Topic hub
Employment contracts, working time, dismissal, discrimination, foreign workers and dispute management.
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 most damaging step after losing a job is often relying on an oral protest alone. Georgia's Labour Code provides a route to request written grounds for termination, a response period and a separate period for court challenge; unpaid salary, overtime and final-settlement claims must also be calculated and evidenced separately.
After dismissal, check the legal ground, written justification, service date, compensation and court deadline.
An unpaid-salary claim should separate periods and categories and prove payment, working time and demand.
The contract should describe work, pay, working time, rest, leave, liability and termination.