Working hours and overtime under Georgian Labor Code (Articles 24-27)

The 40-hour standard week (Article 24)

Article 24(2) caps normal working time at 40 hours a week. The Code does not mandate five 8-hour days — the contract or internal work rules can spread the hours differently (e.g., 4 days × 10 hours) as long as the weekly total stays within the cap and the rest rules are met: at least 12 hours of uninterrupted rest between working days or shifts (Article 24(4)) and at least 24 uninterrupted hours of rest in every 7-day period (Article 24(7)). Breaks and rest time do not count as working time (Article 24(1)). For minors aged 16-18 the cap is 36 hours a week and 6 hours a day; for 14-16-year-olds it is 24 hours a week and 4 hours a day (Article 24(8)-(9)).

Special regimes and protected employees

Enterprises with a specific work regime — a continuous production or work process longer than 8 hours — may set normal working time of up to 48 hours a week; the Government sets the list of such sectors after consulting the social partners (Article 24(3)). The Code does not set a lower weekly cap for heavy, harmful or hazardous work; instead it adds 10 calendar days of paid leave (Article 31(3)(a)) and, outside shift work, limits night work in such conditions to 8 hours in 24 (Article 28(4)). Night work (22:00-06:00) is barred for minors and for pregnant, postpartum and breastfeeding employees, and needs the consent of employees with disabilities and parents of children under 3 (Article 28(3)). A breastfeeding employee with a child under 1 gets an extra paid feeding break of at least 1 hour a day on request (Article 24(6)).

Overtime and premium pay (Article 27)

Overtime is work beyond normal working time performed by agreement of the parties (Article 27(1)). The Code sets no weekly overtime cap for adults; minors may work at most 2 hours of overtime a day and 4 a week. The employer must give 1 week's written notice of planned overtime unless an objective need makes that impossible (Article 27(4)). An employee must work overtime only to prevent or deal with a natural disaster (without overtime pay) or an industrial accident (with overtime pay) (Article 27(5)); even then, pregnant, postpartum and breastfeeding employees, minors, employees with disabilities, legal representatives or supporters of persons with disabilities, and parents of children under 3 need to consent (Article 27(6)). Overtime is paid at an increased hourly rate whose amount the parties agree (Article 27(2)) — the Code names no percentage, but the rate must be above the regular hourly rate, and it is paid with the monthly pay that follows the overtime. Work on the public holidays listed in Article 30(1) also counts as overtime (Article 30(4)).

What counts as working time

• Time at the workplace performing assigned duties — counts toward the 40 hours (Article 24(1): time at the employer's disposal)
• Required training during working time — counts toward the 40 hours
• On-call time at the workplace where the employee must remain available — the employee is at the employer's disposal, so treat it as working time
• On-call time where the employee is free but must respond if called — the Code has no specific rule; document the arrangement clearly
• Travel time during working hours for business purposes — generally counts
• Standard commute to and from the workplace — generally does NOT count
• Breaks and rest periods — do NOT count (Article 24(1))

Substitute time off in lieu of overtime pay

Article 27(3) lets the parties agree to give proportional additional rest time instead of overtime pay. That rest must be given no later than 4 weeks after the overtime, unless the parties agree otherwise. The Code does not fix a conversion ratio — "proportional" is the test — so agree the ratio in the contract. This is operationally cleaner for both sides in many cases — the employee gets a flexible benefit, the employer avoids cash payroll impact. Document the substitution in writing for each overtime period to avoid disputes.