Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Women are
80%
more likely to
live in poverty
than white men in
Georgia
Single-woman led households are at the
highest risk
of poverty in
Georgia
In
Georgia
, women earn
$0.66
for every dollar a white man makes
Women in
Georgia
are
76%
more likely to earn
minimum wage
than white men
Women in
Georgia
are
70%
more likely to earn a
tipped wage
than white men
In
Georgia
, at least
73%
of women are essential to the financial security of their household
Georgia law prohibits employers from discriminating between employees on the basis of sex by paying wages to employees at a rate lower than the rate the employer pays wages to employees of the opposite sex in the same establishment for equal work in jobs that require equal skill, effort, responsibility, and are performed under similar working conditions.[1]
a. Affirmative Defenses: To justify a pay disparity, an employer can assert that it was based on: seniority system, merit system, a system that measures earnings by quantity or quality of production, and a differential based on any factor other than sex.[2]
b. Retaliation: Employers cannot discharge or discriminate against you because you have made a complaint to your employer or another person, you have instituted or caused to be instituted a proceeding relating to the state’s equal pay provisions, or you have testified or are about to testify in such proceedings.[3]
[1] Ga. Code Ann. § 34-5-3 (2024).
[2] Ga. Code Ann. § 34-5-3 (2024).
[3] Ga. Code Ann. § 34-5-3 (2024).
No. Georgia’s equal pay act mirrors the federal law.
No. Georgia currently does not mandate any form of employer pay disclosure.
No. Georgia currently does not prohibit employers’ use of salary history in hiring and setting pay.
No. Georgia law does not include protections for employees’ pay discussions. However, under federal law or the National Labor Relations Act, private sector employees generally cannot prohibit employees from discussing wages, with some exceptions.[1]
[1] Your Right to Discuss Wages, Nat’l Lab. Rels. Bd., https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages.
No. Georgia does not require employers to collect, report, or assess gender-based pay data.
No. By statute, Georgia’s minimum wage is $5.15/hour,[1] so the federal minimum wage of $7.25 applies. The state law also prohibits cities and counties from establishing local minimum wages above the federal minimum wage.[2]
[1] Ga. Code Ann. § 34-4-3 (2024).
[2] Ga. Code Ann. § 34-4-3.1 (2024).
No. Georgia has not eliminated the subminimum wage. In accordance with federal law, tipped workers who earn at least $30 in tips per month are permitted to be paid $2.13/hour.[1]
[1] Minimum Wages for Tipped Employees, U.S. Dep’t of Lab. (Sept. 30, 2023), https://www.dol.gov/agencies/whd/state/minimum-wage/tipped.
Yes. Employers are required to pay most employees semi-monthly.[1] Exemptions exist for farming, sawmill, and turpentine industries, and all officials, superintendents, and heads or subheads of departments who are employed by the month or year at stipulated salaries.[2]
[1] Ga. Code Ann. § 34-7-2 (2024).
[2] Ga. Code Ann. § 34-7-2 (2024).
No. However, labor pool or work-site employers must provide a pay stub or register to temporary employees indicating the number of hours worked, rate of pay, and deductions.[1]
[1] Ga. Code Ann. § 34-10-2 (2024).
No. Georgia does not have a standalone overtime law, so the federal Fair Labor Standards Act governs. Employees must receive overtime pay for hours worked beyond 40 hours in a workweek at a rate at least 1.5 times the regular rate for employment.[1]
[1] 29 U.S.C. §207.
No. Georgia does not have specific laws addressing wage theft, but federal protections may apply.
