Employee handbook requirements in Georgia (2026)

Georgia law requires all private employers with 10 or more employees to use the federal E-Verify system to verify the employment eligibility of every newly hired employee. Employers must enroll in E-Verify and run verification within 3 business days of each hire date. The requirement applies to regular, seasonal, and temporary employees alike. Subcontractors working for covered employers must also comply. Non-compliance can result in suspension of business licenses and civil penalties. Employers must retain E-Verify records for at least 3 years.

Under Georgia's Wage Payment Act, final wages are due on the next regular payday following separation, regardless of whether the employee resigned or was terminated. Georgia does not require immediate or same-day final pay at the time of termination. Accrued PTO or vacation payout on separation is governed entirely by the employer's written policy — Georgia does not mandate payout of accrued leave unless the employer's policy expressly provides for it. Employers must pay all earned wages including commissions and bonuses that have been definitively earned before separation.

Georgia prohibits employers from discharging, threatening, or otherwise retaliating against an employee for responding to a jury summons or serving on a jury. Employees must provide reasonable advance notice of jury service. Georgia law does not require employers to pay employees during jury duty — leave is unpaid unless the employer's policy provides otherwise. However, employers may not require employees to use accrued vacation or PTO to cover jury service. Employees are entitled to return to their position following jury service. Violations subject the employer to civil liability.

Georgia law requires private employers to permit employees to take up to 2 hours of time off to vote in any primary, general, or special election, provided the employee has fewer than 2 hours of non-work time available between the opening and closing of polls. Employees must request the leave prior to election day. The employer may specify the particular hours during which the voting leave may be taken. Georgia law does NOT require the voting leave to be paid — it is unpaid unless the employer's written policy provides otherwise. Employers may not penalize, threaten, or retaliate against any employee for exercising this right.

Georgia requires all employers with 3 or more employees to carry workers' compensation insurance. Employees must report work-related injuries to their employer within 30 days of the injury. The employer is required to post a Panel of Physicians — a list of at least 6 authorized treating physicians from which an injured employee must select their treating doctor. For injuries resulting in more than 7 days of lost time, the employer must file a First Report of Injury (Form WC-1) with the insurer within 21 days of receiving notice. Retaliation against an employee for filing a workers' compensation claim or testifying in a workers' compensation proceeding is prohibited.

Georgia's Drug-Free Workplace Act establishes a voluntary certification program that provides employers a workers' compensation premium discount of up to 7.5% for maintaining a qualifying drug-free workplace. To participate, employers must: (1) adopt a written drug-free workplace policy that meets statutory content requirements; (2) provide annual employee education; (3) provide supervisor training on recognizing substance abuse; (4) make an Employee Assistance Program (EAP) or similar resource available; and (5) implement mandatory testing including pre-employment, reasonable suspicion, post-accident, return-to-duty, and follow-up testing. The written policy must clearly state prohibited behaviors, testing procedures, consequences of violations, and EAP availability. Participation is voluntary, but once adopted, the employer must apply the policy consistently to all employees.

Georgia's Pregnancy Accommodation Act requires employers with 10 or more employees to provide reasonable accommodations to employees and applicants for conditions related to pregnancy, childbirth, or related medical conditions, unless the accommodation would impose an undue hardship on the business. Reasonable accommodations may include: more frequent or longer rest breaks, modification of work schedules or job duties, acquisition of equipment or modification of existing equipment, temporary transfer to a less strenuous or hazardous position (with the employee's consent), light duty, and leave to recover from childbirth. Employers must engage in a timely, good-faith interactive process to identify an effective accommodation. Employers may not require an employee to take leave if another reasonable accommodation can instead be provided. Retaliation against an employee for requesting or receiving an accommodation is prohibited.

Georgia law requires employers with 25 or more employees to provide up to 5 days of unpaid leave to an employee who is the spouse, parent, or child of a service member ordered to active duty in a combat zone or hazardous duty area, or who is on leave from active duty in such an area. The employee must provide advance notice that the service member has been called to active duty or is on leave from a combat zone. All 5 days must be taken within the qualifying period related to the deployment. Employers may not discharge, threaten, or otherwise retaliate against an employee for taking this leave. The employee is entitled to reinstatement to the same or an equivalent position upon return.