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.
Lari (GEL, ლ)
Languages spoken :
3.73 million (2021 est.)
Minimum wage 2022 :
Cost of Living index :
$ (125 of 139 countries)
Payroll Frequency :
VAT - standard rate :
GDP - real growth rate :
10.6% (2021 est.)
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.
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 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.
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:
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 Termination||Notice Period|
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.
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.
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.
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.
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.
Other than provisions under parental and maternity leave, the Labor Code has no specific provision for paternity leave.
Employers may specify the duration of paid leave and the procedure for granting it.
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.
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.
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.
The employer does not contribute towards unemployment benefits.
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.
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.
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.
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