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> GOBERNANZA - página de entrada > EPLex: una base de datos sobre la legislación de protección del empleo > Georgia

Georgia - Requisitos de fondo para el despido


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Obligación de motivar el despido:
Remarks:
  • The employer shall strictly comply with grounds for termination by providing reasons for dismissal. Under Article 38(4) LC, the employee is entitled to send a written request to the employer to justify the ground for dismissal within 30 calendar days after receipt of the dismissal notification. Article 38(5) LC further provides that the employer, within 7 calendar days from receipt of such request, shall justify in writing the grounds for contract termination.


Motivos autorizados (despido justificado): razones económicas; conducta del trabajador; capacidad del trabajador
Remarks:
  • Art. 37 Labour Code states that the following shall serve as grounds for termination of a labour agreement:
    a) economic circumstances, technological, or organizational changes making it necessary to reduce workforce;
    b) expiry of the labour agreement;
    c) completion of the work provided for by a labour agreement; d) voluntary written application for resigning from a position/work by the employee; e) written agreement between the parties;
    f) incompatibility of the employee’s qualifications or professional skills with the position held/work to be performed by the employee;
    g) gross violation by the employee of his/her obligation under an individual labour agreement or a collective agreement and/or rules and regulations;
    h) violation by the employee of his obligation under an individual labour agreement or a collective agreement and/or rules and regulations, if any of the disciplinary actions under such an individual labour agreement or a collective agreement and/or rules and regulations has already been administered in relation to the employee for the last one year;
    i) unless otherwise provided for by the labour agreement, a long-term disability, if the period of disability exceeds 40 calendar days in a row, or the total disability period within six months exceeds 60 calendar days, and, at the same time, the employee has used the leave indicated in Article 21 of this Law;
    j) entry into force of a court judgment or decision precluding the fulfillment of work; k) the final decision of finding a strike illegal delivered by the court in accordance with Article 51(6) of this Law;
    l) death of an employer as a natural person or of an employee;
    m) commencement of liquidation proceedings of an employer as a legal entity;
    n) any other objective circumstance justifying termination of the labour agreement.

    2. The violation of the obligation under the work rules and regulations set forth in Paragraph 1 (g) and (h) of this Article may serve as the basis for termination of a labour agreement only if the work rules and regulations are an integral part of the labour agreement.


Motivos prohibidos: raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; lengua; propriedad; nacimiento; origen étnico
NOTE: This information has changed since the previous period covered.
Remarks:
  • Following May 2019 amendments, Article 2(3) LC provides for an open-ended list of prohibited grounds. It provides that “any and all discrimination in a labour and/or pre-contractual relations, including during publication of the vacancy announcement and selection process, due to race, skin colour, language, ethnic or social belonging, nationality, origin, material status or title, place of residence, age, sex, sexual orientation, marital status, handicap, religious, social, political or other affiliation, including affiliation to trade unions, political or other opinions or on any other grounds shall be prohibited.”


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad; trabajadores que desempeñan servicio militar/servicio alternativo
Remarks:
  • Article 36 establishes the situations in which employment contract can be suspended:
    a) a strike;
    b) a lockout;
    c) exercising active and/or passive suffrage;
    d) appearance before an investigative, prosecuting, or judicial body in the cases provided for by the procedural legislation of Georgia;
    e) call to compulsory military service;
    f) call to military reserve service;
    g) maternity and child care leave, a new-born adoption leave of absence, or a child care additional leave of absence;
    h) placing a victim of violence against women and/or domestic violence in a shelter and/or a crisis centre for a maximum of 30 calendar days annually, if he/she is unable to discharge his/her official duties anymore;
    i) temporary disability, unless the disability period exceeds 40 consecutive calendar days, or the total disability period exceeds 60 calendar days in six months;
    j) qualification upgrading, professional training, or education not exceeding 30 calendar days annually;
    k) unpaid leave of absence;
    l) paid leave of absence.


