Georgia Return to Office Mandate 2026

What is Georgia’s return to office mandate?

Georgia does not have a single statewide return to office mandate affecting all employers or employees. Instead, multiple mandates exist for specific categories of workers. The University System of Georgia implemented a mandate requiring all 50,000+ USG employees to return to in-person work beginning August 1, 2025. The City of Atlanta mandated employees return to offices at least three days per week starting April 10, 2025. Federal employees in Georgia, including approximately 211,000 workers, were directed to return to full-time in-person work through federal executive orders issued in January 2025. Private sector employers in Georgia are not subject to any state mandate and operate under at-will employment principles.

Sources: Multiple news reports from The Atlanta Journal-Constitution, WABE, Axios Atlanta, and other outlets reporting on USG, City of Atlanta, and federal mandates.

Does Georgia’s RTO mandate apply to private employers?

No. Georgia has not enacted legislation mandating return to office for private sector employers. Private employers in Georgia operate under at-will employment law codified at Georgia Code § 34-7-1, which allows employers to establish workplace policies including whether employees work remotely, in-office, or hybrid arrangements. Private employers must comply with federal anti-discrimination laws including the Americans with Disabilities Act, which may require reasonable accommodations such as remote work for qualified individuals with disabilities. Private employers must also honor any employment contracts or collective bargaining agreements that specify work arrangements.

Source: Georgia Code § 34-7-1; Georgia Department of Labor – At-Will Employment guidance

Can my employer force me back to the office in Georgia?

For most private sector employees in Georgia, yes. Georgia follows the at-will employment doctrine, meaning employers can change workplace policies, including requiring in-person work, as long as the change does not violate anti-discrimination laws or breach an employment contract. According to Georgia Code § 34-7-1, “An indefinite hiring may be terminated at will by either party.” This means employers generally have broad authority to set workplace requirements. However, employees with disabilities may request remote work as a reasonable accommodation under the Americans with Disabilities Act. Employees covered by union contracts or individual employment agreements should review those documents for any provisions regarding work location. Employees who believe they are being treated differently based on protected characteristics like race, sex, disability, age, or other protected classes should contact the EEOC at 1-800-669-4000.

Source: Georgia Code § 34-7-1; EEOC guidance on reasonable accommodation

What are my accommodation rights under Georgia law?

Georgia state employees are protected by the Georgia Fair Employment Practices Act, which prohibits disability discrimination and requires reasonable accommodation for qualified individuals with disabilities. State employees can file complaints with the Georgia Commission on Equal Opportunity at 404-656-1736 or 1-800-496-OPEN. Private sector employees in Georgia are protected by federal laws, primarily the Americans with Disabilities Act, which requires employers with 15 or more employees to provide reasonable accommodations to qualified individuals with disabilities unless doing so would cause undue hardship. Reasonable accommodations may include remote work arrangements, modified schedules, assistive technologies, or other workplace modifications that enable employees with disabilities to perform essential job functions. To request an accommodation, employees should contact their employer’s human resources department, explain their disability and how it affects their work, and propose an accommodation. The employer must engage in an interactive process to identify effective accommodations.

Sources: Georgia Fair Employment Practices Act; Americans with Disabilities Act; EEOC Enforcement Guidance on Reasonable Accommodation

How do I file a discrimination complaint in Georgia?

The process depends on whether you work for a state government employer or a private/local government employer. State government employees should file with the Georgia Commission on Equal Opportunity within 180 calendar days of the alleged discrimination. Contact GCEO at 404-656-1736 (metro Atlanta) or 1-800-496-OPEN (outside metro area), or visit https://gceo.georgia.gov/complaints/employment-complaint-questionnaire to submit a complaint online. GCEO handles complaints involving race, color, religion, national origin, sex, disability, and age discrimination in state government employment. Private sector employees and local government employees should file with the U.S. Equal Employment Opportunity Commission within 180 days of the alleged discrimination (or 300 days if dual-filing with a state agency). Contact the EEOC at 1-800-669-4000, visit https://publicportal.eeoc.gov/, or visit the Atlanta District Office at 100 Alabama Street, SW, Suite 4R30, Atlanta, GA 30303. The EEOC accepts complaints regarding discrimination based on race, color, religion, sex, national origin, age, disability, and genetic information.

Sources: GCEO – How To File An Employment Complaint; EEOC – Atlanta District Office

Can I request remote work as a reasonable accommodation?

