Georgia E-Verify

House Bill 87, passed by the Georgia General Assembly during the 2011 session, amends the Georgia Security and Immigration Compliance Act (GSICA) to require private employers to use E-Verify® to check the employment eligibility of their new hires. Previously, only public (government) agencies and businesses contracting with the government were required to verify their workers. With this amendment, the Georgia law became one of the toughest in the nation.

Employers shall be required to show enrollment in E-Verify® prior to the issuance or renewal of a business license, occupational tax certificate or other document required to operate a business. License applicants who provide false information are guilty of a misdemeanor.

The verification requirement will be phased in over several years. On January 1, 2012, the verification requirement will apply to employers with 500 or more employees; on July 1, 2012 to employers with 100 or more employees; and, on July 1, 2013, to employers with more than 10 employees.

The GSICA also authorizes the Labor Commissioner to conduct at least 100 random audits of public employers and contractors to ensure compliance. The Labor Commissioner can also audit an employer when reasonable grounds exist to suspect a violation of the law.

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First enacted in 2009, the Georgia Security and Immigration Compliance Act also requires that all public employers (cities, counties, state agencies, school systems, etc.) verify the status of newly hired employees. The law also requires that contractors and subcontractors on public contracts verify the status of newly hired employees through E-Verify®. Public employers, contractors and subcontractors are required to post their federally-issued E-Verify® user identification number and date of authorization to use E-Verify® on their website.

Our E-Verify® service satisfies the requirements of the Georgia E-Verify® law and is being used by numerous Georgia employers.

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[NOTE: This information is presented for general educational purposes only. It is not legal advice, neither expressed nor implied. You should consult with legal counsel before acting on the information found on this page or for any employment law matter. This information is subject to change without notice. This page was last updated on January 12, 2012.]