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Employment At-Will: Georgia

Employment At-Will requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: C. R. Wright, Fisher Phillips

Summary

  • Georgia has one of the strictest interpretations of the employment at will doctrine, and has even gone so far as to codify the doctrine. See Employment at will Doctrine, Generally.
  • In order to prove the existence of an employment contract, a Georgia employee needs to comply with a strict evidentiary burden. See Employment Contracts.
  • Verbal assurances of job security, the conditions of employment, or promises of employment for an indefinite period of time will not alter the at-will employment relationship in Georgia. See Verbal Promises.
  • The provisions of employee handbooks or policy manuals will likely not alter the at-will employment relationship in Georgia, though they may create other types of contractual obligations. See Employee Handbooks.
  • There are no defined public policy exceptions to the employment at will doctrine in Georgia, so long as the employer does not violate a statute in the process of termination that provides for a civil remedy. See Public Policy Exceptions.
  • Georgia does not recognize the implied covenant of good faith and fair dealing in the context of at-will employment relationships. See Implied Covenant of Good Faith and Fair Dealing.
  • Georgia recognizes some other employment-related torts, but these claims have been mostly unsuccessful in Georgia state court. See Exceptions in Tort.