    Article 37 (3) Terminating labour relations shall be inadmissible:

    a) on the grounds other than those laid down in paragraph 1 of this article;
    b) on discrimination grounds under Article 2 of this Law;
    c) during the period under Article 36(2)(g) of this Law from notification to the employer from a female employee about her pregnancy, except for the grounds under paragraph (1)(b-e, g, h, j, l) of this article;
    d) due to an employee being called to compulsory military service or military reserve service and/or during an employee’s period of compulsory military service or military reserve service, except for the grounds under paragraph(1)(b-e, g, h, j, l) of this article;
    e) during the period of being a jury in court, except for the grounds under paragraph (1)(b-e, g, h, j, l) of this article.



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Obligación de motivar el despido: No

Motivos autorizados (despido justificado): razones económicas; conducta del trabajador; capacidad del trabajador
Remarks:
  • Art. 37 Labour Code states that the following shall serve as grounds for termination of a labour agreement:
    a) economic circumstances, technological, or organizational changes making it necessary to reduce workforce;
    b) expiry of the labour agreement;
    c) completion of the work provided for by a labour agreement; d) voluntary written application for resigning from a position/work by the employee; e) written agreement between the parties;
    f) incompatibility of the employee’s qualifications or professional skills with the position held/work to be performed by the employee;
    g) gross violation by the employee of his/her obligation under an individual labour agreement or a collective agreement and/or rules and regulations;
    h) violation by the employee of his obligation under an individual labour agreement or a collective agreement and/or rules and regulations, if any of the disciplinary actions under such an individual labour agreement or a collective agreement and/or rules and regulations has already been administered in relation to the employee for the last one year;
    i) unless otherwise provided for by the labour agreement, a long-term disability, if the period of disability exceeds 40 calendar days in a row, or the total disability period within six months exceeds 60 calendar days, and, at the same time, the employee has used the leave indicated in Article 21 of this Law;
    j) entry into force of a court judgment or decision precluding the fulfillment of work; k) the final decision of finding a strike illegal delivered by the court in accordance with Article 51(6) of this Law;
    l) death of an employer as a natural person or of an employee;
    m) commencement of liquidation proceedings of an employer as a legal entity;
    n) any other objective circumstance justifying termination of the labour agreement.

    2. The violation of the obligation under the work rules and regulations set forth in Paragraph 1 (g) and (h) of this Article may serve as the basis for termination of a labour agreement only if the work rules and regulations are an integral part of the labour agreement.


Motivos prohibidos: raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; lengua; propriedad; nacimiento; origen étnico
Remarks:
  • Art. 2 LC
    (...) (3) Any and all discrimination in a labour and/or pre-contractual relations due to race, skin colour, language, ethnic or social belonging, nationality, origin, material status or title, place of residence, age, sex, sexual orientation, marital status, handicap, religious, social, political or other affiliation, including affiliation to trade unions, political or other opinions shall be prohibited.


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad; trabajadores que desempeñan servicio militar/servicio alternativo
NOTE: This information has changed since the previous period covered.
Remarks:
  • Article 36 establishes the situations in which employment contract can be suspended:
    a) a strike;
    b) a lockout;
    c) exercising active and/or passive suffrage;
    d) appearance before an investigative, prosecuting, or judicial body in the cases provided for by the procedural legislation of Georgia;
    e) call to compulsory military service;
    f) call to military reserve service;
    g) maternity and child care leave, a new-born adoption leave of absence, or a child care additional leave of absence;
    h) placing a victim of violence against women and/or domestic violence in a shelter and/or a crisis centre for a maximum of 30 calendar days annually, if he/she is unable to discharge his/her official duties anymore;
    i) temporary disability, unless the disability period exceeds 40 consecutive calendar days, or the total disability period exceeds 60 calendar days in six months;
    j) qualification upgrading, professional training, or education not exceeding 30 calendar days annually;
    k) unpaid leave of absence;
    l) paid leave of absence.


