Employment At-Will: Georgia
Federal law and guidance on this subject should be reviewed together with this section.
Author: C. R. Wright, Fisher Phillips
- 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.