How long is paid maternity leave in Georgia?

183 calendar days under Article 27. This extends to 200 days for complications or multiple births. The paid amount is a flat sum from the state social fund, not based on actual salary.

Who pays for maternity leave — the employer or the state?

The state social fund pays a flat statutory lump sum. Employers are not required to pay maternity wages directly, though many top up the difference between the social-fund amount and the employee's actual salary as a contractual benefit.

Can fathers take parental leave in Georgia?

The unpaid portion of combined parental leave (up to 547 additional days beyond the paid maternity block) can be taken by the father instead of or in addition to the mother. There is no separate paid paternity entitlement equivalent to the maternity 183 days.

Can an employer terminate an employee on maternity leave?

No, absent grave misconduct or business closure. Article 27-28 protections prohibit termination during pregnancy or maternity/parental leave. Returning employees must be reinstated to the same or an equivalent position at no less than the prior wage.

How long is the combined paid + unpaid parental leave entitlement?

Up to 730 calendar days total per child — the paid 183 (or 200) under Article 27 plus up to 547 unpaid days under Article 28. The unpaid portion can be taken at any point before the child reaches the defined age threshold.

GEORGIAN LABOR CODE · Articles 27-28 · Leave & time

Maternity and parental leave under Georgian Labor Code (Articles 27-28)

Also known as: Georgia maternity leave, Georgia parental leave, maternity pay Georgia, დეკრეტული შვებულება საქართველო

Article 27 of the Georgian Labor Code grants 183 calendar days of paid maternity leave (with an extension to 200 days for complications or multiple births). Article 28 expands this into a combined parental-leave entitlement of up to 730 calendar days per child — the additional days beyond the paid 183 are unpaid leave with job protection. The state pays a fixed lump sum from the social fund regardless of the employee's actual wage; employers commonly top up the difference per the employment contract.

Maternity and parental leave is the most-litigated area of Georgian labor law, particularly when employees return to work and find their role has been restructured or filled. The 2020 amendments substantially expanded the parental-leave entitlement (closer to EU directives) and tightened job-protection rules. For employers, the cost question often dominates — but the harder question is workforce planning: a 183-day paid absence followed by potentially another 547 days of protected unpaid leave requires deliberate succession planning, not ad-hoc coverage.

Paid maternity leave: 183 days (Article 27)

Article 27 entitles the birth-mother employee to 183 calendar days of paid leave, typically structured as 70 days before expected birth and 113 days after (the employee can shift the boundary). For complications or multiple births, this extends to 200 days. The leave is paid as a lump-sum benefit from the state social-fund (currently a flat statutory amount that does not depend on the employee's actual salary). Employers commonly contractually agree to top up the difference between the social-fund payment and the employee's actual gross wage — this is voluntary unless built into the contract.

Combined parental leave: up to 730 days total (Article 28)

Article 28 adds an unpaid parental-leave extension that can bring the total leave entitlement to up to 730 calendar days per child (the paid 183 plus up to 547 additional unpaid days). The unpaid portion can be taken by either parent — or split between them — at any point before the child reaches a defined age (typically until the child is several years old). During the unpaid portion, the employment relationship continues with full job protection (the employer cannot terminate without statutory grounds), but no wage is owed.

Job protection during and after leave

Termination during pregnancy or maternity/parental leave is prohibited absent grave misconduct or business closure
Returning employees must be reinstated to the same position OR an equivalent position at no less than the prior wage
Restructuring during leave that eliminates the role does not extinguish protection — the employer must offer an equivalent role
Discrimination based on pregnancy or use of parental leave is prohibited (this includes hiring decisions)
Reduced-hours return arrangements can be requested by the returning employee, subject to mutual agreement

Father's and partner's entitlements

Article 28 expanded paternity-style protections beyond the birth mother. The unpaid portion of the combined parental leave can be taken by the father (or non-birth parent) instead of, or in addition to, the mother — within the 730-day combined cap. Adoption parents have parallel entitlements. The Code does not provide a separate paid paternity-leave entitlement comparable to the maternity 183-day paid block, but the unpaid extension is available.

Breastfeeding break (Article 29)

Mothers returning to work with a child under one year old are entitled to additional paid breaks for breastfeeding — the standard implementation is one hour per workday in addition to the regular meal break, paid at the employee's regular rate. This entitlement runs until the child's first birthday and does not consume annual leave or sick leave entitlements.

Frequently asked questions

How long is paid maternity leave in Georgia?: 183 calendar days under Article 27. This extends to 200 days for complications or multiple births. The paid amount is a flat sum from the state social fund, not based on actual salary.
Who pays for maternity leave — the employer or the state?: The state social fund pays a flat statutory lump sum. Employers are not required to pay maternity wages directly, though many top up the difference between the social-fund amount and the employee's actual salary as a contractual benefit.
Can fathers take parental leave in Georgia?: The unpaid portion of combined parental leave (up to 547 additional days beyond the paid maternity block) can be taken by the father instead of or in addition to the mother. There is no separate paid paternity entitlement equivalent to the maternity 183 days.
Can an employer terminate an employee on maternity leave?: No, absent grave misconduct or business closure. Article 27-28 protections prohibit termination during pregnancy or maternity/parental leave. Returning employees must be reinstated to the same or an equivalent position at no less than the prior wage.
How long is the combined paid + unpaid parental leave entitlement?: Up to 730 calendar days total per child — the paid 183 (or 200) under Article 27 plus up to 547 unpaid days under Article 28. The unpaid portion can be taken at any point before the child reaches the defined age threshold.
Are there breastfeeding breaks for returning mothers?: Yes. Article 29 provides additional paid breaks for breastfeeding, typically one hour per workday in addition to the regular meal break, paid at the employee's regular rate. This entitlement runs until the child's first birthday.