🇺🇸 Georgia Paid Leave — 2026 UPDATE

Georgia Paid Leave Laws: Sick Leave, Family Leave & FMLA (2026)

⚠️Informational only — not legal or tax advice.

Last Updated: March, 2026
Last Reviewed: March, 2026
Applicable Period: 2026
Jurisdiction: State of Georgia, United States      
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

How long is maternity leave in Georgia How long is paternity leave in Georgia

Table of Contents

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Introduction

Georgia does not require private employers to provide paid sick leave under any statewide statute. Georgia also does not operate a state-funded paid family and medical leave program; workers in the private sector rely on the federal Family and Medical Leave Act (FMLA) as the primary entitlement for family and medical leave. One state law — the Georgia Family Care Act (O.C.G.A. § 34-1-10), administered through the Georgia General Assembly — does require employers with 25 or more employees that voluntarily provide paid sick leave to permit eligible employees to use up to five days of that leave per year for family caregiving. At the federal level, the FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons. This page compiles current requirements from the Georgia Department of Labor, the Georgia Department of Administrative Services, and the U.S. Department of Labor.

Quick Reference — Georgia Paid Leave Snapshot

Georgia Paid Leave Overview
Category Status
Mandatory Paid Sick Leave No state mandate for private employers
Governing Statute No statewide private-sector sick leave statute. Family Care Act: O.C.G.A. § 34-1-10 (applies if employer voluntarily provides sick leave)
Administering Agency Georgia Department of Labor (general labor matters); no dedicated sick leave enforcement agency — dol.georgia.gov
Covered Employers (Family Care Act) Employers with 25 or more employees that choose to provide paid sick leave
Eligible Employees (Family Care Act) Employees working at least 30 hours per week for a covered employer
Family Care Leave Cap Up to 5 days per year of employer-provided sick leave used for family member care
Paid Family & Medical Leave Program No — no state-run PFML program for private-sector employees
PFML Program Name N/A — Federal FMLA Only
PFML Weekly Benefit (Maximum) N/A
PFML Duration N/A
State Employee Paid Parental Leave Yes — up to 240 hours (approx. 6 weeks) for eligible state executive branch employees (H.B. 1010, effective July 1, 2024)
FMLA Applies Yes (Federal baseline)
Information Current As Of March 2026

Sources: Georgia Department of Labor · U.S. Department of Labor — FMLA · Georgia DOAS — Paid Parental Leave

Georgia does not mandate paid sick leave for private employers. No statewide statute requires private-sector employers to provide paid or unpaid sick leave beyond federal FMLA protections. The state does impose one conditional requirement: under the Georgia Family Care Act (O.C.G.A. § 34-1-10), private employers with 25 or more employees that voluntarily offer paid sick leave must permit eligible employees to use up to five days of that leave per year to care for immediate family members. The Family Care Act was made permanent law by 2023 Ga. Laws 90 (effective May 1, 2023), removing a prior sunset provision. The statute does not include a penalty or enforcement provision against employers, and it expressly states that it does not create a new cause of action.

For public-sector employees, the State of Georgia provides paid sick leave. State executive branch employees accrue sick leave at a rate established under State Personnel Board Rule 478-1-.16. No local jurisdictions in Georgia have enacted a paid sick leave ordinance applicable to private employers.

Source: O.C.G.A. § 34-1-10 via Georgia General Assembly · Georgia Department of Labor — Laws and Rules

Georgia does not operate a state-funded paid family and medical leave program for private-sector workers. No state statute establishes a payroll-contribution system, wage replacement benefit, or state-administered claims process comparable to programs in states such as California, New Jersey, or Washington. Workers in Georgia who need family or medical leave in the private sector rely on the federal FMLA (Section 4 below) and any employer-provided benefits, such as short-term disability insurance or accrued paid time off.

One limited exception applies to state government employees: eligible executive branch state employees and public school employees may access paid parental leave of up to 240 hours (approximately six weeks) per year under H.B. 1010 (effective July 1, 2024), administered by the Georgia Department of Administrative Services. This benefit is restricted to state employment and does not apply to private-sector workers.

Sources: Georgia DOAS — Paid Parental Leave · U.S. DOL — State Paid Family and Medical Leave Laws

Maternity, Paternity & Parental Leave in Georgia

How Long Is Maternity Leave in Georgia?

