Free HR template Contracts

Employment contract template — Georgia (Labor Code compliant)

Also known as: Georgia employment contract template, Georgian Labor Code contract, შრომითი ხელშეკრულება საქართველო

A free, ready-to-use employment contract template compliant with Articles 12-14 of the Georgian Labor Code — covering parties, position, duration, working time, wages, leave, termination, and confidentiality. Bilingual EN + KA, customizable for indefinite-term or fixed-term employment.

Under Article 12(2) of the Georgian Labor Code, an employment relationship lasting more than one month must be based on a written contract, and Article 14 lists the contract's essential terms: the parties, the start date and duration, working and rest time, the place of work, the position and duties, pay and how it is paid, overtime pay, paid and unpaid leave, and the termination procedure. This template covers all of these plus the practical additions (confidentiality, IP assignment, probationary period) that most Georgian SMBs need. Customize the bracketed placeholders for your specific hire and you have a contract that satisfies both the Labor Code and a typical workplace's operational needs.

EMPLOYMENT CONTRACT

Made between:

[EMPLOYER FULL LEGAL NAME], a [legal form, e.g., Limited Liability Company] registered in Georgia under identification number [REGISTRATION NUMBER], with its registered office at [REGISTERED ADDRESS] (the "Employer"),

AND

[EMPLOYEE FULL NAME], holder of identification document number [ID NUMBER], residing at [EMPLOYEE ADDRESS] (the "Employee"),

(collectively referred to as the "Parties"),

This Contract is executed in accordance with the Labor Code of Georgia and governs the employment relationship between the Parties under the terms set out below.

Effective date: [START DATE, e.g., 2026-06-01]
Place of execution: [CITY, e.g., Tbilisi, Georgia]

1. POSITION AND DUTIES

1.1. The Employee is engaged in the position of [JOB TITLE, e.g., Senior Software Engineer], reporting to [MANAGER TITLE].

1.2. The Employee's primary duties are described in [Schedule A / the attached Job Description / the role description provided separately]. The Employer may reasonably modify these duties from time to time consistent with the Employee's role.

1.3. The Employee shall perform their duties with care, professionalism, and good faith, observing the Employer's lawful instructions and the policies described in the Employee Handbook.

2. DURATION

2.1. This Contract is concluded for an [INDEFINITE TERM / FIXED TERM ending on YYYY-MM-DD].

2.2. [FOR FIXED-TERM ONLY: This Contract is concluded for a fixed term because (specify objective reason, e.g., project-based work, replacement of an employee on leave, seasonal work). The Contract terminates automatically on the end date without further notice unless renewed.]

2.3. The first [3 / 6] months of employment shall constitute a probationary period under Article 17 of the Labor Code (no more than 6 months, agreed once and in writing). During the probationary period, either Party may terminate this Contract with [number, typically 3-7] days' notice without cause.

3. WORKING TIME

3.1. The Employee's standard working time is [40] hours per week, organized over [5 working days, Monday through Friday], typically from [09:00] to [18:00] with a one-hour unpaid break for lunch.

3.2. Overtime (work beyond the normal working time) is performed by agreement of the Parties under Article 27 of the Labor Code. Overtime is paid at an increased hourly rate of [__]% of the normal hourly rate, as agreed by the Parties (Article 27(2)), OR, if the Parties so agree, compensated with proportional additional rest time (Article 27(3)).

3.3. [OPTIONAL: Remote work — The Employee is permitted to perform their duties from a location other than the Employer's office on (full / partial / occasional) basis. The Employer may require periodic in-office presence with reasonable notice.]

4. PLACE OF WORK

4.1. The Employee's primary place of work is [EMPLOYER OFFICE ADDRESS] OR [the Employee's home / remote location, with periodic in-office requirements].

4.2. The Employer may require the Employee to travel for business purposes in accordance with the Labor Code and the Employer's travel policy.

5. COMPENSATION

5.1. Gross monthly salary: [AMOUNT] [CURRENCY: GEL or USD or EUR], paid no later than the [DATE, e.g., 5th] day of the following month.

5.2. The salary is subject to statutory deductions: income tax (20% flat under Georgian tax law), employee pension contribution (2% under the funded pension scheme, if applicable), and any other deductions required by law.

