Legal knowledge centre
Describe the issue in ordinary words to find a current-source guide and clear next steps.
A contract should reflect the real transaction, authorised parties, measurable performance, change, payment, liability and exit; after breach, first compare the text with actual performance.
Termination, damages, contractual penalties, guarantees and indemnities serve different functions; grounds, notice, cure, calculation and cumulative remedies require review under contract and law.
An NDA protects defined confidential information but does not automatically make personal-data processing lawful or secure a trade secret; purpose, access, exclusions, retention and return need separate controls.
A long-term commercial agreement should regulate territory, exclusivity, orders, stock, quality, price, brand, forecasts, minimums, competition and post-termination stock; the model must match actual roles.
The label alone does not determine legal effect; actual use, control, repayment, security, ownership and governance show which agreement or package is required.
A technology contract should define background and new IP, repositories, open-source components, acceptance tests, data, security, support and exit handover; paying an invoice does not always transfer all rights.
A cross-border contract should separately address governing law, forum, language, notice, enforcement, force majeure, sanctions and signature method; an arbitration agreement must be in writing, though its content may be recorded in an accessible electronic message.
An employment contract should match the actual role, place, time, pay, leave and termination; the special form and consequences of probation must be checked under the current Labour Code.
Dismissal requires a valid ground, consistent facts, an appropriate decision and correct financial settlement; employer and employee should preserve the notice and service date immediately. The Labour Code's Article 48 windows for requesting written reasons and going to court must be calculated separately.
Working-time and overtime disputes depend on actual records; schedules, attendance, assignments, remote access, pay and leave usage should be tracked together.
A discrimination or harassment concern requires a safe reporting channel, evidence preservation, confidential and impartial investigation, protection from retaliation and a reasoned response.
An employer should protect genuinely confidential information and legitimate interests through clear, targeted and proportionate terms; a blanket ban on all knowledge and future work creates high dispute risk.
From 2026, hiring a foreign employee requires coordination of the employment relationship, work right, D1 visa or relevant residence status and employer notifications; verify the relevant amendments published through 10 July 2026 and any transition rules before work starts. A Georgian contract alone is not sufficient.
A remote or contractor arrangement should be assessed by control, economic dependence, working time, tools and integration; the label cannot exclude employment rights or inspection interest.
The divorce route depends on consent, minor children, property or other disputes and civil-status records; ending the marriage does not automatically resolve children or property. If spouses cannot agree on the children's residence and maintenance, those issues require a separate court assessment in the divorce decision.
In a cross-border family matter, first identify where the marriage is recorded, which country and court has jurisdiction, how documents must be served and where the final outcome needs recognition or registration.
A child-related decision should be based on best interests, stable environment, actual care history, safety, relationships with both parents and financial needs; parental conflict is not an independent criterion. Parents have equal rights and duties, and maintaining the child is a separate legal duty.
Before division, map all assets and debts and separate acquisition time, source, registered owner, personal property, common liability and value; the registry name alone is not conclusive.
Adoption, establishing paternity and restricting parental rights pursue different legal objectives and procedures; best interests, consent, biological connection and cross-border elements need separate review.
A protective or restraining measure is a temporary safety framework tied to specific risk facts; it does not replace separate divorce, child, housing or criminal proceedings.