Georgia Employment Guide

Georgia is located in the South Caucasus region, bordering Azerbaijan to the east, Russia to the north, and the Black Sea to the west, holding an important strategic geographical position. It has a population of approximately 3.7 million, and its economy is dominated by agriculture, tourism, energy, mining, and services. Tbilisi, the capital, serves as the political, economic, and cultural center. Georgia’s labor laws require employment contracts to be in writing, with a standard 40-hour workweek. Employers are obligated to provide a minimum wage, social insurance, and paid leave. Dismissals must comply with legal procedures and include compensation for employees. Its labor relations system is gradually improving, it is friendly to foreign-funded enterprises, and the overall employment environment is stable.

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Currency

Georgian Lari (GEL)

Capital

Tbilisi

Official language

Georgian

Salary Cycle

Monthly

Our Employment Guide in Georgia

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Essential Elements of an Employment Contract in Georgia

An employment contract in Georgia must be drafted in either Georgian or English and executed in written form, with signatures from both the employer and the employee. This foundational document should clearly outline the terms of employment to ensure mutual understanding and legal compliance.

Key components that must be included are:

Commencement date of employment and the duration of the contract
Specified working hours and designated break periods
Classification of employment as primary or secondary
Job title along with a detailed description of duties or nature of work
Duration of paid and unpaid leave, plus the procedure for requesting time off
Processes for termination of employment by either party

For instance, SailGlobal assists multinational companies in drafting contracts that align with local regulations, ensuring all mandatory clauses are present to avoid disputes.

Understanding the Probation Period Framework

While not obligatory, probation periods are commonly utilized to assess employee suitability. The standard probation term is 90 days, extendable up to a maximum of 180 days under specific circumstances, such as for senior or specialized roles.

Consider a case where a tech firm used a 120-day probation to evaluate a project manager's performance, allowing for gradual integration and objective assessment before confirming permanent placement.

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