Hire employees
and contractors in Georgia

Remote’s guide to employing in Georgia.

Capital city
Tbilisi
Currency
Georgian lari (₾) (GEL)
Population size
3,716,858 (2020)
Language spoken
Georgian
01

Facts & stats

Georgia (Georgian: საქართველო; Sakartvelo) is a representative democracy organized as a unitary parliamentary republic. The Eastern European nation is nestled between Turkey, Armenia, Azerbaijan, and the majestic Black Sea.

Home to hot springs, sulfur baths, and majestic mountains (the highest in the Caucasus), Georgia is fast-becoming a tourism hotspot for more adventurous travellers. Castles, cathedrals, and antiquities from the medieval ages give Georgia a blend of history to match its natural beauty.

Georgia boasts a growing economy and an upper-middle-class income per capita. Increasing numbers of skilled professionals in Georgia make the country a smart target for expansion.

Georgia Map
  • Capital city
    Tbilisi
  • Currency
    Georgian lari (₾) (GEL)
  • Language spoken
    Georgian
  • Population size
    3,716,858 (est. 2020)
  • Ease of doing business
    Very Easy (2020)
  • Cost of living index
    28.05 (2021)
  • Payroll frequency
    Monthly
  • VAT – standard rate
    18%
  • GDP - real growth rate
    5.0 (2019)
02

Grow your team in Georgia with Remote

Employing in Georgia requires employers to own a legal entity in the country and manage payroll, tax, benefits and compliance through their own in-country resources. The complexity of employment regulations in Georgia makes full compliance with employment laws a burdensome process.

Through Remote’s Global Employer of Record solution, your team is employed by our local legal entities in each country, and we take care of payroll, tax, benefits and compliance so you can focus on what matters most -- your people.

Get started today
Georgia risks illustration

Risks of misclassification

Georgia, like many other countries, treats self-employed individuals or contractors and full-time workers differently and there are risks associated with misclassification.
03

Employing in Georgia

The Labor Code of Georgia serves as the fundamental government statute that defines employee protections, workers’ rights, and generally, employment and labor relations for Georgia’s workforce of 1.4 million.

Employees in Georgia enjoy protections against discrimination based on age, religion, sexual orientation, gender expression, and race.

Common questions that could come up during the hiring process include the minimum wage, overtime rates, and guaranteed paid time off. Remote can help you offer a complete, competitive, and compliant benefits package to your employees in Georgia.

Public holidays

Date Holiday Name Extra information
New Year’s Day
Orthodox Christmas Day
Epiphany (Eastern)
Mother’s Day
International Women’s Day
Day of National Unity
Good Friday (Eastern)
Orthodox Easter
Orthodox Easter Monday
Victory Day
Saint Andrew the First Called Day
Independence Day
Dormition of the Mother of God
Day of Svetitskhoveli Cathedral
Giorgoba
Minimum
Wage

Georgia has a mostly nominal minimum wage that’s remained unchanged since the 1990s and hence, doesn’t represent what workers actually earn. The minimum wage for private-sector employees sits at 20 Georgian lari ($6.38) per month, while government employees are billed to earn a 115-lari ($36.68) minimum.

In reality, the average wage in Georgia hovers somewhere between 1227 ($391.39), and 1314 lari ($419.14) per month, according to data provided by GeoStat, the Georgian statistics office.

Payroll
Cycle
For customers of Remote, all employee payments will be made in equal monthly instalments on or before the last working day of each calendar month, payable in arrears.
04

Competitive benefits package in Georgia

Remote can help you provide a competitive and compliant benefits package for your employees in Georgia. If you have questions or would like to offer a custom benefit, let us know and we can help.

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05

Taxes in Georgia

Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Georgia.

  • Employer

    • 15% - Corporate tax rate
    • 2% - Pension contribution
  • Employee

    • 20% - Income tax
    • 2% - Pension contribution
06

Types of leave

Paid
time off

Once an employee has completed 11 months of service with an employer, they are entitled to 24 days of paid leave annually, with a vacation benefit equivalent to one month’s salary paid three months before the annual leave.

Employees are also entitled to take 15 unpaid days off work every year.

Public
holidays

Employees are entitled to taking paid time off on the 15 national public holidays.

Sick
leave

Full-time employees can accumulate 10 hours of sick leave for every month worked, capped at a 720 hours (30 days) accumulation at a stretch.

Maternity
leave

Female employees are entitled to 126 days paid pregnancy leave, or 143 in case of complications or if twins are delivered, with a pregnancy benefit equal to 100% of the normal daily wage (up to 1,000 Georgian lari or $318.98).

Post-pregnancy, mothers can take up to 604 days off work to care for newborns.

Paternity/Parental
leave

A mother can transfer 57 days of maternity leave to her partner and in addition, both parents can request two weeks of annual leave to care for a child aged below five.

Adoption
leave

Employees who have adopted a child can take up to 550 days off, with benefits for 90 days paid by the state, up to a limit of GEL 1,000.

07

Employment
termination

Termination process

Employee contracts can be terminated if a just cause is established, such as dishonesty, negligence, fraud, incompatibility with assigned tasks, long-term disability, etc.

Notice period

For the severance situations mentioned above, employers are mandated to notify employees 30 days in advance of termination.

Severance pay

An employer should offer a severance package equal to at least one month’s pay if an employee is laid off for economic reasons, incompatibility with work responsibilities, or long-term disability.

Probation periods

Probation periods can not exceed six months, should be compensated, and can be terminated at the employer’s initiative.

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