Maternity leave duration in Georgia for private-sector employees depends entirely on federal FMLA eligibility and employer policy. Eligible employees at covered employers are entitled to up to 12 workweeks of unpaid, job-protected leave in a 12-month period under the federal FMLA (29 U.S.C. § 2612), which covers childbirth and newborn care within one year of birth. Georgia has no state-level maternity leave law that extends this baseline for private-sector workers. Employees who do not meet FMLA eligibility thresholds — because their employer has fewer than 50 employees within 75 miles, or because they have not met the 12-month/1,250-hour service requirements — have no statutory entitlement to leave beyond employer policy.

For eligible employees, the total leave available under federal law is:

Georgia Leave Types — Duration & Pay Status
Leave Type Duration Paid or Unpaid
FMLA — Childbirth / Bonding Up to 12 workweeks Unpaid (job-protected)
FMLA — Pregnancy-Related Serious Health Condition Counted within 12-week FMLA entitlement Unpaid
Georgia State PFML N/A N/A
Employer-provided STD / PTO (voluntary) Varies by employer policy Paid (if employer offers)

Source: U.S. DOL — FMLA

Is Maternity Leave Paid in Georgia?

Maternity leave is unpaid for private-sector workers under the FMLA. Georgia operates no state paid family and medical leave program that provides wage replacement during a maternity absence. Employees who have access to employer-provided short-term disability insurance may receive partial wage replacement for the period of pregnancy-related disability, depending on plan terms. Employees may also use accrued paid leave (sick leave, vacation, or PTO) concurrently with FMLA leave if the employer’s policy permits or requires it. No state law mandates that an employer provide paid maternity leave to private-sector workers.

Source: U.S. DOL — FMLA

Paternity Leave and Parental Leave in Georgia

Fathers and non-birthing parents have the same FMLA entitlement as birthing parents: up to 12 workweeks of unpaid, job-protected leave for the birth or placement of a child, provided the employee meets eligibility requirements. FMLA bonding leave is available to eligible employees for any qualifying reason including adoption and foster care placement. Georgia has no state law providing additional paid parental leave to private-sector fathers or non-birthing parents beyond the FMLA baseline.

For state government employees, H.B. 1010 (effective July 1, 2024) provides up to 240 hours of paid parental leave to eligible executive branch state employees for the birth of a child, adoption, or foster placement. This applies to state government and public school employees only; it does not cover private-sector employment. Details are available at the Georgia DOAS Paid Parental Leave page.

Source: Georgia DOAS — Paid Parental Leave · U.S. DOL — FMLA

Federal FMLA in Georgia

The federal Family and Medical Leave Act is the primary statutory protection for family and medical leave in Georgia. Because Georgia has enacted no state-level paid leave or family leave program covering the private sector, the FMLA represents the full extent of federal and state job-protected leave entitlements for most private-sector workers in the state.

FMLA Coverage and Eligibility in Georgia

The FMLA applies to private employers in Georgia with 50 or more employees within a 75-mile radius for at least 20 workweeks in the current or preceding calendar year. All public agencies — including state and local government employers — are covered regardless of size. All public elementary and secondary schools are covered employers under the FMLA.

To be eligible for FMLA leave, an employee must satisfy three requirements:

  1. Employed by a covered employer for at least 12 months (need not be consecutive);
  2. Worked at least 1,250 hours during the 12-month period immediately preceding the leave; and
  3. Works at a location where the employer has 50 or more employees within 75 miles.

Eligible employees are entitled to up to 12 workweeks of unpaid, job-protected leave in a 12-month period. An additional entitlement of 26 workweeks in a single 12-month period applies for military caregiver leave (care for a covered servicemember with a serious injury or illness).

Source: U.S. DOL — FMLA

Qualifying Reasons Under Georgia FMLA

Under 29 U.S.C. § 2612, FMLA leave in Georgia may be taken for:

  • Birth and newborn care: The birth of a child and care for the newborn child within one year of birth;
  • Adoption or foster placement: Placement of a child with the employee for adoption or foster care and care for the newly placed child within one year of placement;
  • Family member’s serious health condition: Care for the employee’s spouse, child, or parent who has a serious health condition;
  • Employee’s own serious health condition: A serious health condition that makes the employee unable to perform the essential functions of the job;
  • Qualifying military exigency: Any qualifying exigency arising from a family member’s covered active military duty (spouse, son, daughter, or parent); and
  • Military caregiver leave: Up to 26 workweeks to care for a covered servicemember who is the employee’s spouse, son, daughter, parent, or next of kin.

