Hiring restaurant staff in Georgia: E-Verify, the I-9 and paperwork

Hiring in Georgia comes with a feature that surprises many owners: the state ties its E-Verify rule to your business license. If you have enough employees, you must use the federal system to check new hires, and you must say so when you apply for or renew a local license. This guide, checked in October 2026, explains how it works, what an I-9 is, how to approach young workers and what records to keep. It is general information, not legal advice. Confirm the rules with the Georgia Department of Labor, the federal agencies and an employment lawyer.

Who must use E-Verify in Georgia?

According to a 2026 summary, Georgia requires private employers with more than ten employees to use E-Verify for new hires, and the count is tied to staff who work 35 or more hours a week. Ask the state or your city how part-time and seasonal staff are counted. Smaller employers are exempt, but they still sign an affidavit that says so. A private employer that holds a public contract may face E-Verify rules no matter its size. Because a restaurant's headcount changes through the year, check your count when you renew.

How does the license affidavit work?

Cities and counties generally require a business applying for or renewing a business license or occupational tax certificate to submit an affidavit that states whether it uses E-Verify or is exempt, and gives the E-Verify number if it does. A false statement can lead to penalties and can affect the license. Keep a copy of each affidavit in your file, and note the renewal date. If you open a second location, you may need a separate affidavit in another city or county.

What is the I-9?

Every employer in the country must complete a Form I-9 for each new employee, whether or not E-Verify applies. The employee completes the first section by the first day of work, and you examine the original documents and complete the second section within three business days. Let the employee choose which acceptable documents to show. Store the forms safely, and keep them for the period that federal rules require. Do not use the form to screen applicants before an offer.

What should you know about young workers?

Restaurants hire many teenagers, and child labor rules limit the hours and duties of younger workers under both federal and state law. The U.S. Department of Labor publishes rules for 14 and 15 year olds and for those under 18, such as limits on hazardous tasks. Georgia may also require paperwork for minors, and the details should be confirmed with the Georgia Department of Labor. Ask before you schedule a teenager for a late shift.

What should you cover in orientation?

Cover the schedule, pay and tip policy, the handwashing and illness rules, the allergen procedure, the safety rules for knives, slicers and hot oil and the alcohol policy. Give written copies and ask the new hire to sign. Pair the new person with an experienced trainer for several shifts. Review at the end of the first week and again at thirty days.

Add a short session on what to do in an emergency: a fire, a power cut, a guest who falls ill and an injury in the kitchen. Show where the first aid kit, the fire extinguishers and the shutoff valves are, and who to call. Make sure every employee knows how to report a safety problem without fear. Record attendance. A calm team is worth the half hour.

How do you find good people?

Post openings with a clear pay range and schedule, and use local job boards, community colleges and culinary programs. Ask staff for referrals, and thank those who bring a good hire. Offer predictable shifts, because many workers value stability over a few extra cents. Respond to applicants within a day.

In Atlanta, Savannah and Athens, culinary and hospitality programs at colleges and technical schools send interns and graduates, and the school's career office will often post your opening for free. Offer a trial shift, called a stage in kitchens, but pay for the time, because unpaid work is risky under wage law. Be clear about the pay range, the tip arrangement and the schedule from the first conversation, and honest about the pace of a busy night.

How do you keep them?

Pay fairly, communicate clearly, give notice of schedules and let people swap shifts. Offer a staff meal and training in new skills. Recognize good work. When someone leaves, ask why. Replacing a worker costs time, training and lost service, so small improvements to retention pay back fast.

Offer a path: a busser becomes a server, a prep cook becomes a line cook and a host becomes a shift lead. Publish what each step pays and what skills it needs. Cross-training also helps coverage when someone calls out. Staff who can see a future are more likely to stay through a slow season, and the savings in hiring and training are real.

What records should you keep?

Keep applications, I-9s, tax forms, signed policies, time records and pay records, and keep them apart from each other where the rules require. Limit access. Retain them for the required period and destroy them afterward. Ask your accountant for the schedule.

More guides for your business:

• Georgia alcohol licenses and Sunday brunch hours for restaurants
• Georgia hotel-motel tax vs restaurant sales tax: what each covers
• Georgia tip pooling and service charge rules for restaurants (2026)

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