Georgia minimum wage 2025
The Georgia minimum wage in 2025 is $5.15.
Georgia’s minimum wage law does not apply to employers who are subject to the federal Fair Labor Standards Act (FLSA) when the federal Fair Labor Standards Act requires employers to pay a minimum wage greater than the Georgia’s minimum wage. GA Code 34-4-3(c)
Georgia minimum wage laws also do not apply to the following employers:
- employers with sales of $40,000 per year or less;
- employers with five (5) employees or less
- employers of domestic employees;
- employers who are farm owners, sharecroppers, or land renters;
Georgia state law does not have laws regarding overtime pay. Federal law requires employers to pay employees one and a half their regular rate of pay if they work more than 40 hours per workweek. GA Dept. of Labor FAQ. See FLSA: Overtime for more information regarding overtime hours, overtime wage rate requirements, and employees who may meet an overtime exemption.
Tip minimum wage
Georgia’s minimum wage law does not contain a provision that allows employers to pay employees wage rates less than the standard minimum wage rate. However, most employers in Georgia are exempt from its minimum wage act because they are subject to the Fair Labor Standards Act, the federal labor law. GA Statute 34-4-3(c)
Thus, employers may pay employees who receive tips or gratuities a minimum wage of $2.13, subject to the requirements of the federal Fair Labor Standards Act. See GA. Dept. of Labor.
Tip pooling and sharing
The state of Georgia minimum wage law does not address tip/gratuity pooling. However, because most employees working in Georgia are subject to the federal Fair Labor Standards Act, the requirements for tip/gratuity pooling set forth in that law would likely apply.
Subminimum wage
Employees with disabilities
Georgia’s minimum wage law does not address employees with disabilities. However, because most employees working in Georgia are subject to the federal Fair Labor Standards Act, the rules and regulations regarding employees with disabilities set forth in that law would apply.
Trainees
Georgia’s minimum wage law does not address trainees. However, because most employees working in Georgia are subject to the federal Fair Labor Standards Act, the rules and regulations regarding trainees set forth in that law would apply.
Apprentices
Georgia’s minimum wage law does not address apprentices. However, because most employees working in Georgia are subject to the federal Fair Labor Standards Act, the rules and regulations regarding apprentices set forth in that law would apply.
Learners
Georgia’s minimum wage law does not address learners. However, because most employees working in Georgia are subject to the federal Fair Labor Standards Act, the rules and regulations regarding learners set forth in that law would apply.
Student learners
Georgia’s minimum wage law does not address student learners. However, because most employees working in Georgia are subject to the federal Fair Labor Standards Act, the rules and regulations regarding student learners set forth in that law would apply.
Student workers
Georgia’s minimum wage law does not address student workers. However, because most employees working in Georgia are subject to the federal Fair Labor Standards Act, the rules and regulations regarding student workers set forth in that law would apply.
Georgia Minimum Wage Laws 2025 FAQs
What is the minimum wage in Georgia?
In 2025, the Georgia minimum wage is $5.15 per hour, although most non-exempt employees must be paid at least the federal minimum wage of $7.25. Under the federal labor laws, the minimum overtime rate for not exempt employees is $10.875.
Why does Georgia have the lowest minimum wage?
Indeed, Georgia has the lowest minimum wage at $5.15 per hour. However, it is not alone in the country with this rate. Wyoming has the same minimum wage rate as well.
Hence, it is not really a surprise why there are state minimum wage campaigns to address them specifically.
It’s also understandable why this seems to be significantly low, especially when compared to other states that are currently undergoing efforts to further increase their minimum wage to $15, a rate that’s triple Georgia’s current state rate.
Unfortunately, low wages are apparently engraved in the South’s history, going all the way back to Civil War.
There’s a persisting belief that low minimum wage is the way to go to develop a positive business climate.
While it’s not popularly considered a livable wage, it is still rather fortunate that most hourly employees get to enjoy the federal minimum wage.
Hence, most workers get to enjoy a base rate of $7.25 per hour instead of just $5.15. It’s even the rate featured on the Georgia’s Department of Labor website.
Will there be minimum rate changes in Georgia in 2022?
There are currently no updates about any minimum wage increase for Georgia in the near future. Hence, the current rate for their hourly employees will remain at either that state’s rate or the federal rate.
What steps can business owners take to prepare for future minimum wage increases?
The first thing business owners should do is stay on top of compliance updates and the schedule of increases. Fortunately, various websites offer subscriptions to get a newsletter for business owners, specifically for this purpose.
It is also essential to learn more about minimum wage rules, such as minimum wage exceptions and the rules on tipped wage.
For instance, there are cases when the youth minimum wage is lower than the true minimum wage. Meanwhile, city employees typically enjoy a slightly higher rate than workers from the county.
Another step that you can take is to use a payroll platform. Doing so will help keep your payroll at the right rate and ensure that it will be given on time.
Not to mention that it can help with compliance as well. Think of it as an investment in employee compensation.
Speaking of investing in your talent, create paths for employee growth. Employee turnover rates can be quite costly and even hurt a business’s productivity and sales.
However, you can minimize it significantly by raising your employees’ level of satisfaction.
Finally, don’t forget to evaluate the different factors that impact your revenue. Aside from employment cost, this will also include the employer size (or company size), production costs, and even the cost of living increase.
