In 2025, understanding Georgia leave laws and holiday entitlements is essential for both employers and employees to ensure compliance and fair workplace practices. Georgia leave laws cover various types of time off, including vacation, sick leave, and family-related absences, while the state’s holiday schedule highlights important dates for employees to plan around. Tools like the Day Off app can help streamline PTO tracking and ensure you never miss an important holiday. This guide explores Georgia’s key regulations on leave, paid time off (PTO) policies, and recognized public holidays, providing a comprehensive overview to help navigate the year ahead. Whether you’re managing a business or planning your own time off, staying informed on these laws is crucial for smooth operations and well-being in the workplace.
Paid Time Off (PTO) in Georgia
Leave Quota
Georgia, like many other states, does not mandate a specific amount of PTO that employers must provide. Instead, businesses are free to set their own policies, which are often outlined in employment contracts or company handbooks. Common PTO allocations include:
- Entry-Level Positions: Employees may receive anywhere from 10 to 15 days of PTO annually, which may cover vacation, personal, and sick leave combined.
- Mid-Level Employees: Those with a few years of service often receive additional days, potentially between 15 to 20 days per year.
- Senior-Level and Long-Term Employees: After several years with a company, employees might earn 20+ days of PTO annually, reflecting their longevity and contributions.
Employers may choose to differentiate between vacation days and sick days or offer a combined pool of PTO, depending on company policy.
Accrual
Accrual policies are common in Georgia workplaces and allow employees to earn PTO gradually. This can be calculated based on various metrics, such as hours worked or pay periods:
- Hourly Accrual: For example, an employee may accrue 1 hour of PTO for every 40 hours worked. This method ensures that employees gradually accumulate leave over time, rather than receiving all PTO upfront at the beginning of the year.
- Monthly Accrual: Alternatively, employees might earn a certain number of PTO hours each month. For instance, if an employee is entitled to 15 days of PTO per year, they might accrue 1.25 days each month.
Employers often set accrual caps to prevent the excessive accumulation of PTO, which can affect business operations if multiple employees take time off simultaneously.
Rollover
While Georgia does not legally require employers to allow unused PTO to roll over into the next year, many companies choose to implement rollover policies to incentivize employees to stay with the company and offer greater flexibility:
- Full Rollover: Some employers permit employees to carry over all unused PTO into the following year without restrictions. This allows employees to save up leave for extended vacations or emergencies.
- Capped Rollover: Many companies implement a cap on the amount of PTO that can be rolled over. For instance, an employee might be allowed to carry over a maximum of 5 days into the next year, with any excess PTO being forfeited.
- Use-it-or-Lose-it: In some cases, employers may enforce a strict “use-it-or-lose-it” policy, where any unused PTO at the end of the year is forfeited. This encourages employees to take their time off and prevents the buildup of excessive unused leave.
It’s important for employees to be aware of their company’s rollover policies and plan their time off accordingly to avoid losing accrued leave.
Payment of Accrued, Unused Vacation on Termination
In Georgia leave laws, whether an employer must pay out unused, accrued vacation or PTO upon an employee’s termination (whether voluntary or involuntary) depends on the company’s specific policies:
- Company Policy or Employment Contract: If an employer’s policy or the employee’s contract explicitly states that accrued vacation or PTO will be paid out upon termination, then the employer is legally obligated to provide this payout. Failure to do so can lead to legal disputes.
- Discretionary Payment: If no policy or contract specifies that accrued PTO must be paid upon termination, Georgia law does not require the employer to do so. It is common for businesses to reserve the right to deny payment of unused vacation time in these cases, but clarity in company policy is key.
Best Practices for Employees and Employers
- For Employees: It is crucial to understand the specifics of your employer’s PTO policy, including how much leave you are entitled to, how PTO is accrued, whether unused days can be rolled over, and whether you will be compensated for unused vacation time upon termination. Always refer to your employee handbook or HR department for clarification.
- For Employers: To avoid disputes, it’s important to have clear and transparent PTO policies in place. These should outline how leave is accrued, how much PTO can be carried over (if any), and whether unused vacation will be paid out at the end of employment. Clear communication of these policies helps prevent legal issues and ensures employees understand their rights.
