Georgia
Fixed-term contracts in Georgia are required to have a minimum contract term of one year and are generally limited to a maximum of 30 months. If a contract exceeds 30 months or is consecutively renewed two or more times, it automatically converts to an indefinite contract.
In Georgia, Workers recognize 18 paid public holidays. If work is performed on a public holiday, it should be compensated with an increased hourly wage. The increased hourly wage amount is agreed upon by both parties.
After 11 months of service, Workers are entitled to at least 24 working days of paid vacation and 15 days of unpaid vacation each year. Leave can be carried over to the next year with the Worker's consent, but paid leave cannot transfer for 2 consecutive years. If termination is initiated by the Client, then unused annual leave accrual must be paid out at termination.
There are no official subcategories of Workers in Georgia.
Probationary periods are permitted up to 6 months. Neither notice nor cause is required to terminate an employment agreement during the probationary period.
Sick Leave is unlimited, but if the worker uses more than 40 calendar days consecutively or if during 6 months more than 60 days are used, the days are unpaid. If this is the case, the worker can be terminated. The employer has to pay the Worker's wages while they are out sick, and most employers do not require a medical certificate for absences of 5 days (40 hours) or less.
A standard workweek in Georgia is 40 hours per week. If a working day is longer than 6 hours, a break must be provided at the duration agreed upon by all parties.
Hours exceeding the standard workweek are considered overtime. Work performed outside of the standard workweek is compensated at an increased hourly wage agreed upon by both parties. Some Workers cannot be required to work overtime without their consent including Workers with disabilities, Workers who are caretakers of individuals with disabilities, minors, pregnant Workers, Worker that are nursing, Workers with a child under 3 years of age.
Mandatory bonuses are not required in Georgia, but are customarily provided.
Valid legal grounds and documented justification for termination of a Worker is required under the Georgian Labour Code. Dismissals without proper basis may be challenged before courts. Termination can be done with either: (i) 30 calendar days’ written notice with 1 month severance payment, or (ii) minimum 3 calendar days’ notice with 2 months’ severance payment, depending on the selected termination procedure.
A Worker generally remains required to provide 30 calendar days’ written notice of resignation unless otherwise agreed to contractually.
Income tax (20%); Pension contributions (non-residents are exempt)(2%); Bonuses and commissions are taxable.
TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.
When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.
