What is the EEOC charge filing deadline in Georgia?

180 days from the most recent discriminatory act under 42 U.S.C. §2000e-5(e)(1). Georgia does not have a qualifying state Fair Employment Practices Agency for general Title VII bases, so the default 180-day federal window applies.

Does Georgia have a state-level discrimination agency?

Yes — Georgia Commission on Equal Opportunity (GCEO) / Office of Fair Employment Practices — covers PUBLIC EMPLOYEES ONLY (https://gceo.georgia.gov/). Operating statute: O.C.G.A. §45-19-20 et seq. (Georgia Fair Employment Practices Act of 1978). Covered protected bases include race, color, religion, sex, national_origin, age, disability.

Which federal circuit does Georgia sit in?

Georgia is in the 11th Circuit. Federal appeals from district courts in Georgia go to that Circuit. Continuing-violation doctrine treatment under Morgan (2002) varies by circuit; consult an employment-law attorney before relying on circuit-specific applications.

GA · 11th Circuit

Georgia EEOC filing deadline

Georgia is a 180-day federal jurisdiction for general Title VII bases. The default 42 U.S.C. §2000e-5(e)(1) rule applies, with dual-filing mechanics under 29 CFR §1601.13.

Federal window

180

days from the act

FEPA enforces same-basis law

Filing window

180federal days

Day 0306090120150180

State window

180state days

Find your EEOC filing deadline

Six questions. Outputs are estimates. Informational only — not legal advice. Your incident date is never sent to a server; the decoder runs in your browser.

Federal statute

State of employment

Date of most recent discriminatory actPer Morgan (2002), use the most recent act, not the first.Employer type

Employer size

Also filing with state agency?

Series of acts over time — continuing-violation doctrine per Morgan, 536 U.S. 101 (2002)

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Details

State FEPA

Georgia Commission on Equal Opportunity (GCEO) / Office of Fair Employment Practices — covers PUBLIC EMPLOYEES ONLY

https://gceo.georgia.gov/

Statute: O.C.G.A. §45-19-20 et seq. (Georgia Fair Employment Practices Act of 1978)

Covers: race, color, religion, sex, national_origin, age, disability.

State filing window

180days from the act

Runs independently of the federal 180/300 clock. Some states impose a tighter internal deadline; others (CA 3-year, IL/OH 730-day post-amendment) extend well past the federal window.

Worksharing posture

Worksharing agreement in effect. Filing with either the EEOC or the state agency typically constitutes filing with both.

Mechanics: 29 CFR § 1601.13 / 29 CFR § 1601.74.

Federal circuit

Georgia is in the 11th Circuit. Federal appellate treatment of Morgan (2002) continuing-violation doctrine and constructive-discharge doctrine varies by circuit and is reviewed quarterly.

Protected classes

Where Georgia state law goes beyond federal

Title VII covers race, color, religion, sex, and national origin. ADA adds disability; ADEA adds age 40+; GINA adds genetic information. Many state FEPAs cover additional bases that federal law does not — those gaps are real grounds even when the federal claim is closed.

Shared with federal · 7

RaceTitle VII
ColorTitle VII
ReligionTitle VII
SexTitle VII
National originTitle VII
Age (40+)ADEA
DisabilityADA

State-only bases · 0

State coverage tracks the federal baseline; no state-only additions enumerated.

State-specific notes

CRITICAL: Georgia's FEPA covers ONLY public employers with 15+ employees (state agencies). Private-sector employees in Georgia have NO state-level same-basis coverage on race/color/religion/sex/national-origin/disability and therefore are subject to the federal 180-day EEOC deadline. Georgia does have a separate Age Discrimination in Employment Act (O.C.G.A. §34-1-2) and Equal Pay Act (O.C.G.A. §34-5-1 et seq.) for private sector — but those alone do not extend Title VII bases to 300 days. Practical effect: private-sector Title VII charges in Georgia = 180 days; public-sector charges = 300 days.

FAQ

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This page was last reviewed by a licensed employment-law attorney on 2026-05-08. Quarterly review cycle.

Pending attorney review. This site has not been verified by a licensed employment-law attorney yet. Outputs are informational only and should not be relied on for a real filing deadline without consulting counsel. The reviewer's bar number, state of admission, and signoff date will be filed at .ops/credentials/reviewer-attribution.md and rendered here when Gate 7 closes.

Last verified 2026-05-07. Primary sources: https://www.law.cornell.edu/cfr/text/29/1601.74 · https://gceo.georgia.gov/document/publication/gceo-ga-fepa-posterpdf/download · http://ga.elaws.us/law/45-19%7C2