Sick Leave in Georgia
Federal Laws
The Family and Medical Leave Act (FMLA) remains the most significant federal regulation providing sick leave protection across the United States, including Georgia. While FMLA does not specifically offer paid sick leave, it ensures that eligible employees of covered employers can take up to 12 weeks of unpaid, job-protected leave for the following health-related or family reasons:
Serious Health Conditions: Employees can take time off to address their own serious health condition, such as chronic illnesses, long-term medical conditions, or treatments requiring hospitalization.
Caring for a Family Member: FMLA permits employees to care for an immediate family member (spouse, child, or parent) suffering from a serious health condition.
Childbirth and Childcare: Parents can use FMLA leave for the birth of a child or adoption, covering both recovery and bonding periods.
Military Family Leave: Employees with family members in the military can also take leave for qualifying exigencies related to deployment or to care for a service member with a serious illness or injury.
To qualify under FMLA, an employee must:
- Work for a company with 50 or more employees within a 75-mile radius.
- Have worked for the employer for at least 12 months (though these months do not need to be consecutive).
- Have worked at least 1,250 hours in the previous 12 months.
Although FMLA does not provide paid leave, employees are entitled to continue their employer-provided health insurance during the time off, and employers are obligated to restore the employee to their original or an equivalent position upon their return.
State Laws
Georgia leave laws does not have a state-mandated sick leave policy, which means employers in the private sector are not required to offer paid or unpaid sick leave beyond federal requirements. This absence of a sick leave mandate gives employers significant flexibility in creating their own policies regarding time off for illness.
However, while Georgia does not enforce a specific sick leave quota, there are some exceptions and protections:
- Kin Care Law: If an employer provides paid sick leave, Georgia’s “Kin Care” law allows employees to use up to 5 days of their paid sick leave to care for immediate family members. This family care provision is significant because it recognizes the need for employees to use their sick leave not only for their own health but also to care for sick family members.
Employer-Provided Sick Leave Policies
Many employers in Georgia, despite the absence of state requirements, voluntarily offer paid sick leave to stay competitive and to support their workforce. These policies typically include:
Paid Sick Leave: While not mandatory, paid sick leave is often part of an employee benefits package. Most employers provide between 5 and 10 paid sick days per year. These can be used for personal illness, doctor’s appointments, or, in some cases, to care for a sick family member.
Accrual Systems: Some employers allow employees to accrue sick leave over time. For example, an employee might accrue 1 hour of sick leave for every 30 hours worked, allowing them to gradually build up a bank of sick time they can use when needed.
Unlimited Sick Leave: A growing number of companies, particularly in the tech sector, are experimenting with unlimited sick leave policies. While employees are encouraged to take the time they need to recover, these policies often come with the expectation that sick leave will not be abused.
Payout for Unused Sick Leave: Unlike vacation time, there is no federal or state law requiring employers to pay out unused sick leave when an employee leaves a company. In Georgia, this decision is left to the employer’s discretion. Some companies may choose to offer a payout for unused sick leave as part of a generous benefits package, but this is not common.
Key Considerations for Employees
Check Employer Policies: Since Georgia does not have a statewide sick leave mandate, it’s crucial for employees to familiarize themselves with their company’s specific sick leave policies. This includes understanding how much sick leave they are entitled to, whether it accrues over time, and whether it can be used for family care.
Documentation Requirements: Many employers require employees to provide documentation, such as a doctor’s note, after a certain number of sick days. Employees should be aware of their company’s policy on providing medical documentation for extended absences.
FMLA Protections: Employees who need to take extended leave for serious health conditions should explore their eligibility for FMLA. This unpaid leave ensures that they can focus on recovery without fear of losing their job or health benefits.
Maternity, Paternity, FMLA in Georgia
Federal law
The Family and Medical Leave Act (FMLA) provides the most comprehensive federal protections for new parents, allowing eligible employees to take up to 12 weeks of unpaid, job-protected leave per year. This leave can be used for a variety of family and medical reasons, including maternity, paternity, adoption, and foster care.
