Remote’s guide to employing in Georgia.
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.
3,716,858 (est. 2020)
Ease of doing business
Cost of living index
VAT - standard rate
GDP - real growth rate
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.
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.
|Saturday, January 1, 2022||New Year's Day|
|Sunday, January 2, 2022||New Year's Day (2)|
|Friday, January 7, 2022||Orthodox Christmas Day|
|Wednesday, January 19, 2022||Orthodox Epiphany|
|Thursday, March 3, 2022||Mother's Day|
|Tuesday, March 8, 2022||International Women's Day|
|Wednesday, March 9, 2022||Independence Restoration Day|
|Friday, April 22, 2022||Orthodox Good Friday||Changes Annually|
|Saturday, April 23, 2022||Orthodox Holy Saturday|
|Sunday, April 24, 2022||Orthodox Easter Sunday|
|Monday, April 25, 2022||Orthodox Easter Monday|
|Monday, May 9, 2022||Victory Day|
|Thursday, May 12, 2022||St Andrew's Day|
|Thursday, May 26, 2022||Independence Day|
|Sunday, August 28, 2022||Day of the Assumption of Mary|
|Friday, October 14, 2022||Svetitskhovloba|
|Wednesday, November 23, 2022||St George's Day|
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.
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
We can help you get a new employee started in Georgia fast. The minimum onboarding time we need is only 20 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
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.
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Georgia.
15% - Corporate tax rate
2% - Pension contribution
20% - Income tax
2% - Pension contribution
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.
Employees are entitled to taking paid time off on the 15 national public holidays.
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.
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.
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.
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.
Employee contracts can be terminated if a just cause is established, such as dishonesty, negligence, fraud, incompatibility with assigned tasks, long-term disability, etc.
For the severance situations mentioned above, employers are mandated to notify employees 30 days in advance of termination.
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.