Overtime Laws in Georgia

Similar to many U.S. States, Georgia also relies on the federal Fair Labor Standards Act (FLSA) when defining the state’s overtime laws. It does not have any state-specific overtime requirements or daily limits. It’s important for both employers and employees to stay informed about Georgia’s wage thresholds and workweek limits to ensure compliance and fair pay, respectively. 

Overview of Georgia Overtime Laws 2026

The FLSA ideally lays down rules for overtime pay in Georgia, enabling covered employees to receive overtime at 1.5 times their regular wage for each hour worked beyond the standard 40 hours in a workweek.    

Moreover, the state has no mandates for private employers to offer daily overtime, weekend, or holiday overtime pay to their employees. They’re just obligated to pay the federal minimum wage of $7.25 per hour, regardless of the lower official state minimum wage of $5.15 per hour, which is applicable only to certain exempted employers.

The table below shows key changes that affect overtime and exemptions in Georgia in 2025:

Eligibility for Overtime in Georgia

Understanding how employees are classified as exempt or non-exempt in Georgia directly impacts payroll. It also helps determine whether an employee qualifies to receive overtime pay. 

Non-exempt employees

These include people who work on an hourly basis or earn a salary that falls below the exempt threshold.

Exempt employees

These are usually individuals who work as executives, administrators, professionals, outside salespersons, IT professionals, are highly compensated (earning ≥$151,164 per annum and meet the duties test), and certain industry-specific roles. Some state-specific exemptions also fall in this category.

If employees are misclassified, it can result in back pay, penalties, and fines imposed on employers under the FLSA.

Federal vs. Georgia Overtime Rules

Since Georgia follows the federal FLSA, the overtime rules remain the same, except for minor additions made by the state to its exemption category. For instance, if Ava works 45 hours a week at $20/hour, under the federal law, she earns regular pay for 40 hours ($800) and overtime pay for 5 hours at 1.5 times her rate ($150), totaling her wage to $950 for the week. Under Georgia’s law, the same rule applies.

Please note: The state’s $5.15 per hour does not apply to most employers under FLSA. In such cases, federal standards prevail.

Exemptions in Georgia

As stated above, exempt employees are not entitled to receive overtime pay in Georgia as of January 2026. Employees or job titles that fall in this category are as follows:

• EAPs or executives, administrative, and professional employees who manage departments have the authority to hire/fire employees, draft company policies, perform support roles, or have advanced education, creative, or specialized skills. 
• People appointed to IT roles such as systems analysts, software developers, and programmers.
• Outside salespersons who are involved in selling products/services outside the employer’s office premises.  
• Seasonal amusement/recreational workers, agricultural and fishing labor, and certain types of transportation workers.
• Highly compensated individuals who earn a minimum of $151,164 per year, plus satisfy the duties test.

Employer Obligations and Employee Rights

• Weekly wage payment: Employers must pay wages on the scheduled payday.
• Recordkeeping: Employers must maintain a record of hours, pay rates, wage deductions, and overtime for all employees.
• Wage protection: Ensure tipped employees earn tips plus base wages and meet or exceed the minimum pay.
• Workplace protections: Employers must adhere to OSHA requirements, anti-discrimination, and privacy.
• Benefits: Employers must offer Social Security benefits, unemployment insurance, and workers’ compensation.
• Penalties: Failure to pay overtime wages can result in back wages, fines, and civil actions, if necessary.
• Reporting: Employees can report violations/complaints to the U.S. Department of Labor Wage & Hour Division and the Georgia Department of Labor.