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What are my legal obligations as an employer in Georgia regarding employee benefits?

Picture of Chris Battis By   ·  1 minute read

As an employer in Georgia, there are certain legal obligations concerning employee benefits that you must adhere to. Here are some of the most important legal obligations:

  1. Providing Workers’ Compensation Insurance: In Georgia, all employers with three or more employees are required to carry workers’ compensation insurance. This insurance is meant to provide benefits to employees who are injured or become ill as a result of their job.
  2. Offering Health Insurance: While Georgia law does not require employers to offer health insurance to their employees, the Affordable Care Act (ACA) mandates that employers with 50 or more full-time equivalent employees must offer affordable health insurance that meets certain minimum requirements. If you fall under this category, you must offer health insurance to your eligible employees.
  3. Offering Leave Benefits: Under the federal Family and Medical Leave Act (FMLA), eligible employees are entitled to job-protected leave for personal or family medical reasons. Employers with 50 or more employees within 75 miles are covered by the FMLA.
  4. Providing Paid Sick Leave: Georgia law does not currently require employers to provide paid sick leave. However, some Georgia municipalities have enacted local ordinances requiring employers to provide paid sick leave to employees.
  5. Offering Retirement Benefits: Employers are not required to offer retirement benefits, but if they do, applicable federal laws like Employee Retirement Income Security Act (ERISA) may apply.
  6. Providing Cobra Continuation Coverage: Employers with 20 or more employees are required to offer continuation coverage under COBRA (Consolidated Omnibus Budget Reconciliation Act) to eligible employees and their dependents in the event of certain qualifying events.

It is imperative that you comply with all applicable federal and state laws concerning employee benefits. Failing to do so can result in legal consequences, such as fines or penalties. If you have questions or concerns regarding your legal obligations, it is recommended that you consult with an experienced employment attorney.