A “serious health condition” under the FMLA means an illness, injury, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a healthcare provider.

Source: U.S. DOL — FMLA · U.S. DOL — FMLA Fact Sheet #28

Is FMLA Paid or Unpaid in Georgia?

FMLA leave in Georgia is unpaid. The statute provides job protection and continuation of group health insurance coverage, but does not require wage replacement. Georgia operates no state-funded paid family and medical leave program that would run concurrently with FMLA leave. Employees may elect — or employers may require — substitution of accrued paid leave (sick leave, vacation, or PTO) during FMLA leave; this substitution uses accrued paid leave concurrently but does not extend the 12-week entitlement.

Employer-provided benefits such as short-term disability insurance may provide partial wage replacement during periods that qualify for FMLA, depending on plan terms. These benefits are voluntary and not required by Georgia or federal law.

Source: U.S. DOL — FMLA FAQ

Does FMLA Apply to Small Businesses in Georgia?

The FMLA applies to private employers in Georgia with 50 or more employees within a 75-mile radius. Private employers with fewer than 50 employees are not covered by the FMLA. Georgia has no state family leave law with a lower employer size threshold; no state statute extends FMLA-equivalent protections to employees of small businesses. Workers at employers with fewer than 50 employees have no statutory entitlement to job-protected family or medical leave in Georgia under state or federal law, beyond any employer-provided policy.

Employers near the 50-employee threshold should note that the count includes all employees — full-time, part-time, and temporary — employed for at least 20 workweeks in the current or preceding calendar year.

Source: U.S. DOL — FMLA · U.S. DOL — FMLA Fact Sheet #28

FMLA Employee Rights and Employer Obligations

Under the FMLA, covered employers in Georgia must:

  • Post notice: Display the WHD Poster WH-1420 summarizing employee FMLA rights in a conspicuous location. The poster is available from the U.S. DOL Wage and Hour Division.
  • Provide eligibility notice: Notify employees of eligibility status within five business days of a leave request.
  • Designate leave: Designate leave as FMLA-qualifying and provide written notice of rights and responsibilities.
  • Maintain group health insurance: Continue group health insurance coverage during FMLA leave on the same terms as if the employee had not taken leave.
  • Restore position: Upon return from FMLA leave, restore the employee to the same or an equivalent position with equivalent pay, benefits, and other terms.

Employees requesting FMLA leave must provide at least 30 days advance notice when the need for leave is foreseeable. When unforeseeable, notice must be given as soon as practicable. Employers may require medical certification from a healthcare provider for leave taken due to a serious health condition.

Source: U.S. DOL — FMLA · U.S. DOL — FMLA Fact Sheet #28

How Georgia FMLA Differs from States with PFML Programs

Because Georgia has no state PFML program, the federal FMLA is the sole statutory entitlement for job-protected family and medical leave for private-sector employees. States with PFML programs (such as California, New Jersey, and Washington) provide wage replacement during FMLA-covered leave through state-administered benefit systems. In Georgia, no such system exists. Employees seeking wage continuity during a qualifying family or medical leave event must rely entirely on employer-provided benefits or personal resources.

Source: U.S. DOL — State Paid Family and Medical Leave Laws

Other Protected Leave Categories in Georgia

Bereavement Leave

Georgia does not mandate bereavement leave for private employers. No state statute requires employers to provide paid or unpaid leave for the death of a family member. A 2026 resolution (GA HR 1048) urged adoption of the Georgia Bereaved Parents and Family Support Act, which would provide job-protected bereavement leave for parents experiencing the death of a child; as of March 2026 the measure remained in committee and had not been enacted. Employer bereavement leave policies are voluntary. Source: Georgia General Assembly

Jury Duty Leave

Georgia law (O.C.G.A. § 34-1-3) prohibits employers from discharging, threatening, or otherwise retaliating against an employee who is absent from work to serve as a juror. The statute does not require employers to pay employees during jury service. Source: O.C.G.A. § 34-1-3 via Georgia General Assembly

Voting Leave

Georgia law (O.C.G.A. § 21-2-404) requires employers to allow employees up to two hours of paid time off to vote in any public primary or election, provided the employee does not have two or more non-work hours available before or after polls are open. Source: O.C.G.A. § 21-2-404 via Georgia General Assembly

Domestic Violence / Crime Victim Leave

Georgia has no standalone statute requiring employers to provide leave for victims of domestic violence or sexual assault beyond protections integrated into employer-provided sick leave under the Family Care Act. Federal FMLA protections may apply if the circumstances give rise to a serious health condition.