Yes, employees with disabilities can request remote work as a reasonable accommodation under the Americans with Disabilities Act. To request remote work as an accommodation, contact your employer’s human resources department and explain that you have a disability that requires remote work to enable you to perform the essential functions of your job. Your employer may request medical documentation from your healthcare provider verifying your disability and need for the accommodation. The employer must engage in an interactive process with you to determine if remote work is a reasonable accommodation that does not cause undue hardship. Factors the employer may consider include whether essential job functions can be performed remotely, whether the employer has successfully allowed remote work for this position in the past, and the impact on business operations. If your employer denies your accommodation request, ask for a written explanation of why remote work would cause undue hardship. If you believe your employer failed to engage in the interactive process in good faith or unlawfully denied your accommodation request, you can file a charge with the EEOC.

Source: EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship

What is the Georgia Fair Employment Practices Act?

The Georgia Fair Employment Practices Act of 1978 is a state law that prohibits discrimination in state government employment based on race, color, religion, national origin, sex, disability, and age. The Act was enacted by House Bill 1711 authored by the late Representative J.C. Daugherty and signed into law in 1978. The Georgia Commission on Equal Opportunity enforces the Act by investigating complaints from individuals seeking employment with state government or current state government employees who believe they have been discriminated against. The Act applies only to State of Georgia government employment, not to private sector employers or local government employers. Private sector employees are protected by federal anti-discrimination laws enforced by the U.S. Equal Employment Opportunity Commission. State employees who believe they have experienced discrimination should contact GCEO at 404-656-1736 or visit https://gceo.georgia.gov.

Source: Georgia Commission on Equal Opportunity – About GCEO

Where do I file an EEOC complaint in Georgia?

File EEOC complaints with the Atlanta District Office, which has jurisdiction over all of Georgia and parts of South Carolina. You can file online at https://publicportal.eeoc.gov/, by calling 1-800-669-4000, or by visiting the office in person at 100 Alabama Street, SW, Suite 4R30, Atlanta, GA 30303. The office is open Monday through Friday from 8:30 AM to 5:00 PM except federal holidays. Scheduled intake appointments are available Monday through Thursday at 8:45 AM, 10:45 AM, and 1:30 PM. Walk-ins are accepted Tuesday, Wednesday, and Thursday from 8:30 AM to 11:30 AM, but scheduled appointments receive priority. The EEOC Public Portal allows you to schedule telephone, video, or in-person interviews. You must file your charge within 180 days of the alleged discrimination (or 300 days if Georgia has a worksharing agreement with EEOC for your type of claim). For federal employees or applicants, different procedures and deadlines apply; contact the EEOC for specific guidance on federal sector complaints.

Source: EEOC – Atlanta District Office

What is at-will employment in Georgia?

At-will employment is the default employment relationship in Georgia under Georgia Code § 34-7-1, which states “An indefinite hiring may be terminated at will by either party.” This means that unless an employee has a specific employment contract for a defined term, either the employer or the employee can end the employment relationship at any time, for any legal reason, or for no reason at all, with or without notice. At-will employment gives employers broad authority to change workplace policies, including work location requirements, compensation, and job duties. It also means employees are free to resign at any time. Exceptions to at-will employment include situations involving illegal discrimination based on protected characteristics, retaliation for engaging in protected activities, terminations that violate public policy, or terminations that breach express employment contracts. Georgia is one of a minority of states that does not recognize a public policy exception to at-will employment.

Sources: Georgia Code § 34-7-1; State Accounting Office of Georgia; Georgia Department of Labor FAQs

What is the difference between state employee and private sector RTO requirements in Georgia?

State employees and private sector employees face different return to office situations in Georgia. State employees in specific agencies may be subject to mandatory return-to-office directives issued by their agencies or governing bodies. For example, University System of Georgia employees were required to return to in-person work beginning August 1, 2025, under a system-wide mandate. City of Atlanta employees were required to return to offices at least three days per week starting April 10, 2025. State employees are covered by the Georgia Fair Employment Practices Act and can file discrimination complaints with the Georgia Commission on Equal Opportunity. Private sector employees are not subject to any state-mandated return to office requirements. Private employers in Georgia can implement return-to-office policies at their discretion under at-will employment law, subject to federal anti-discrimination requirements. Private sector employees are protected by federal laws including Title VII and the ADA, and must file complaints with the U.S. Equal Employment Opportunity Commission rather than state agencies. Both state and private sector employees have the right to request reasonable accommodations for disabilities, including potentially remote work arrangements.

Sources: Multiple news reports on state employee mandates; Georgia Code § 34-7-1; GCEO and EEOC websites

When does the University System of Georgia return to office mandate take effect?

