Georgia (Sakartvelo) is nestled between Eastern Europe and Western Asia. It is a small country covering 69,700 square kilometers. The country’s economy is dominated by a diversified and mechanized agriculture industry that accounts for 50% of the GDP and 25% of employment. Grapes, citrus fruits, and tea are among the most important branches of Georgian agriculture. Industry and service sectors each account for about 20% of the labor force. 

 

*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Georgia.

Capital :
Tbilisi
Currency :
Lari (GEL, ლ)
Languages spoken :
Georgian
Population :
3.73 million (2021 est.)
Minimum wage 2022 :
None
Cost of Living index :
$ (125 of 139 countries)
Payroll Frequency :
Monthly
VAT - standard rate :
18%
GDP - real growth rate :
10.6% (2021 est.)

Statutory Holidays

There are 14 public holidays provided in the Labor Code. In addition to the holidays provided for by the Labor Code, other days off may be determined by an ordinance of the Government of Georgia. 

 

The holidays mentioned below are valid for the year 2022.

Date
Holiday Name
Extra Information
January 1-2
New Year
January 7
Christmas Day
Movable - As per Orthodox Calendar
January 19
Epiphany
Movable - As per Orthodox Calendar
March 3
Mother’s Day
March 8
International Women’s Day
April 9
Day of National Unity/Independence Restoration Day
The day of adopting the Act of Restoring Independence of Georgia - The day of national unity, national consent, and the commemoration of people who died for the national integrity of Georgia
April 22-25
Easter Holidays
Good Friday, Holy Saturday, Easter Sunday, Easter Monday - Movable - As per Orthodox Calendar
May 9
Victory Day over Fascism
May 12
Saint Andrew the First Called Day
Day of Georgia as the abode of the Holy Mother, Commemoration Day of St. Andrew the Apostle, Founder of the Apostolic Church of Georgia, Day of Hope
May 26
Independence Day
August 28
Saint Mary’s Day/The Assumption of the Virgin Mary day/Mariamoba
October 14
Mtskhetoba
Holiday of Svetitskhovloba, Robe of Jesus
November 23
St. George’s Day

Contract Sharing Time


The approximate time for sharing the contract with an employee in Georgia is only 14 business days assuming no special requests or changes to our standard employment contract. This time may be affected for events beyond our control at present.

 

Our team ensures compliance with local employment legislation, as well as a quick and efficient onboarding process. The minimum onboarding time begins from the moment that WorkMotion has received all required information from both the client and the employee. 

 

For more complex onboardings, this time may increase depending on the selected bouquet of contract inclusions and the right-to-work status of the employee.

What You Need To Know


  • An employee has a right to at least 15 working days of unpaid leave annually.
  • Other than the 2% of salary paid towards an individual’s pension account, the employer does not pay any social security contributions.
  • There is no legislated minimum wage.

Labor Conditions


Working Hours

The standard working time in Georgia is 40 hours a week and may not exceed 48 hours a week. The maximum working time must not exceed eight hours per 24-hour period for night workers who perform arduous, harmful, or hazardous work. 

 

Overtime

Overtime work is work performed by an employee by agreement between the parties for a period of time longer than the standard working time. The Labor Code does not stipulate the maximum overtime for adults.

Probation Period

By agreement of the parties, a trial period of not more than six months can be agreed on in writing. During the probation period, an employer may:

  • Conclude a fixed-term or an open-ended employment agreement with the employee; or
  • Terminate the employment agreement.