Maternity Leave
Under FMLA, expectant mothers are entitled to take leave for:
- Pregnancy-related health conditions: This includes prenatal medical appointments and any complications or serious health conditions related to pregnancy.
- Childbirth and recovery: After giving birth, mothers can use FMLA leave for recovery and bonding with the newborn. Typically, recovery time can range from 6 to 8 weeks, depending on whether the birth was vaginal or via cesarean section. However, FMLA allows for up to 12 weeks of unpaid leave to cover both recovery and bonding time.
Paternity Leave
Fathers are also entitled to take FMLA leave for:
- Bonding with a newborn: Fathers can take unpaid leave under FMLA to spend time with their newborn child and support the mother during the postpartum period. The 12-week entitlement can be split between parents or taken concurrently, depending on the family’s needs.
- Caring for a spouse recovering from childbirth: Fathers may also use their FMLA leave to care for their spouse after childbirth, particularly if there are medical complications or the mother requires additional care during recovery.
Adoption and Foster Care
FMLA also applies to employees who are adopting a child or becoming foster parents. In these cases, employees can use the 12 weeks of leave to:
- Bond with the new child.
- Manage the transition period for the child and family.
- Handle legal or medical procedures related to the adoption or foster care process.
FMLA Eligibility and Coverage
While FMLA provides important protections, not all employees in Georgia are automatically eligible for this leave. To qualify, the following criteria must be met:
- Workplace size: The employee must work for a covered employer that has at least 50 employees within a 75-mile radius.
- Length of employment: The employee must have worked for the employer for at least 12 months. These months do not need to be consecutive.
- Hours worked: The employee must have worked at least 1,250 hours over the past 12 months (which averages to about 24 hours per week).
Although FMLA does not provide paid leave, it guarantees that employees on leave have their jobs protected. Upon returning to work, employees are entitled to be restored to their original position or an equivalent one, with the same pay, benefits, and working conditions. In addition, health benefits must be maintained during the leave, though employees will need to continue paying their share of any health insurance premiums.
Additional State Laws
Unlike some states that have implemented their own paid family leave programs or maternity and paternity leave regulations, Georgia does not have any additional state laws that go beyond the protections provided by FMLA. This means that Georgia employers are not required to offer paid family leave, and any such benefits are offered at the employer’s discretion.
Absence of Paid Family Leave
Georgia leave laws does not have a statewide paid family leave program. As a result, employees who need time off to care for a new child, recover from childbirth, or care for a family member typically rely on unpaid FMLA leave or employer-provided benefits.
While this places a financial burden on many families, some employers in Georgia offer paid leave as part of their benefits packages. Paid family leave programs are especially common in larger companies or competitive industries, where businesses seek to attract and retain top talent. Employers may offer:
- Paid Maternity Leave: Some employers provide fully paid or partially paid maternity leave. This can range from 4 to 12 weeks, depending on the company and the employee’s role.
- Paid Paternity Leave: A smaller but growing number of employers offer paid paternity leave, allowing fathers to take time off to bond with their new child without losing income.
Short-Term Disability Insurance
One option for mothers to receive income during maternity leave is through short-term disability insurance (STD). Many employers offer STD coverage as part of their benefits package, or employees can purchase policies independently. Short-term disability generally covers a portion of the employee’s salary (typically 60-70%) for a set period, often 6-8 weeks following childbirth. Some policies may extend coverage in cases of cesarean sections or complications.
Employees should verify whether their employer provides short-term disability coverage and review the terms, including waiting periods and the percentage of income replacement.
Employer-Provided Benefits and Additional Protections
Though not required by state law, many Georgia employers choose to go beyond the minimum FMLA protections by offering enhanced benefits to support new parents and their families. These can include:
Extended Leave Policies
Some employers provide additional weeks of leave beyond the 12 weeks guaranteed by FMLA. This extended leave may be unpaid or partially paid, and it is designed to accommodate new parents who may need extra time to adjust to their new family responsibilities.