    Article 37 (3) Terminating labour relations shall be inadmissible:

    a) on the grounds other than those laid down in paragraph 1 of this article;
    b) on discrimination grounds under Article 2 of this Law;
    c) during the period under Article 36(2)(g) of this Law from notification to the employer from a female employee about her pregnancy, except for the grounds under paragraph (1)(b-e, g, h, j, l) of this article;
    d) due to an employee being called to compulsory military service or military reserve service and/or during an employee’s period of compulsory military service or military reserve service, except for the grounds under paragraph(1)(b-e, g, h, j, l) of this article;
    e) during the period of being a jury in court, except for the grounds under paragraph (1)(b-e, g, h, j, l) of this article.



+ show references

Obligación de motivar el despido:

Motivos autorizados (despido justificado): razones económicas; conducta del trabajador; capacidad del trabajador
Remarks:
  • Art. 37 LC states that the following shall serve as grounds for termination of a labour agreement:
    a) economic circumstances, technological, or organizational changes making it necessary to reduce workforce;
    b) expiry of the labour agreement;
    c) completion of the work provided for by a labour agreement; d) voluntary written application for resigning from a position/work by the employee; e) written agreement between the parties;
    f) incompatibility of the employee’s qualifications or professional skills with the position held/work to be performed by the employee;
    g) gross violation by the employee of his/her obligation under an individual labour agreement or a collective agreement and/or rules and regulations;
    h) violation by the employee of his obligation under an individual labour agreement or a collective agreement and/or rules and regulations, if any of the disciplinary actions under such an individual labour agreement or a collective agreement and/or rules and regulations has already been administered in relation to the employee for the last one year;
    i) unless otherwise provided for by the labour agreement, a long-term disability, if the period of disability exceeds 40 calendar days in a row, or the total disability period within six months exceeds 60 calendar days, and, at the same time, the employee has used the leave indicated in Article 21 of this Law;
    j) entry into force of a court judgment or decision precluding the fulfillment of work; k) the final decision of finding a strike illegal delivered by the court in accordance with Article 51(6) of this Law;
    l) death of an employer as a natural person or of an employee;
    m) commencement of liquidation proceedings of an employer as a legal entity;
    n) any other objective circumstance justifying termination of the labour agreement.

    2. The violation of the obligation under the work rules and regulations set forth in Paragraph 1 (g) and (h) of this Article may serve as the basis for termination of a labour agreement only if the work rules and regulations are an integral part of the labour agreement.


Motivos prohibidos: raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; lengua; propriedad; nacimiento; origen étnico
Remarks:
  • Art. 2 LC
    (...) (3) Any and all discrimination in a labour and/or pre-contractual relations due to race, skin colour, language, ethnic or social belonging, nationality, origin, material status or title, place of residence, age, sex, sexual orientation, marital status, handicap, religious, social, political or other affiliation, including affiliation to trade unions, political or other opinions shall be prohibited.


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligación de motivar el despido:

Motivos autorizados (despido justificado): razones económicas; conducta del trabajador; capacidad del trabajador
Remarks:
  • Art. 37 LC states that the following shall serve as grounds for termination of a labour agreement:
    a) economic circumstances, technological, or organizational changes making it necessary to reduce workforce;
    b) expiry of the labour agreement;
    c) completion of the work provided for by a labour agreement; d) voluntary written application for resigning from a position/work by the employee; e) written agreement between the parties;
    f) incompatibility of the employee’s qualifications or professional skills with the position held/work to be performed by the employee;
    g) gross violation by the employee of his/her obligation under an individual labour agreement or a collective agreement and/or rules and regulations;
    h) violation by the employee of his obligation under an individual labour agreement or a collective agreement and/or rules and regulations, if any of the disciplinary actions under such an individual labour agreement or a collective agreement and/or rules and regulations has already been administered in relation to the employee for the last one year;
    i) unless otherwise provided for by the labour agreement, a long-term disability, if the period of disability exceeds 40 calendar days in a row, or the total disability period within six months exceeds 60 calendar days, and, at the same time, the employee has used the leave indicated in Article 21 of this Law;
    j) entry into force of a court judgment or decision precluding the fulfillment of work; k) the final decision of finding a strike illegal delivered by the court in accordance with Article 51(6) of this Law;
    l) death of an employer as a natural person or of an employee;
    m) commencement of liquidation proceedings of an employer as a legal entity;
    n) any other objective circumstance justifying termination of the labour agreement.

