Global HR Compliance in Georgia

When expanding into a new market like Georgia, hiring talent isn’t just a logistics task, it’s a strategic decision. Companies need to secure the right people, offer competitive compensation, and remain fully compliant with local employment laws, all without slowing down business operations.

Acumen International’s Global Employer of Record (EOR) solution enables you to hire employees in Georgia without opening a legal entity. You get the benefit of a fully compliant employment solutions while we take on all associated legal responsibilities. This means your talent works for you, dedicated to your product, goals, and clients, while Acumen acts as their official legal employer.

From onboarding and payroll to benefits administration and work permit sponsorship, our solution removes the risk of employee misclassification and streamlines your market entry. You remain focused on your growth strategy, we handle HR, compliance, and operational execution.

Why Hire Talent Internationally

Hiring internationally isn’t just about filling a vacancy, it’s about positioning your business to thrive in complex, global markets. Companies turn to international hiring to:

Establish Local Presence in Target Markets
When entering a new market, relying on distant teams is rarely effective. Hiring in-country talent offers the cultural understanding, language fluency, and market access needed to build partnerships, secure customers, and navigate regulatory frameworks.

Access Skills Not Readily Available Locally
For roles in specialised sectors like fintech, software engineering, or compliance, companies often need skills that aren’t available, or are too costly, in their home market. International hiring allows access to broader talent pools, improving speed and cost-efficiency.

Build Operational Resilience
Global hiring spreads talent across multiple geographies, reducing reliance on any single labour market. It’s a strategic way to mitigate risks like local wage inflation, sudden regulation shifts, or recruitment bottlenecks.

Hiring and Firing Workforce in Georgia Guide

Employment Contracts

Georgia recognises both permanent and fixed-term employment agreements.
Employment contracts must specify:

• Start date
• Position and job description
• Working hours and rest periods
• Remuneration and payment terms
• Overtime rules
• Leave entitlements

Fixed-term contracts are permitted only under specific conditions such as seasonal work, temporary replacement, or when justified by objective business needs. Otherwise, open-ended contracts are the default.

Working Hours

The standard workweek is limited to 40 hours.
In industries requiring extended operations, the limit can increase to 48 hours, with adjustments to ensure employee health and safety.

Probation Period

A probationary period of up to six months may be agreed upon. It must be:

• Stated in writing
• Paid work
• Terminated freely by either party without notice

Annual Leave

Employees are entitled to a minimum of 24 working days of paid annual leave.
Leave pay is calculated based on the average salary from the previous three months. Employees may request leave after 11 months of continuous employment, or earlier by mutual agreement.

Parental Leave

Maternity leave includes:

• Up to 730 calendar days of leave
• 183 days paid, or 200 days for complicated or multiple births

Paternity leave is not mandated, but private arrangements can be made by employers offering non-statutory benefits.

Sick Leave

Sick leave is not statutorily required to be paid.
However, employees are entitled to 15 days of unpaid leave for health-related matters.
Notice of two weeks is generally required, unless urgent circumstances apply.

Overtime

Overtime applies when working hours exceed:

• 40 hours/week for adults
• 36 hours/week for 16–18-year-olds
• 24 hours/week for 14–16-year-olds

Overtime must be agreed upon and compensated at an increased rate, or exchanged for time off in lieu.

Minimum Wage

There is no universal minimum wage in Georgia. Wages are determined contractually between employer and employee, allowing flexibility but also requiring attention to fair pay practices and market standards.

Termination and Severance

Contracts may be terminated on multiple grounds:

• Economic or organisational changes
• Skill mismatch
• Contract expiry or completed assignment
• Misconduct or repeated violations

Employees must receive:

• 30 days’ written notice, or
• One month’s salary in lieu of notice

Upon termination by the employer, the employee is entitled to a severance payment of at least one month’s salary, issued within 30 calendar days.

Dismissal is prohibited on discriminatory grounds or during:

• Pregnancy
• Military service
• Jury duty.

How Acumen International Can Help You Hire in Georgia

Direct Employment Without a Local Entity

We legally employ your chosen talent in Georgia on your behalf, allowing you to bypass the setup of a local entity. You manage day-to-day operations (they report to you), while we handle employment contracts, payroll administration, and local tax reporting.

Local Compliance, Centrally Managed

From ensuring contracts meet Georgian labour law to tracking changes in leave entitlements or termination rules, we handle the local compliance landscape for you. You stay informed without needing to manage multiple advisors or interpret legal texts.

Custom Support for Complex Hiring

Some roles demand a tailored approach, whether that’s senior leadership, sector-specific certifications, or custom compensation structures. We help you design compliant employment arrangements that align with your business goals and local expectations.

Global Mobility Support

If you’re hiring foreign nationals to work in Georgia, we can sponsor work permits and guide you through the local immigration process. We ensure everything from role eligibility to documentation is properly managed—so you avoid unnecessary delays or rejections.

Strategic Payroll Cost Insights

Our Global Payroll Calculator helps you understand the real cost of hiring in Georgia. You can estimate total employer expenses, including statutory benefits, taxes, and required contributions, alongside employee take-home pay. This supports accurate budgeting and informed decision-making.

One Partner Across 190+ Countries

If Georgia is one of several countries on your expansion roadmap, we serve as your central partner. You benefit from a single point of contact, consistent processes, and unified service delivery, reducing administrative overhead and accelerating cross-border hiring.