Employment contracts in Georgia are governed by the Labour Code of Georgia, which provides clear and mandatory rules for establishing, managing, and terminating labor relations. Whether you’re an employer hiring local or foreign workers, or an employee seeking clarity on your rights, understanding the legal requirements of employment contracts is essential for ensuring lawful and fair work conditions.
This article outlines what must be included in employment contracts, the rights of employees (including pregnant women and job seekers), and the legal principles that underpin the labor framework in Georgia.
Employment Contracts: General Rules and Mandatory Terms
In Georgia, employment contracts must be in writing if the employment lasts longer than one month. Verbal contracts are allowed for shorter durations but offer less protection. A valid written employment contract must include the following:
- The identities of the employer and employee
- Job title, description of duties, and workplace location
- Start date and, if applicable, duration (for fixed-term contracts)
- Salary amount in Georgian lari (GEL) and payment frequency
- Work schedule and rest periods
- Rules on paid leave, sick leave, and public holidays
- Probationary period (if any), not exceeding six months
- Grounds and procedures for termination, including notice periods
Contracts may be in Georgian or bilingual (e.g., Georgian-English), but in case of legal dispute, the Georgian version prevails.
Fixed-Term vs Indefinite Contracts
Georgian labor law distinguishes between fixed-term and indefinite contracts. Fixed-term employment is allowed only in specific, justified situations such as seasonal work, project-based roles, or temporarily replacing an absent employee. If a fixed-term contract is renewed repeatedly without a clear basis, the law will consider it indefinite by default.
Employee Protections During Hiring and Employment
One of the strongest protections under Georgian labor law relates to non-discrimination, particularly during the hiring process. Employers are prohibited from discriminating against candidates based on race, religion, gender, nationality, political views, sexual orientation, disability, or pregnancy. This includes the pre-labor relationship, such as interviews and selection.
Pregnant women enjoy enhanced legal protections under the Labour Code. Employers may not ask about pregnancy status during hiring, refuse employment on that basis, or treat a pregnant employee less favorably in terms of pay, promotion, or job stability. During employment, pregnant workers are protected from dismissal and are entitled to maternity leave and health-related accommodations.
These protections apply both in private companies and public institutions, and the Labour Inspectorate monitors compliance with these standards.
Probation, Working Hours, and Overtime
A probationary period of up to six months can be included in a contract, during which either party may terminate the agreement with simplified notice.
Standard working time is limited to 40 hours per week (or 48 hours for certain industries). Daily rest periods must be at least 12 hours between shifts, and employees must have at least one full rest day per week. Overtime is allowed only with consent and must be compensated either financially or through additional time off.
Leave and Rest Entitlements
Every employee in Georgia is entitled to 24 working days of paid leave and 15 days of unpaid leave per year. Sick leave and maternity/paternity leave are also provided under the law, with specific rules for duration, documentation, and compensation, particularly in cases of pregnancy or medical necessity.
Termination and Severance
Termination of employment must follow the specific grounds listed in the Labour Code. These include mutual agreement, expiration of a fixed-term contract, redundancy, or gross misconduct. Employers are required to give 30 days’ written notice in most cases and pay at least one month’s salary as severance unless otherwise agreed.
Unjustified or unlawful termination can result in legal liability for the employer, including reinstatement of the employee or payment of damages. Employees also have the right to resign at any time, usually with 30 days’ notice.
Numerus Clausus Principle in Georgian Labour Law
The Labour Code of Georgia operates under the numerus clausus principle, meaning that employment relationships can only be terminated for reasons explicitly listed in the law. Employers cannot create new or undefined grounds for dismissal, nor apply broader interpretations than those clearly provided. This principle protects employees from arbitrary or abusive terminations and reinforces legal predictability.
The same principle applies to issues such as fixed-term contracts—legal grounds for use are limited and listed exhaustively. Any deviation from these rules may render the contract unenforceable or subject to challenge in court.
Contracts with Foreign Employees
Foreign nationals can be legally employed in Georgia with a compliant employment contract and valid residency status. While no separate work permit is needed, the employment terms must still align with Georgian labor regulations. Employment contracts with foreign workers often include bilingual clauses and may be tailored for remote, part-time, or digital nomad arrangements.
Enforcement and Dispute Resolution
Employees whose rights are violated may apply to the Labour Inspectorate of Georgia or initiate legal proceedings in court. Common disputes include wrongful termination, unpaid wages, and discrimination. Contracts that do not comply with the Labour Code will be deemed void or subject to enforcement under the law’s mandatory provisions.
Conclusion
Georgia’s labor laws provide clear and employee-friendly protections designed to balance flexibility with fairness. Whether you’re hiring locally or internationally, all employment contracts must meet the legal requirements outlined in the Labour Code, including written form, core terms, non-discrimination rules, and fair termination conditions.
At Nomos Georgia, we offer expert assistance in drafting employment contracts, managing HR compliance, and resolving labor disputes. We ensure that your employment practices are not only compliant but also efficient, protective, and tailored to your business model or personal career needs.
For professional help with employment matters in Georgia, contact our team to schedule a consultation.