Military Leave

Georgia employers are subject to the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), which requires employers to provide unpaid leave for military service and guarantees reemployment rights. Georgia Code § 38-2-279 provides additional protections for state and local government employees called to active duty. Source: U.S. DOL — USERRA · Georgia General Assembly

Breast Milk Expression

Georgia law (O.C.G.A. § 34-1-6, enacted August 2020) requires employers to provide a private, non-bathroom space and reasonable break time for employees to express breast milk. Source: O.C.G.A. § 34-1-6 via Georgia General Assembly

2026 Updates & Recent Legislative Changes in Georgia

What Changed in Georgia Paid Leave Laws in 2023–2026?

May 1, 2023 — Family Care Act made permanent: The Georgia Family Care Act (O.C.G.A. § 34-1-10) was made permanent law by 2023 Ga. Laws 90, removing a prior three-year sunset provision that had required periodic General Assembly reauthorization since 2017. The substantive requirements of the Act were unchanged; the amendment eliminated the expiration mechanism only. Source: 2023 Ga. Laws 90 — Georgia General Assembly

July 1, 2024 — State employee paid parental leave expanded: H.B. 1010 increased paid parental leave for eligible state executive branch employees and public school employees from 120 hours (approximately three weeks) to 240 hours (approximately six weeks) per year. The expansion does not affect private-sector employees. Qualifying events include birth of a child, adoption, and foster placement. Source: Georgia DOAS — Paid Parental Leave FAQs (Effective July 1, 2024)

Pending Legislation

As of March 2026, no legislation creating a mandatory private-sector paid sick leave requirement or a state-funded paid family and medical leave program has passed the Georgia General Assembly. GA HR 1048 (introduced January 2026) urges adoption of job-protected bereavement leave for parents who experience the death of a child; the resolution was in the House Industry and Labor Committee as of early March 2026 and had not been enacted. Legislative status is subject to change. Current bill tracking is available through the Georgia General Assembly website.

How to File a Paid Leave Complaint in Georgia

Filing a Family Care Act Matter

The Georgia Family Care Act (O.C.G.A. § 34-1-10) expressly states that it does not create a new cause of action against employers. There is no dedicated state enforcement mechanism or agency complaint process for violations of the Act. Workers with general employment law inquiries may contact the Georgia Department of Labor.

Filing an FMLA Complaint in Georgia

FMLA complaints are filed with the U.S. Department of Labor Wage and Hour Division (WHD). The WHD investigates complaints and may recover lost wages, benefits, and other compensation. Workers believing their Georgia FMLA rights have been violated may:

FMLA complaints must be filed within two years of the alleged violation (three years if the violation was willful). Source: U.S. DOL — FMLA

Interstate Considerations for Remote Workers in Georgia

Paid leave laws generally apply based on where the employee performs work, not where the employer is headquartered. A remote employee physically located in Georgia is subject to Georgia’s leave law framework — meaning no state-mandated paid sick leave and no state PFML program. Employers headquartered in a state with mandatory paid sick leave or a PFML program that employs remote workers in Georgia should evaluate which state’s laws apply to each worker’s primary work location.

Multi-state employers with employees in both Georgia and states that have mandatory paid sick leave or PFML programs (such as California, New York, or New Jersey) must apply each state’s laws to employees in those respective states. Federal FMLA eligibility is determined at the worksite level based on the 50-employee/75-mile radius rule.

For additional information on remote work law obligations in Georgia, see RemoteLaws.com — Georgia Remote Work Laws. For Georgia unemployment benefit information, see RemoteLaws.com — Georgia Unemployment Benefits. For Georgia employment law generally, see RemoteLaws.com — Georgia Employment Law.

Frequently Asked Questions — Georgia Paid Leave

How does FMLA work in Georgia?