Flexible Work Arrangements
Employers in Georgia are increasingly offering flexible work arrangements for new parents returning to work. These may include:
- Remote work: Allowing employees to work from home for some or all of their workweek, particularly during the transition period after parental leave.
- Flexible hours: Offering flexible start and end times or reduced hours during the initial months of returning to work to help parents manage their family obligations.
Paid Parental Leave
A growing number of Georgia employers are introducing paid parental leave, recognizing that providing financial stability during family leave helps retain valued employees. Paid parental leave policies can vary, but typically offer between 4 to 12 weeks of paid leave for both mothers and fathers.
Key Takeaways for Employees and Employers
In 2025, maternity, paternity, and family leave in Georgia rely on federal FMLA protections for job security and unpaid leave. While Georgia does not mandate additional state leave benefits, employers often supplement these with more generous policies, including paid leave, short-term disability, and flexible work options. Employees should:
- Check employer policies: Understand the leave options available, including whether paid leave or short-term disability is offered.
- Plan for unpaid leave: Since FMLA is unpaid, employees should consider their financial situation and explore options like short-term disability to cover some of the income loss during leave.
- Communicate with HR: Employers should clearly communicate their policies, while employees should discuss their family leave plans with HR to ensure a smooth transition.
Bereavement Leave in Georgia
In 2025, Georgia does not have specific state laws mandating bereavement leave, meaning the availability of such leave depends on employer policies. Bereavement leave allows employees to take time off following the death of a close family member to grieve, arrange funeral services, and manage related matters. While there is no state requirement for businesses to offer paid or unpaid bereavement leave, many employers voluntarily provide 3 to 5 days of paid leave, especially for the loss of immediate family members such as a spouse, parent, or child. Employees should review their company’s bereavement policy for specific details and options, as some employers may allow for additional unpaid leave or extended paid leave under certain circumstances.
Jury Duty Leave in Georgia
In 2025, Georgia leave laws requires employers to provide leave for employees who are called to serve on jury duty. Under state law, employers must allow employees to take time off without fear of losing their job or facing retaliation. However, Georgia does not mandate that employers provide paid leave for jury duty, meaning whether the employee receives compensation during this time depends on the company’s policy. Employees should provide their employer with notice and a copy of the jury duty summons. While serving on a jury, employees are entitled to job protection, ensuring that they can return to their regular position after fulfilling their civic duty. Some companies may offer paid time off for jury duty as a benefit, so employees should review their company’s policies for specific guidelines.
Military Leave in Georgia
In 2025, military leave in Georgia is governed by both federal and state laws that provide protections for employees serving in the armed forces. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who are called to active duty, training, or other military service are entitled to take leave without losing their civilian job. USERRA ensures that upon returning from military service, employees are reinstated to their previous position or a comparable one with the same pay, benefits, and seniority. While employers in Georgia are not required to provide paid leave for military service, many companies offer paid leave or differential pay to make up the difference between military pay and regular earnings. Additionally, Georgia law protects the employment rights of state National Guard members who are called to state or federal duty. Employees are encouraged to notify their employers in advance and review their company’s military leave policies to understand the specific benefits and protections available.
Voting Leave in Georgia
In 2025, Georgia leave laws continues to support employees’ right to vote by requiring employers to provide up to two hours of paid leave to cast their ballot during state and federal elections. Employees must request the time off in advance, and employers may specify the hours when the leave can be taken, such as at the beginning or end of the workday, to minimize disruption. However, this leave is only required if the employee’s work schedule does not already allow at least two consecutive hours outside of their working hours to vote. This ensures that all eligible voters have the opportunity to participate in elections without facing work-related obstacles.
Georgia State Holidays in 2025
In 2025, Georgia will observe several state holidays, providing employees with days off to recognize significant national and local events.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Washington’s Birthday (Presidents’ Day)
Confederate Memorial Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1
Monday, January 20
Monday, February 17
Wednesday, April 23
Monday, May 26
Friday, July 4
Monday, September 1
Monday, October 13
Tuesday, November 11
Thursday, November 27
Thursday, December 25