due wages on the next regularly scheduled payday. (joinhomebase.com)
• Because there is no statutory requirement, businesses sometimes build policies into employment agreements or company handbooks.

5. Child Labor Laws

• Work permits / certificates
• Minors (workers under age 18) in Georgia commonly must have an employment certificate or permit to legally work. (joinhomebase.com)
• Restrictions on hours and scheduling
• There are limits on hours minors can work, especially during school sessions. For example, minors aged 14 and 15 may work up to 4 hours on a school day, 8 hours on a non-school day, or 40 hours in a non-school week (subject to both federal and state rules). (joinhomebase.com)
• Some hours (such as early morning, late evening) may be restricted for minors. (workyard.com)
• Hazardous occupations
• Minors may be prohibited from engaging in certain hazardous occupations (machinery, manufacturing, etc.) as prescribed by federal child labor regulations.

6. Leave, Sick Time & Other Benefits

• Paid sick leave
• Georgia does not require private employers to provide paid sick leave under state law. (