Labor & Employment Law Services in Georgia

 

Employment Law Compliance & Workforce Risk Management

We provide comprehensive legal support in employment law, assisting companies and individuals with contracts, compliance, and dispute resolution in Georgia.

Whether you are hiring employees, restructuring your workforce, or managing employment risks, we ensure compliance with Georgian labor law and protection of your interests.

 

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When You Need an Employment Lawyer in Georgia

You may require legal assistance if you are:

• Hiring employees or expanding your workforce

• Drafting employment agreements

• Terminating employees or restructuring staff

• Implementing HR policies

• Facing labor disputes or claims

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Our Employment Legal Services

 

Employment Agreements

• Drafting bilingual employment contracts

• Executive and standard agreements

• Compensation and benefits structuring

 

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HR Compliance & Policies

• Internal policies and procedures

• Compliance with Georgian Labor Code

• Workplace regulations

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Termination & Risk Management

• Lawful termination procedures

• Severance structuring

• Risk assessment

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Dispute Resolution

• Representation in labor disputes

• Negotiation and settlement

• Court proceedings

 

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Why Choose Our Firm

• Strong expertise in Georgian labor law

• Experience advising employers and executives

• Practical and risk-focused approach

 

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FAQ – Employment Law in Georgia

 

Is a written employment contract mandatory in Georgia?

Yes, if the labor relationship lasts for more than 1 month, the employment agreement must be concluded in writing. The Labour Code also allows employment agreements to be oral or written in general, but for employment exceeding 1 month, written form is required. 

Can an employment contract be bilingual in Georgia?

Yes. A written employment agreement may be concluded in several languages, provided it specifies which language prevails in case of discrepancy. This is particularly important for foreign employers and international employees. 

Can an employer use a fixed-term employment contract in Georgia?

Yes, but not in all cases. Except where the employment term is 1 year or longer, a fixed-term agreement should be used only in circumstances permitted by the Labour Code. If a fixed-term arrangement is used improperly, or if consecutive fixed-term contracts exceed the statutory threshold, the agreement may be deemed open-ended by law. 

Are probationary or trial periods allowed in Georgia?

Yes. A trial period is permitted only once, must be agreed in writing, and may not exceed 6 months. Work performed during the trial period must be paid. 

 

What is the standard working time in Georgia?

As a general rule, standard working time must not exceed 40 hours per week. In enterprises with specific operating conditions requiring more than 8 hours of uninterrupted production or work process, standard working time may extend up to 48 hours per week. 

How is overtime regulated in Georgia?

Overtime is work performed by agreement of the parties beyond standard working time. It must be compensated at an increased hourly rate, with the amount determined by agreement between the parties. The parties may also agree on proportional additional rest instead of overtime pay. 

Can an employer terminate an employee in Georgia?

Yes, but only on grounds expressly provided by the Labour Code. These include, among others, downsizing due to economic, technological, or organizational changes, expiry of a fixed-term agreement, completion of work, employee resignation, or mutual written agreement. Termination on grounds outside the statutory list is not permissible. 

 

What notice must be given upon termination?

For certain employer-initiated terminations, including downsizing and some other statutory grounds, the employer must either:

• give at least 30 calendar days’ written notice and pay at least 1 month’s remuneration as severance; or
• give at least 3 calendar days’ written notice and pay at least 2 months’ remuneration as severance. 

 

Can an employee request written reasons for dismissal?

Yes. Within 30 calendar days after receiving the termination notice, the employee may request written substantiation of the grounds for termination from the employer. 

 

Are there situations where termination is restricted?

Yes. The Labour Code prohibits termination on discriminatory grounds and also restricts termination in certain protected periods, including after notification of pregnancy, during certain military service periods, and while serving as a juror, subject to limited statutory exceptions. 

 

Do employers need internal labor regulations in Georgia?

In practice, internal labor regulations are highly advisable. The Labour Code provides that such written regulations may govern working time, breaks, remuneration procedures, leave, complaint procedures, and other workplace rules, and must include anti-discrimination measures.