5.3. The salary will be paid by bank transfer to the Employee's account at [BANK NAME / OR account specified by the Employee in writing].

5.4. [OPTIONAL: Bonus and incentive compensation — The Employee may be eligible for performance-based bonuses as determined by the Employer's bonus policy. Bonuses are discretionary unless specifically committed in writing.]

5.5. The Employer will provide the Employee with a written wage calculation each pay period. Salary is paid at least once a month (Article 41(3) of the Labor Code).

6. LEAVE

6.1. Annual leave: The Employee is entitled to [24] working days of paid annual leave per year, accruing from the first day of employment; the Labor Code minimum is 24 working days (Article 31(1)).

6.2. Sick leave: While the Employee is temporarily unable to work, the employment relationship is suspended under Article 46(2)(i) of the Labor Code, subject to medical documentation. [OPTIONAL: The Employer pays [__] days of sick leave per year at [__]% of salary.]

6.3. Maternity / parental leave: As provided under Articles 37-40 of the Labor Code.

6.4. Public holidays: Paid time off on each public holiday listed in Article 30 of the Labor Code.

6.5. The Employee shall request annual leave at least [10] days in advance, subject to Employer approval for scheduling and operational needs.

7. CONFIDENTIALITY AND INTELLECTUAL PROPERTY

7.1. The Employee shall not, during or after employment, disclose any confidential information of the Employer to third parties without prior written consent. Confidential information includes trade secrets, customer lists, financial data, product roadmaps, and any information marked or reasonably understood to be confidential.

7.2. All intellectual property created by the Employee in the course of employment, or using the Employer's resources, belongs to the Employer. The Employee assigns all such intellectual property to the Employer upon creation and shall execute any documents reasonably necessary to perfect that assignment.

7.3. These confidentiality and IP obligations survive termination of this Contract.

8. TERMINATION

8.1. This Contract may be terminated only on a ground listed in Article 47 of the Labor Code. Where the Employer terminates on a ground in Article 47(1)(a), (f), (i) or (n), it gives the Employee at least [30] calendar days' written notice (Article 48(1)) or, instead, at least 3 calendar days' written notice with the higher compensation in Section 8.3 (Article 48(2)). The Employee may resign with at least [30] calendar days' written notice (Article 48(3)). During the probationary period, Article 48 applies only as provided in Section 2.3 (Article 17(4)).

8.2. The Employer may terminate this Contract without the notice and compensation required by Article 48(1)-(2) for a gross breach of the Employee's duties (Article 47(1)(g)) or for a breach committed within one year after a disciplinary measure was applied to the Employee (Article 47(1)(h)).

8.3. Where the Employer terminates this Contract under Article 47(1)(a) (economic, technological or organisational changes requiring staff reduction) or under Article 47(1)(f), (i) or (n), the Employer shall pay the Employee compensation of at least one month's salary where it gives at least 30 calendar days' notice (Article 48(1)), OR at least two months' salary where it gives at least 3 calendar days' notice (Article 48(2)). The Employer chooses one route; the two are never added together. This compensation is paid on top of the other amounts due in the final settlement (Article 44).

8.4. Upon termination, the Employee shall return all Employer property (laptop, access cards, documents) and complete any agreed handover before the effective termination date.

9. GENERAL PROVISIONS

9.1. This Contract is governed by Georgian law and the Labor Code of Georgia.

9.2. Any disputes arising from this Contract shall be resolved through good-faith negotiation between the Parties; failing that, by competent courts of Georgia.