The federal FMLA provides eligible employees at covered Georgia employers up to 12 workweeks of unpaid, job-protected leave per 12-month period for qualifying family and medical reasons, including childbirth, serious health conditions, and qualifying military exigencies. Covered employers are private employers with 50 or more employees within 75 miles and all public agencies. Source: U.S. DOL — FMLA

How long is maternity leave in Georgia?

Eligible private-sector employees in Georgia are entitled to up to 12 workweeks of unpaid maternity leave under the federal FMLA. Georgia has no state paid family leave program that extends or supplements this entitlement. Employer-provided short-term disability or PTO may provide additional coverage depending on employer policy. Source: U.S. DOL — FMLA

Is maternity leave paid or unpaid in Georgia?

Maternity leave is unpaid under the FMLA. Georgia has no state-funded program providing paid maternity leave to private-sector workers. Wage replacement during maternity leave is available only through voluntary employer-provided benefits such as short-term disability insurance or accrued paid leave. Source: U.S. DOL — FMLA

Who is eligible for FMLA in Georgia?

An employee is eligible for Georgia FMLA leave if they have worked for a covered employer for at least 12 months, have logged at least 1,250 hours during the preceding 12-month period, and work at a location with 50 or more employees within 75 miles. Source: U.S. DOL — FMLA

Is FMLA leave paid in Georgia?

FMLA leave is unpaid. Georgia does not operate a state paid family and medical leave program. Employees may use accrued paid leave concurrently with FMLA leave if employer policy permits or requires it, but this does not convert FMLA into a paid entitlement. Source: U.S. DOL — FMLA FAQ

Does Georgia have paid sick leave?

Georgia does not require private employers to provide paid sick leave. No statewide statute mandates paid or unpaid sick leave for private-sector workers. If an employer with 25 or more employees voluntarily provides paid sick leave, the Georgia Family Care Act (O.C.G.A. § 34-1-10) requires that eligible employees be permitted to use up to five days of that leave per year for family member care. Source: Georgia General Assembly — O.C.G.A. § 34-1-10

Does Georgia have paid family leave?

Georgia does not have a state-funded paid family and medical leave program for private-sector employees. State executive branch employees and public school employees may access up to 240 hours of paid parental leave under H.B. 1010 (effective July 1, 2024), but this program does not apply to private-sector employment. Source: Georgia DOAS — Paid Parental Leave

How many sick days are required in Georgia?

No state law requires private employers in Georgia to provide any minimum number of sick days. The Georgia Family Care Act addresses use of voluntarily-provided sick leave, not its provision. Public-sector employees have separate sick leave entitlements under state personnel rules. Source: Georgia Department of Labor

Does FMLA apply to small businesses in Georgia?

The FMLA applies only to private employers with 50 or more employees within a 75-mile radius. Small businesses with fewer than 50 employees are not covered by the FMLA. Georgia has no state law extending FMLA-equivalent protections to employees of smaller employers. Source: U.S. DOL — FMLA Fact Sheet #28

How long is paternity leave in Georgia?

Eligible fathers and non-birthing parents at covered Georgia employers are entitled to up to 12 workweeks of unpaid FMLA leave for the birth or placement of a child, on the same terms as birthing parents. Georgia has no state law providing paid paternity leave to private-sector workers. State government employees may access the 240-hour paid parental leave program under H.B. 1010. Source: U.S. DOL — FMLA

Can an employer deny paid sick leave in Georgia?

Because Georgia does not require private employers to provide paid sick leave, a private employer may lawfully choose not to offer it. If an employer with 25 or more employees provides paid sick leave, denying an eligible employee the right to use up to five days of that leave for family care may implicate the Georgia Family Care Act (O.C.G.A. § 34-1-10), though the statute contains no direct enforcement mechanism. Source: Georgia General Assembly — O.C.G.A. § 34-1-10

Is paid sick leave available to part-time employees in Georgia?

Because Georgia imposes no mandate for private-sector paid sick leave, part-time employee eligibility depends entirely on employer policy. The Georgia Family Care Act applies to employees working at least 30 hours per week; part-time employees working fewer than 30 hours per week fall outside the Act’s scope even if the employer offers sick leave. Source: O.C.G.A. § 34-1-10 via Georgia General Assembly

Can paid sick leave be used for a family member’s illness in Georgia?