 

Termination Notice Period

The Labor Code does not provide guidance on the notice period applicable to the probation period. The notice period is, therefore, as agreed between the parties. After probation, the applicable notice periods for terminating a contract of employment depend on the reasons for termination as summarized in the following table:

Reasons for TerminationNotice Period
  • Economic circumstances, and/or technological or organizational changes requiring downsizing;
  • Incompatibility of an employee’s qualifications or professional skills with the position held/work to be performed ;
  • Long-term incapacity for work – the incapacity period exceeds 40 consecutive calendar days, or the total incapacity period exceeds 60 calendar days within a period of 6 months, and the employee has exhausted accumulated leave.
  • 30 days plus a month’s severance pay; or
  • 3 calendar days plus 2 months’ severance pay
  • Voluntary resignation of an employee from a position/work on the basis of a written application.
  • 30 calendar days
  • Collective redundancy.
  • 45 calendar days

Leave / Time Off

Annual Leave

An employee is entitled to at least 24 working days of paid leave annually. An employee working under arduous, harmful, or hazardous labor conditions is granted an additional 10 calendar days of paid leave annually. A new employee qualifies to apply for annual leave after 11 months of continuous service. 

Sick Leave

An employee is entitled to 30 days of paid sick leave per annum. The leave is paid for by the employer and is accessed on the production of a medical certificate. There is no minimum qualifying period. A medical commission examination is required for an extension of the leave.

Parental Leave

An employee, upon their request, is granted a parental leave of 604 calendar days, and in the case of complications during childbirth or the birth of twins, a parental leave of 587 calendar days. Of these days, 57 days are paid for by the state while the rest are unpaid. An employee notifies the employer two weeks prior to taking parental leave. The paid parts of maternity leave (126 days for one birth, or 143 days in case of complications or twins), and of parental leave (57 days) are taken in sequence.

 

Unpaid Parental Leave

An employee may, upon their request, be granted, in whole or in parts, but not less than two weeks a year, an additional unpaid parental leave of 12 weeks until the child turns five. The additional parental leave is granted to any employee who actually takes care of the child.

 

Maternity Leave

An employee is entitled to 126 calendar days of paid maternity leave which are granted upon request. In the case of complications during childbirth or the birth of twins, the maternity leave is extended to 143 calendar days.

An employee may distribute the maternity leave days at their discretion over the pregnancy and postnatal periods. The father of the child has a right to the days of maternity leave not used by the mother of the child. Maternity leave is paid for by the state. 

 

Paternity Leave

Other than provisions under parental and maternity leave, the Labor Code has no specific provision for paternity leave.

Other Types of Paid Leave

Employers may specify the duration of paid leave and the procedure for granting it.

Unpaid Leave

An employee has a right to at least 15 working days of unpaid leave annually. The employee has an obligation to notify the employer of the unpaid leave two weeks prior to taking the leave unless such notification is impossible due to urgent medical necessity or family circumstances.

Employers may specify the duration of unpaid leave and the procedure for granting it.

Statutory Benefits

The employer’s only mandatory contribution is 2% of an employee’s monthly salary (up to a maximum of GEL 60,000) paid towards an individual’s pension account.

Aspect of Social SecurityEmployer ContributionLimits
Public Pension: Old Age, Disability and survivors2% of gross monthly earnings paid towards employee individual account.Maximum monthly earnings used to calculate contributions are GEL 60,000. 

Health Insurance

There is health insurance coverage for the entire population provided for under the 2013 Universal Health Care Program, and funded by the state. The social insurance system covers maternity benefits, cash sickness benefits, and medical benefits. Access to medical benefits is limited to some categories of persons, and copayments may be required for certain services. 

Other Insurances

Accident Insurance

 

The employer is responsible for fully compensating an employee for work-related damage caused by the deterioration of the employee’s health and for the costs of any treatment required. The employer is responsible for the total cost either through payment of insurance premiums or direct benefits for the employees.

Unemployment Insurance

 

The employer does not contribute towards unemployment benefits.

Public Pension

Georgia’s public pension scheme is a universal and individual account system. Qualifying conditions are 65 years for men and 60 years for women. The employer contributes 2% of an employee’s salary income towards the individual’s private pension account.

Other Statutory Benefits

Family Allowances

 

These are available to permanent residents of Georgia. Benefits include child allowances, and allowances to families assessed as needy. Employers do not contribute towards the benefit. The total cost is borne by the state. The allowances are administered by the Social Services Agency.

Disclaimer

The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.

 

Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.

 

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