Termination letter template — Georgia (Labor Code Articles 47-48 compliant)
Also known as: Georgia termination letter, Employee termination notice, Letter of termination, Notice of dismissal
A free, ready-to-customize employee termination letter template designed for compliance with Articles 47-48 of the Georgian Labor Code. Covers the specific Article 47 ground for termination, the notice and compensation rules of Article 48 where they apply (at least 30 days' notice plus at least one month's pay, or at least 3 days' notice plus at least two months' pay), final settlement of all owed amounts (Article 44), and the formal handover process. Use this for any employer-initiated termination of an indefinite-term contract.
Termination is the highest-stakes moment in the employment lifecycle — and the moment with the most legal exposure if handled poorly. Under Article 47 of the Georgian Labor Code, an employment contract may be terminated only on one of the listed grounds (e.g., economic, technological or organisational changes requiring staff reduction, gross breach of duty, a breach repeated within a year of a disciplinary measure, mutual written agreement, long-term incapacity, expiry of a fixed term), and Article 48 sets the procedure: for grounds 47(1)(a), (f), (i) and (n), at least 30 calendar days' written notice plus compensation of at least one month's pay, or at least 3 calendar days' notice plus at least two months' pay. Final settlement of all owed amounts is due within 7 calendar days of termination unless the contract or law says otherwise (Article 44). This template gives you a defensible written record.
HEADER
[Company Letterhead — company name, registration number, registered address] [Date — YYYY-MM-DD] [Employee Full Name] [Employee ID Number] [Employee Address] Subject: Notice of termination of employment contract
OPENING
Dear [Employee First Name],
This letter constitutes formal written notice of the termination of your employment contract with [COMPANY LEGAL NAME] ("the Company"), entered into on [CONTRACT DATE — YYYY-MM-DD], in accordance with Articles 47 and 48 of the Labor Code of Georgia.1. GROUND FOR TERMINATION
[Select the applicable ground and fill in the specifics — delete the others before sending.] Article 47(1)(a) — Economic, technological or organisational changes requiring staff reduction (redundancy): The Company is undergoing [restructuring / operational changes / financial constraints / closure of business unit], necessitating the elimination of your position. This termination is for business reasons and is not related to your individual performance or conduct. [Provide a brief, specific business rationale — 2-3 sentences.] Article 47(1)(i) — Long-term incapacity: You have been unable to work due to incapacity for more than 40 consecutive calendar days [or for more than 60 calendar days in total within the last 6 months], as documented [reference: medical certification, dates], and you have used the leave due to you under Article 31 of the Labor Code. [Check that your employment contract does not exclude this ground.] The Company has explored reasonable accommodation but is unable to continue the employment relationship. Article 47(1)(g) — Gross breach of duty: Your conduct on [DATE(S)] — specifically [describe the conduct objectively] — constitutes a gross breach of your employment obligations. [Reference prior warnings if applicable: "You were warned in writing on [DATE] regarding similar conduct."] This conduct provides the Company with cause to terminate the employment contract effective immediately under Article 47(1)(g). [If instead this is a breach committed within one year after a disciplinary measure was applied to you, cite Article 47(1)(h) and the date of that measure.] Article 47(1)(e) — Mutual written agreement: By mutual written agreement between you and the Company, signed on [DATE], the employment contract will end on the date specified below. Both parties have agreed to the separation terms set out in this letter.
2. EFFECTIVE DATE OF TERMINATION
Effective date of termination: [YYYY-MM-DD] [For Article 47(1)(a) or (i) grounds (also (f) and (n)):] In accordance with Article 48 of the Labor Code, the Company gives you written notice as follows. [Choose one:] - Article 48(1): at least 30 calendar days' notice. You will work through the notice period; the effective termination date above is at least 30 calendar days after the date of this letter. - Article 48(2): at least 3 calendar days' notice. The effective termination date above is at least 3 calendar days after the date of this letter; in this case the compensation in Section 3 is at least two months' pay. [For Article 47(1)(e) — mutual written agreement:] The termination date is the date agreed in writing between you and the Company. [For Article 47(1)(g) or (h) — breach of duty:] Given the nature of the breach, this termination is effective immediately; the notice periods of Article 48(1)-(2) do not apply to this ground.