If an employer with 25 or more employees provides paid sick leave, the Georgia Family Care Act requires that eligible employees (working 30+ hours per week) be permitted to use up to five days of that leave per year to care for a child, spouse, grandchild, grandparent, or parent, or any dependent shown on the employee’s most recent tax return. Source: O.C.G.A. § 34-1-10 via Georgia General Assembly

What happens to unused sick leave when an employee leaves their job in Georgia?

Georgia law does not require private employers to pay out unused sick leave upon termination. Payout obligations, if any, are determined by the employer’s stated policy or employment contract. Source: Georgia Department of Labor

Does Georgia have any paid leave requirements for employers?

Georgia imposes no mandatory paid sick leave or paid family leave requirements on private employers. The one conditional obligation — permitting use of voluntarily-provided sick leave for family care — applies only to employers with 25 or more employees that already offer paid sick leave. Source: O.C.G.A. § 34-1-10 via Georgia General Assembly

Is there a waiting period before using paid sick leave in Georgia?

Georgia law does not address waiting periods because it does not mandate paid sick leave. If an employer voluntarily provides sick leave, the employer may set its own eligibility waiting period. Source: Georgia Department of Labor

What options exist for paid maternity leave in Georgia?

For private-sector workers in Georgia, paid maternity leave options include: employer-provided short-term disability insurance (if offered), accrued PTO or vacation used concurrently with FMLA leave (if employer policy permits), and any paid maternity leave benefit voluntarily provided by the employer. Georgia has no state program providing paid maternity leave to private-sector workers. Source: U.S. DOL — FMLA

Does Georgia have a voluntary paid family leave insurance program (NCOIL)?

As of March 2026, Georgia has not enacted a voluntary paid family leave insurance framework under the National Council of Insurance Legislators (NCOIL) model or comparable legislation. Employers in Georgia may voluntarily purchase group short-term disability or paid family leave insurance products through private insurers; such products are not state-administered. Source: Georgia Department of Insurance — consumer.georgia.gov

Sources & Verification Log

Sources & Verification — Georgia Paid Leave Laws
Section Source URL Date Verified
Family Care Act statute Georgia General Assembly — O.C.G.A. § 34-1-10 legis.ga.gov March 2026
Family Care Act permanence 2023 Georgia Laws 90 legis.ga.gov March 2026
State employee paid parental leave Georgia DOAS — Paid Parental Leave doas.ga.gov/.../paid-parental-leave March 2026
General labor FAQs Georgia Department of Labor — Individuals FAQs dol.georgia.gov/.../individuals-faqs-laws-and-regulations March 2026
Employment laws and rules Georgia Department of Labor — Employment Laws dol.georgia.gov/employment-laws-and-rules March 2026
FMLA overview U.S. Department of Labor — Wage and Hour Division dol.gov/agencies/whd/fmla March 2026
FMLA fact sheet U.S. Department of Labor — Fact Sheet #28 dol.gov/.../fact-sheets/28-fmla March 2026
FMLA FAQ U.S. Department of Labor — FMLA FAQ dol.gov/agencies/whd/fmla/faq March 2026
FMLA complaint process U.S. DOL — WHD Complaint Page dol.gov/agencies/whd/contact/complaints March 2026
State PFML landscape U.S. DOL Women's Bureau — State Paid Family & Medical Leave Laws dol.gov/.../State-Paid-Family-Medical-Leave-Laws March 2026
Jury duty leave Georgia Code — O.C.G.A. § 34-1-3 legis.ga.gov March 2026
Voting leave Georgia Code — O.C.G.A. § 21-2-404 legis.ga.gov March 2026
Breast milk expression Georgia Code — O.C.G.A. § 34-1-6 legis.ga.gov March 2026
Bereavement legislation Georgia General Assembly — GA HR 1048 legis.ga.gov/legislation/all March 2026
USERRA U.S. Department of Labor — VETS dol.gov/agencies/vets/programs/userra March 2026

Others

California
Colorado
Massachusetts
Washington
New Jersey
New York
Texas
Florida
Illinois
Connecticut
Minnesota
Michigan
Arizona
Pennsylvania
Oregon
Delaware

This page compiles information from official government sources for general reference purposes. It does not constitute legal advice. Employment law is subject to legislative changes and judicial interpretation. For specific compliance questions, consultation with a licensed attorney in Georgia is recommended. Last updated: March 2026.