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Voting Leave for Georgia Employees Effective July 1, 2023

13 Jun


Update Applicable to:

All employers in the state of Georgia

What happened?

On May 4, 2023, Governor Brian Kemp signed an expansion of the use of voting leave, which takes effect on July 1, 2023 (GA S 129), providing employees time off to advance vote in primaries and elections. 

What are the details?

This new measure amends existing law and, among other things, provides time off for employees to advance vote and revises provisions related to time off for employees to vote on election day.

Georgia employees can take two hours off on election day or one of the days designated for in-person early voting. Likewise, Georgia employees can take two hours off, regardless of whether the polls are open two hours before or after a work shift ends.

Time off for voting is not required to be paid, but employers can choose to do so. Employees must give reasonable notice to their employers of the need for time away from work to vote.

For more information, please see the links below:

Bill Page: Link

Bill: GA S 129

What do employers need to do?

Employers need to review the above bill link to ensure compliance with the new requirements and provide employees with time off to vote in accordance with the law.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Georgia PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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