Georgia (GE)
Caucasus gateway with long visa-free stays for many nationalities, low business taxes, mountain-and-wine culture, and a fast-changing 2026 work-permit environment.
Employment Rights
Sick leave, dismissal protection and red flags in Georgia.
Employment law in Georgia is governed by the Labour Code of Georgia (as significantly amended in 2020 — the most substantial reform in over a decade). The 2020 amendments brought Georgian labour law closer to ILO standards and EU norms, adding protections for employees including: mandatory written contracts, anti-discrimination provisions, improved sick leave, strengthened notice period requirements, and clearer grounds for dismissal. Expats employed by Georgian companies have the same rights as Georgian nationals under the Labour Code — there is no separate "expat employment contract" regime. The statutory minimum wage (GEL 20/month for private sector — unchanged since 1999 and effectively symbolic) is extremely low; all practical employment is governed by negotiated market salaries well above this floor (average salary approx. GEL 2,271/month in 2026).The Labour Inspectorate (labour.gov.ge) is the enforcement body for labour law. A Labour Dispute Commission handles individual employment disputes (faster and cheaper than civil courts for labour cases).
Sick leave
Rules: Sick leave provisions under the Georgian Labour Code (2020): First 30 days of illness in a year: employer pays 100% of average salary. The employee must provide a medical certificate (sick note) from a licensed Georgian doctor or clinic. The certificate can be issued by private clinics (Aversi, Mediclub, GHG Group) — widely available on the day of illness. Days 31–180 of illness in a year: the Social Service Agency (SSTG — sssg.gov.ge) pays a sickness benefit at approximately 60–80% of average daily wage (calculated based on the previous 12 months' earnings). The employer is not required to top this up unless the employment contract specifies. Beyond 180 days: no statutory sick pay entitlement. The employment contract may contain provisions for extended sick leave. Maternity-related health issues: covered under separate maternity leave provisions (see Family Rights).
Doctor note: A medical certificate (sick note) must be obtained from the first day of absence in most employment contracts. In practice, Georgian clinics (Aversi, GPC, Mediclub) issue sick notes same-day for GP consultations costing 25–50 GEL. Many Georgian employers accept self-certification for 1–2 day absences, but this must be contractually agreed.
Employer pay: 100% of average salary for the first 30 sick days per year
Long-term: Days 31–180: Social Service Agency (SSTG) sickness benefit at approximately 60–80% of average wage. SSTG processes benefit claims — the employer submits documentation. Expats employed by Georgian companies are fully entitled to SSTG benefits if they have been contributing to the pension system (2% employee + 2% employer) — contributions establish formal employment status and benefit eligibility.
Dismissal protection
Law: Grounds for dismissal are listed in Article 37 of the Labour Code of Georgia. Legitimate grounds include: poor performance (with documented warnings), business necessity (restructuring), redundancy, or serious misconduct (gross negligence, criminal behaviour). Dismissal must be communicated in writing with the specific grounds stated. Wrongful dismissal (dismissal without listed grounds or without following proper procedure) can be challenged at the Labour Dispute Commission within 30 days of receiving the dismissal notice. Anti-discrimination: the 2020 Labour Code introduced explicit anti-discrimination provisions. Dismissal cannot be based on: gender, ethnicity, national origin, religion, disability, age, sexual orientation, political opinion, or trade union membership. The Equal Treatment Inspectorate is the relevant body for discrimination complaints.
Deadline to sue: 30 days from receiving the written dismissal notice. Claims are filed with the Labour Dispute Commission (Mediator). The commission attempts mediation within 30 days; if unsuccessful, the case proceeds to an employment panel hearing. This is significantly faster than civil court proceedings (which can take 1–2 years).
Probation
Probationary period: Georgian Labour Code permits a probationary period of up to 6 months. During probation, either party can terminate the employment contract with 3 days written notice (rather than the standard 30 days). The probationary period, its duration, and any special conditions must be explicitly stated in the written employment contract. An employee on probation has all other employment rights — sick leave, annual leave, pension contributions — from day one. No additional costs or fees during probation are permitted.
Notice periods
Standard notice period: 30 days written notice by either party for employment contracts of 6+ months duration. For contracts under 6 months, notice periods may be shorter as agreed. Senior roles may negotiate longer notice periods (60–90 days) in the employment contract. Employer-initiated dismissal: in addition to notice, employer must pay severance of 1 month's average salary for employment of 6+ months. For 3+ years service: additional 1 month per year beyond 3 years. Immediate termination for serious misconduct: no notice or severance required, but the misconduct must be documented and meet the Labour Code threshold.
