Wrongful Dismissal Claims in Georgia

Advokato helps employees assess and challenge an employer's termination of employment in Georgia. Agreed work may include a deadline chronology, review of the documents and legal ground, a request for written reasons, negotiations and court representation. State when and how you received the notice in your first enquiry. Scope, fees and availability are agreed before work starts.

The right route starts by assessing current law, facts, documents and deadlines together. This page provides a practical framework; an individual strategy is formed only after a confidential case assessment.

This is the general framework of Labour Code Articles 47–48. Probation and employment governed by special legislation may follow different rules. Actual dates must be calculated from the documents.

1. Reasons request: Article 48(4) allows a written request within 30 calendar days of receiving the termination notice; the employer has 7 calendar days after submission of that request to provide written reasons.
2. Court: generally 30 calendar days from receipt of the written reasons; if no reasons arrive within 7 days, 30 days from expiry of that period. Without a reasons request, 30 days from receipt of the termination notice — Articles 48(6)–(7).
3. Notice and severance: the alternatives of 30 days plus at least 1 month's remuneration, or 3 days plus at least 2 months, apply only to Article 47(1)(a), (f), (i) and (n) grounds under Articles 48(1)–(2), not every dismissal.
4. Ground and protection: examine the actual Article 47 ground, internal rules and possible discrimination; Article 17(4) disapplies Article 48 to termination during probation unless the contract provides otherwise.
5. Remedies: where termination is declared void, Articles 48(8)–(9) provide for reinstatement, equal work or court-set compensation and a possible lost-earnings claim; neither the amount nor the outcome is automatic.