9.3. Amendments to this Contract are valid only when made in writing and signed by both Parties.

9.4. If any provision of this Contract is found unenforceable, the remaining provisions remain in effect.

9.5. This Contract is executed in [2] original copies, one for each Party, both having equal legal force.

SIGNATURES

EMPLOYER:                                  EMPLOYEE:

[Authorized signatory name]                [Employee name]
[Title]                                    [ID number]

Signature: _________________               Signature: _________________

Date: [YYYY-MM-DD]                         Date: [YYYY-MM-DD]

When to use this template

Hiring a new full-time employee in Georgia (Georgian or foreign)
Converting a contractor relationship to employment
Renewing or amending an existing contract with materially new terms
Documenting a remote-work arrangement
Setting up an EOR-bridge employment relationship through a Georgian entity

What this template covers

Essential terms under Article 14 (parties, start date and duration, working time, pay, place of work, leave, termination)
Probationary period (up to 6 months, Article 17)
Annual leave reference (24 working days minimum, Article 31)
Notice period (at least 30 calendar days, Article 48)
Severance triggers and amount (at least 1 month's pay with 30 days' notice, or at least 2 months' pay with 3 days' notice — Article 48)
Confidentiality and IP assignment (Civil Code grounded)
Salary and bonus structure
Working hours and overtime rules

What this template does NOT cover

Equity or stock option grants (handled separately, often via offshore parent company)
Specific industry compliance (financial services, healthcare, education have additional requirements)
Trade-secret-heavy roles (consider a separate, narrower NDA)
Senior-executive employment (executive contracts often need lawyer review for severance, change-of-control, garden leave clauses)
Collective bargaining agreements (rare in Georgian private sector but binding where they exist)

Customization notes

Probationary period (Section 2.3): Article 17(1) caps probation at 6 months. Setting it longer is unenforceable. Most contracts use 3 months as the default.
Salary currency (Section 5.1): GEL is the default. USD or EUR is permitted if specified — common for international tech roles, foreign companies operating in Georgia.
Notice period (Section 8.1): for employer terminations on Article 47(1)(a), (f), (i) or (n) grounds, Article 48(1) requires at least 30 calendar days' written notice plus compensation of at least one month's pay; the only shorter route is at least 3 calendar days' notice plus at least two months' pay (Article 48(2)). The contract can specify LONGER notice (more protective of the employee).
Annual leave (Section 6.1): 24 working days is the statutory minimum under Article 31(1). Heavy, harmful or hazardous work adds 10 calendar days of paid leave a year (Article 31(3)(a)). Specifying MORE is permitted; specifying less is not.
Confidentiality (Section 7): If your business handles trade secrets, consider also signing a separate, more detailed NDA. The clause here is a baseline.
Working hours (Section 3): normal working time may not exceed 40 hours a week (Article 24(2)). Work beyond it is overtime: it requires the Parties' agreement and is paid at an increased hourly rate that they agree on (Article 27).
Currency conversion: If salary is in USD/EUR but paid in GEL, specify the conversion mechanism (exchange-rate date, source) to avoid disputes.

Frequently asked questions

Is this employment contract template legally binding in Georgia?

Yes, when properly completed and signed by both parties. The template covers the essential terms that Article 14 of the Georgian Labor Code requires. For complex situations (executive contracts, equity, change-of-control) consider lawyer review before signing.

Can I use this template for foreign employees?

Yes, this template works for foreign nationals working in Georgia. Visa and work-permit requirements are separate — confirm the employee's right to work in Georgia before the contract takes effect. Most foreign nationals working for Georgian companies operate under business visas or work permits issued through the Migration Service.

How long should the probationary period be?

Article 17(1) of the Labor Code caps probation at 6 months. The market standard is 3 months for most roles. Set 6 months only for senior positions where evaluation genuinely requires more time. Longer than 6 months is unenforceable.

Can salary be paid in USD instead of GEL?

Yes, if specified in the contract. Many Georgian SMBs hiring for international roles pay in USD or EUR. Specify the conversion mechanism if you bill in one currency and pay in another (typically: exchange rate published by the National Bank of Georgia on the payment date).

Do I need a lawyer to use this template?

For most standard SMB hires, no — the template covers statutory requirements and standard operational terms. Engage a lawyer for: executive contracts, equity arrangements, change-of-control clauses, cross-border employment, regulated industries (financial services, healthcare), or any unusual terms (long probation, atypical compensation).

Should I have employees sign electronically or in hard copy?

Hard copy with wet-ink signature is the safest in Georgia for employment contracts. Qualified electronic signatures (per the Georgian Electronic Document Law) are legally valid, but most labor disputes still favor wet-ink originals as evidence. Print 2 copies, sign both, give one to the employee.