3. SEVERANCE PAY (where applicable under Article 48)
[For Article 47(1)(a) or (i) grounds (also (f) and (n)), compensation is owed under Article 48:] In accordance with Article 48 of the Labor Code, the Company will pay you compensation of [GROSS AMOUNT] [CURRENCY], equal to [at least one month's wages — with at least 30 calendar days' notice, Article 48(1) / at least two months' wages — with at least 3 calendar days' notice, Article 48(2)], calculated from your [average gross monthly compensation over the preceding 3 months]. These are alternative routes chosen by the Company, not amounts to be added together, and there is no separate pay in lieu of notice. [For Article 47(1)(g), (h) or (e) — Article 48 compensation does not apply:] This termination is for [gross breach of duty under Article 47(1)(g) / a repeated breach under Article 47(1)(h) / mutual written agreement under Article 47(1)(e)] — compensation under Article 48 is not owed. [Optional: any negotiated separation payment goes here, with terms documented.]
4. FINAL SETTLEMENT
[On the effective termination date / No later than 7 calendar days after the effective termination date (Article 44 of the Labor Code)], you will receive a final settlement covering: a) Unpaid wages: [AMOUNT] [CURRENCY] — for work performed through the last working day b) Accrued but unused annual leave: [DAYS] working days × average daily wage = [AMOUNT] [CURRENCY] c) Compensation under Article 48 (if applicable): [AMOUNT] [CURRENCY] d) [Any contractual bonuses or commissions earned through the termination date]: [AMOUNT] [CURRENCY] e) [Any other owed amounts — final expense reimbursements, etc.] Total final settlement (gross): [TOTAL AMOUNT] [CURRENCY] Statutory deductions (income tax 20%, employee pension 2% where applicable, etc.) will be applied to the gross amounts. Net payment will be made by bank transfer to your registered account on or before [DATE — no later than 7 calendar days after the effective termination date, Article 44]. Final pay statement and wage calculation will be provided to you separately. For each day of delay in any payment, the Company owes you 0.07% of the delayed amount (Article 41(4) of the Labor Code).
5. RETURN OF COMPANY PROPERTY
On or before [DATE], please return the following Company property to [HR contact name / manager name]: [ ] Laptop, charger, peripherals [ ] Access card(s) and keys to Company premises [ ] Mobile phone, SIM card (if Company-issued) [ ] Company credit card [ ] Company documents, files, samples [ ] Other: [SPECIFY] A property-return checklist will be completed and signed by both parties on the return date. Failure to return Company property may result in deduction from your final settlement to the extent permitted by law.
6. POST-EMPLOYMENT OBLIGATIONS
Notwithstanding the termination of your employment, the following obligations survive and remain in effect: - Confidentiality / non-disclosure obligations under your employment contract and any separate NDA you have signed - Intellectual property assignment provisions — all work product created during your employment remains the property of the Company - [Any post-employment non-compete or non-solicitation clauses, where enforceable] — for [DURATION] from the effective termination date - Return of Company property as set out in Section 5 above
7. UNEMPLOYMENT AND CONTINUITY
Upon termination, you may be eligible for unemployment benefits administered by [the Social Service Agency of Georgia]. Information about applying is available at [agency website]. [Optional, if Company is offering:] The Company will provide [outplacement support / a reference letter / extended health insurance for X months / other separation benefits] as a courtesy. Details are set out in [attached separation agreement, if applicable].
8. ACKNOWLEDGEMENT
Please countersign this letter to acknowledge receipt. Your countersignature does not constitute a waiver of any legal rights or remedies you may have, and is solely for the purpose of confirming receipt of this notice. If you wish to discuss this termination or any of the terms set out above, please contact [HR contact name] at [contact email / phone].