The University System of Georgia return to office mandate began implementation on August 1, 2025, for the 2025-26 academic year. USG Chancellor Sonny Perdue announced the mandate during a late January 2025 meeting with university presidents and reiterated it at a Board of Regents meeting in early 2025. The mandate requires all staff and faculty to be physically present on campuses during core business hours. According to reporting, “having the ability to telework is not a right — it’s an arrangement reserved for limited circumstances.” Individual universities within the system have been implementing specific details and procedures. The mandate affects all 50,000+ USG employees. Employees who do not comply with the mandate may face termination, though universities may permit telework under limited circumstances. Implementation has faced challenges including limited office space, parking shortages, and employee concerns about commuting costs.

Sources: The Atlanta Journal-Constitution; WABE; Multiple news reports on USG mandate

What unions negotiated exemptions to the RTO mandate in Georgia?

There is no public information indicating that unions successfully negotiated system-wide exemptions to the University System of Georgia return-to-office mandate. However, the United Campus Workers of Georgia, which represents state public university faculty, staff, and student workers, has actively protested the mandate through rallies, petitions, and organizing efforts. The union has collected signatures opposing the mandate and voiced concerns about the financial burden on workers, lack of data supporting the policy, and adverse impacts on employee morale. At the federal level, federal employee unions have challenged federal return-to-office directives through lawsuits and grievances. Individual accommodation requests may be granted for employees with disabilities or other specific circumstances, but these are handled on a case-by-case basis rather than through collective bargaining exemptions. Employees covered by union contracts should consult with their union representatives about any provisions in their collective bargaining agreements related to work location.

Source: WABE reporting on United Campus Workers protests; Change.org petition

Is there pending RTO legislation in Georgia?

As of December 23, 2025, there is no pending legislation in the Georgia General Assembly specifically addressing return to office mandates or remote work rights for private or public sector employees. A search of the Georgia General Assembly website (www.legis.ga.gov) for the 2023, 2024, and 2025 legislative sessions using search terms including “return to office,” “remote work,” and “telework” did not identify relevant bills. The Georgia Legislature has not enacted statutes governing when employers can require in-person work or establishing employee rights to remote work arrangements. Private sector workplace policies continue to be governed by at-will employment principles under Georgia Code § 34-7-1, subject to federal anti-discrimination laws. Individuals interested in tracking potential future legislation can monitor the Georgia General Assembly website and subscribe to bill tracking services or legislative alerts from advocacy organizations.

Source: Georgia General Assembly bill search conducted December 23, 2025

What federal agencies in Georgia are affected by return-to-office mandates?

Multiple federal agencies with significant presence in Georgia have been affected by federal return-to-office directives issued in January 2025. Major agencies include the Centers for Disease Control and Prevention with facilities at Emory and Chamblee campuses, the Internal Revenue Service with four taxpayer assistance centers in metro Atlanta, the Environmental Protection Agency, Social Security Administration offices throughout Georgia, employees at the Sam Nunn Federal Center, employees at the Richard B. Russell Federal Building, and other federal departments with Georgia operations. According to U.S. Census data, approximately 211,000 federal employees including military personnel worked in Georgia as of 2023. About 16.2% of Georgia federal workers worked remotely before the mandates, which was the sixth-highest percentage in the country. Federal return-to-office implementation has been phased by agency with varying timelines. Some agencies required return by February or March 2025, while others phased implementation through spring 2025.

Sources: Axios Atlanta; FOX 5 Atlanta; Multiple news reports on federal employee returns

How does Georgia regulate remote work?

Georgia does not have state statutes specifically regulating remote work arrangements. Private sector employers in Georgia have broad discretion to establish remote work policies under at-will employment law codified at Georgia Code § 34-7-1. Employers can allow, modify, or terminate remote work arrangements at their discretion, subject to anti-discrimination laws and contractual obligations. The Georgia Department of Labor does not regulate whether employers must permit or prohibit remote work. State agencies may establish remote work or telework policies for their own employees. The Georgia Department of Administrative Services provides guidance on workplace accommodations for state employees with medical conditions, including flexible work arrangements when medically necessary. For private sector employees, the primary regulation affecting remote work is the Americans with Disabilities Act, which may require employers to provide remote work as a reasonable accommodation for qualified individuals with disabilities. Employment contracts, collective bargaining agreements, or company policies may also establish remote work rights for specific employees.

Sources: Georgia Code § 34-7-1; Georgia Department of Labor; DOAS Return to Work Program