Working time
Max hours: Standard working hours: 40 hours per week (8 hours/day, 5 days). Maximum: 48 hours per week including overtime. Working more than 48 hours per week even with employee consent is prohibited. Some industries (healthcare on-call, hospitality) have sector-specific rules.
Min rest: Minimum daily rest: 12 consecutive hours between working days. Minimum weekly rest: 48 consecutive hours (typically Saturday-Sunday). Night work (22:00–06:00) carries additional protections and must be agreed in the employment contract.
Overtime: Overtime pay: 1.25× normal hourly rate for first 2 hours of overtime per day; 1.5× for subsequent overtime hours. This is the minimum — the employment contract may specify higher overtime rates. Time off in lieu of overtime pay is permitted if agreed in writing.
Vacation
Annual leave: minimum 24 working days per year (increased from 15 days by the 2020 Labour Code reform — one of the key improvements). Leave must be taken within the year unless the employment contract permits carry-over. Unused leave accrues from the date of employment — partial-year entitlement is proportional. Additional leave: employees with disabilities are entitled to additional leave. Parents with children under 14 or disabled children are entitled to additional 10 unpaid leave days per year at their request. Public holidays: Georgia has 15 public holidays. If a public holiday falls on a working day, it is a paid day off. If you work on a public holiday, you receive additional pay (minimum 2× hourly rate) or time off in lieu. Leave calculation: based on working days (not calendar days). The minimum 24 working days is equivalent to approximately 4.5 weeks of Monday–Friday work. Saturdays are counted if part of the normal working week. Leave encashment on departure: on termination of employment, any accrued but untaken annual leave must be paid out at the pro-rated daily salary rate.
Anti-discrimination
The Labour Code of Georgia (2020 amendment) and the Law on the Elimination of All Forms of Discrimination (2014) prohibit employment discrimination on grounds of: race, national, ethnic or social origin, language, religion, sex, age, disability, sexual orientation, gender identity, political or other views, citizenship, marital status, economic situation, health condition, and other grounds. Enforcement: the Equal Treatment Inspectorate (equaltreatment.ge) investigates discrimination complaints in employment and other areas. Complaints must be filed within one year of the alleged discrimination. The Inspectorate can issue recommendations and refer cases to courts. Practical reality: anti-discrimination enforcement in Georgia is developing — the legal framework is in place but enforcement capacity is limited. LGBTQ+ employees in particular face a gap between formal legal protections and practical workplace realities in conservative sectors. International companies and NGOs in Georgia typically apply higher standards.
Contract red flags
- !No written contract: Georgian Labour Code requires a written employment contract. Any employer insisting on oral-only employment should be treated with extreme caution.
- !Classified as "contractor" when the work pattern is clearly that of an employee: some Georgian employers misclassify employees as independent contractors to avoid labour protections and pension contributions. If you work fixed hours, for one employer, under their supervision, you are legally an employee regardless of how the contract labels you.
- !Salary in USD or EUR not converted at a locked rate: GEL can depreciate. Ensure your contract specifies the currency and conversion mechanism for salary payment.
- !Probation period longer than 6 months: the Labour Code maximum is 6 months. Any longer probation is unenforceable.
- !No reference to the 2% pension contribution: all formally employed workers must have pension contributions. An employer refusing to make pension contributions is violating the Pension Law (2019).
- !No sick leave or leave entitlement specified: the Labour Code sets minimum standards. A contract excluding sick leave or annual leave below 24 days is unlawful.
- !Restrictive non-compete clauses: Georgian law permits non-compete clauses but they must be proportionate in scope, geographic area, and duration. A non-compete covering all of Georgia for 5 years in all sectors is likely unenforceable.
- !Termination "at will" without grounds: the Labour Code requires grounds for dismissal from Article 37. A contract claiming "at will" termination inconsistent with the Labour Code is void to the extent it conflicts with mandatory law.
- !Overtime pay not mentioned: if your role may involve overtime, ensure the contract specifies the overtime rate (minimum 1.25× standard hourly rate).
- !No mention of the GEL 20/month statutory minimum wage — while symbolic, any payment below this is illegal; in practice, ensure your agreed salary is clearly set out in writing to prevent disputes over "market rate" claims by employers
Employment Rights
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