SIGNATURES
For [COMPANY LEGAL NAME]: [Authorized signatory name] [Title] Signature: _________________ Date: [YYYY-MM-DD] Acknowledged receipt by: [Employee name] [Employee ID number] Signature: _________________ Date: [YYYY-MM-DD]
When to use this template
- Employer-initiated termination of an indefinite-term contract on business grounds — staff reduction due to economic, technological or organisational changes (Article 47(1)(a))
- Termination for long-term incapacity — more than 40 consecutive days, or more than 60 days in total within 6 months (Article 47(1)(i))
- Termination for cause — gross breach of duty (Article 47(1)(g)) or a breach within one year after a disciplinary measure (Article 47(1)(h))
- Mutual-agreement termination — when formalizing the parties' shared decision in writing (Article 47(1)(e))
What this template ensures
- Specific Article 47 ground is cited (the most common omission in disputed terminations)
- Notice follows Article 48 for grounds 47(1)(a), (f), (i) and (n): at least 30 calendar days (48(1)) or at least 3 calendar days with the higher compensation (48(2))
- Compensation under Article 48 is calculated and paid where applicable (at least one month's pay with 30 days' notice, or at least two months' pay with 3 days' notice — one route, never added together)
- Final settlement (within 7 calendar days unless the contract or law says otherwise — Article 44) includes unpaid wages, unused leave compensation, and any contractual bonuses
- Return of company property is documented
- Date of termination is unambiguous
Before you send this letter
- Document the business reason (for Article 47(1)(a) terminations) in writing — keep internal records, not just the letter
- For misconduct terminations: ensure prior warnings exist in writing (the labor inspectorate and courts will ask)
- Calculate the exact severance amount using the average-wage formula — gross monthly compensation averaged over the preceding 3 months is the safest approach
- Confirm all property the employee holds — laptop, access cards, keys, company credit card — and prepare the return checklist
- Schedule the termination meeting for early in the week and early in the day — gives the employee time to react and respond before the weekend
Customization notes
Section 1 ground: pick ONE Article 47 ground and delete the other options before sending. Citing multiple grounds simultaneously is a common error that weakens the legal position — courts will scrutinize each ground and may find any of them wanting. Section 1 business rationale: for 47(1)(a) terminations, the rationale must be specific and documented. "We need to reduce costs" is too thin; "We are closing the [unit] effective [date] due to [specific reason], resulting in elimination of X positions including yours" is defensible. Section 2 notice: for grounds 47(1)(a), (f), (i) and (n), Article 48 requires at least 30 calendar days' written notice with at least one month's pay (48(1)), or at least 3 calendar days' notice with at least two months' pay (48(2)) — the employer chooses one. The contract may specify longer; if so, honor the longer period. For breach of duty (Article 47(1)(g) or (h)), Article 48 notice does not apply, but you must be able to prove the breach. Section 3 compensation: use the Article 48 route that matches the notice in Section 2 — at least one month's pay with 30+ days' notice, or at least two months' pay with 3+ days' notice; never both. The Code sets no averaging formula for this compensation; averaging gross monthly wages over the preceding 3 months is a common approach. Including variable compensation (commissions, regular bonuses) in the average is the safe interpretation; excluding them is a common employer position that has been overturned in court. Section 4 final settlement: Article 44 requires final settlement within 7 calendar days of termination unless the contract or law says otherwise; paying on the effective termination date is safest. Each day of delay costs 0.07% of the delayed amount (Article 41(4)). Section 6 post-employment: only enforce post-employment restrictions that are in the signed employment contract. Adding new restrictions in the termination letter (e.g., a new non-compete) is not enforceable.
Frequently asked questions
Do I need to cite a specific Article 47 ground?
Yes. Article 47(5)(a) prohibits terminating a contract on any ground not listed in Article 47(1), and the employee may request written reasons within 30 calendar days of receiving the notice (Article 48(4)). If a court annuls the termination, it can order reinstatement (or equivalent work) or court-set compensation, and the employee can also claim pay for the forced absence (Article 48(8)-(9)). Pick one ground and document why it applies.
How much severance must I pay?
Under Article 48, for terminations on grounds 47(1)(a) (redundancy — economic, technological or organisational changes), (f) (skills mismatch), (i) (long-term incapacity) or (n) (other objective circumstance), the employer chooses one route: at least 30 calendar days' notice plus compensation of at least one month's pay (48(1)), or at least 3 calendar days' notice plus at least two months' pay (48(2)). The amounts are never added together and do not scale with tenure; the employment contract may specify more. Article 48 compensation is not owed for gross breach (47(1)(g)), repeated breach (47(1)(h)), mutual written agreement (47(1)(e), unless negotiated) or expiry of a fixed-term contract (47(1)(b)).
Can I terminate without notice for misconduct?
Yes, under Article 47(1)(g) — gross breach of duty (the notice and compensation of Article 48(1)-(2) apply only to grounds (a), (f), (i) and (n)). But you must be able to prove the misconduct in writing. Prior warnings, documented incidents, witness statements, and a clear chain of events are what makes a misconduct termination defensible. Without that, the court will likely reclassify the termination as wrongful.
What if the employee refuses to sign acknowledgement?
Acknowledgement is helpful but not required for the termination to be effective. If the employee refuses to sign, document the refusal in writing (note the date, witnesses present, that the employee was given the letter and declined to sign). The termination still takes effect on the date specified — refusal to sign does not delay it.
When must the final settlement be paid?
No later than 7 calendar days after termination, unless the employment contract or law says otherwise (Article 44); paying on the effective termination date is the safest practice. For each day of delay the employer owes the employee 0.07% of the delayed amount (Article 41(4)).
Should I have a lawyer review this before sending?
For straightforward Article 47(1)(a) terminations with clear documentation, the template covers the essentials and lawyer review is optional. For misconduct terminations, terminations of senior executives, terminations during protected periods (pregnancy, parental leave, medical leave), or any case where you anticipate dispute, lawyer review before sending is strongly recommended.