Georgian Labor Code — practical overview for employers and employees
Also known as: Georgia Labor Code, Georgian employment law, Labor Code of Georgia, საქართველოს შრომის კოდექსი
The Georgian Labor Code (in force since 2010, materially amended in 2020) is the primary statute governing employment relationships in Georgia — covering contract formation, working hours, leave, wages, termination, and dispute resolution. It applies to all private-sector employment regardless of the employer's nationality or the employee's residency status, with limited exceptions for public-service workers governed by separate statutes.
Most foreign companies hiring in Georgia and most local SMBs first encounter the Labor Code when a specific question arises — what notice do I owe, how do I terminate cleanly, how much vacation is mandatory. The Code is more concise than EU directives but covers the same fundamentals: contract types, working time, leave entitlements, wage rules, and termination procedure. This overview maps the territory so you know which article to consult for which question.
Structure of the Code
The Code is organized into chapters covering employment contracts, working time, leave, wages, occupational safety, termination, collective rights, and dispute resolution. The 2020 amendments tightened protections — notably around discrimination, working hours caps, and the procedural requirements for employer-initiated termination.
Key articles by topic
- Article 6 — Employment contract requirements: written form, mandatory terms, indefinite vs fixed-term defaults
- Article 9 — Probationary period: maximum 6 months, must be specified in writing
- Article 17-18 — Overtime rules: 48 weekly hours cap absent agreement, premium pay required
- Article 24-26 — Annual leave: minimum 24 working days; additional 15 days for hazardous work
- Article 27-28 — Maternity leave: 183 paid days, expanded combined parental rights to ~730 days
- Article 30 — Public holidays (listed below — see also our dedicated article)
- Article 31 — Sick leave: up to 30 paid days per year, documented above set thresholds
- Article 32 — Wage payment: monthly minimum cadence, written calculation requirement
- Article 33 — Remote work: framework added in 2020 amendments
- Article 47 — Employer-initiated termination: grounds, 30-day notice, exceptions for misconduct
- Article 48 — Severance pay: 1 month wages for redundancy-style termination
- Article 49 — Strikes and labor disputes
What changed in the 2020 amendments
The 2020 reforms strengthened anti-discrimination protections, clarified the procedural requirements for employer-initiated dismissal (including the 30-day notice rule and severance obligation), added a formal remote-work framework, and tightened working-time rules. The amendments brought Georgia's framework closer to EU directives in several areas, though significant gaps remain (no statutory works councils, lighter collective-bargaining infrastructure, no mandatory paid bereavement leave).
Who the Code applies to
The Code applies to private-sector employment in Georgia regardless of the employer's nationality or the employee's residency status. Foreign employees working in Georgia, Georgian employees of foreign companies (via local subsidiary or EOR), and employees of Georgian companies operating elsewhere all fall within its scope when the work is performed in Georgia. Public-sector employment is governed by separate statutes (Law on Public Service) with overlapping but distinct rules. Independent contractors under Civil Code service agreements are NOT covered — contractor relationships fall under general contract law.
Frequently asked questions
- What is the Georgian Labor Code?
- The primary statute governing employment relationships in Georgia — covering contracts, working hours, leave, wages, termination, and dispute resolution. In force since 2010, materially amended in 2020.
- Does the Code apply to foreign companies hiring in Georgia?
- Yes. The Code applies to any employment performed in Georgia regardless of the employer's nationality. Foreign companies operating through a Georgian entity or EOR are subject to all of its rules.
- Where can I read the official text?
- matsne.gov.ge hosts the authoritative, version-controlled text. Third-party translations and summaries (including this one) are useful for understanding but the canonical source should be cited for legal decisions.
- Does the Labor Code cover independent contractors?
- No. Independent contractors under Civil Code service agreements are not covered by the Labor Code — those relationships fall under general contract law. The classification distinction matters: misclassifying an employee as a contractor triggers compliance risk under both labor and tax authorities.
- What changed in the 2020 amendments?
- Strengthened anti-discrimination protections, clarified employer-initiated termination procedure (30-day notice + 1-month severance for redundancy), added formal remote-work framework, tightened working-time rules. Brought Georgian law closer to EU standards in several areas.