    2. The violation of the obligation under the work rules and regulations set forth in Paragraph 1 (g) and (h) of this Article may serve as the basis for termination of a labour agreement only if the work rules and regulations are an integral part of the labour agreement.


Motivos prohibidos: raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; lengua; propriedad; nacimiento; origen étnico
Remarks:
  • Art. 2 LC (...)
    (3) Any and all discrimination in a labour and/or pre-contractual relations due to race, skin colour, language, ethnic or social belonging, nationality, origin, material status or title, place of residence, age, sex, sexual orientation, marital status, handicap, religious, social, political or other affiliation, including affiliation to trade unions, political or other opinions shall be prohibited.


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligación de motivar el despido:

Motivos autorizados (despido justificado): razones económicas; conducta del trabajador; capacidad del trabajador
Remarks:
  • Art. 37 LC states that the following shall serve as grounds for termination of a labour agreement:
    a) economic circumstances, technological, or organizational changes making it necessary to reduce workforce;
    b) expiry of the labour agreement;
    c) completion of the work provided for by a labour agreement; d) voluntary written application for resigning from a position/work by the employee; e) written agreement between the parties;
    f) incompatibility of the employee’s qualifications or professional skills with the position held/work to be performed by the employee;
    g) gross violation by the employee of his/her obligation under an individual labour agreement or a collective agreement and/or rules and regulations;
    h) violation by the employee of his obligation under an individual labour agreement or a collective agreement and/or rules and regulations, if any of the disciplinary actions under such an individual labour agreement or a collective agreement and/or rules and regulations has already been administered in relation to the employee for the last one year;
    i) unless otherwise provided for by the labour agreement, a long-term disability, if the period of disability exceeds 40 calendar days in a row, or the total disability period within six months exceeds 60 calendar days, and, at the same time, the employee has used the leave indicated in Article 21 of this Law;
    j) entry into force of a court judgment or decision precluding the fulfillment of work; k) the final decision of finding a strike illegal delivered by the court in accordance with Article 51(6) of this Law;
    l) death of an employer as a natural person or of an employee;
    m) commencement of liquidation proceedings of an employer as a legal entity;
    n) any other objective circumstance justifying termination of the labour agreement.

    2. The violation of the obligation under the work rules and regulations set forth in Paragraph 1 (g) and (h) of this Article may serve as the basis for termination of a labour agreement only if the work rules and regulations are an integral part of the labour agreement.


Motivos prohibidos: raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; lengua; propriedad; nacimiento; origen étnico
Remarks:
  • Art. 2 LC (...)
    (3) Any and all discrimination in a labour and/or pre-contractual relations due to race, skin colour, language, ethnic or social belonging, nationality, origin, material status or title, place of residence, age, sex, sexual orientation, marital status, handicap, religious, social, political or other affiliation, including affiliation to trade unions, political or other opinions shall be prohibited.


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligación de motivar el despido:

Motivos autorizados (despido justificado): razones económicas; conducta del trabajador; capacidad del trabajador
Remarks:
  • Art. 37 LC states that the following shall serve as grounds for termination of a labour agreement:
    a) economic circumstances, technological, or organizational changes making it necessary to reduce workforce;
    b) expiry of the labour agreement;
    c) completion of the work provided for by a labour agreement; d) voluntary written application for resigning from a position/work by the employee; e) written agreement between the parties;
    f) incompatibility of the employee’s qualifications or professional skills with the position held/work to be performed by the employee;
    g) gross violation by the employee of his/her obligation under an individual labour agreement or a collective agreement and/or rules and regulations;
    h) violation by the employee of his obligation under an individual labour agreement or a collective agreement and/or rules and regulations, if any of the disciplinary actions under such an individual labour agreement or a collective agreement and/or rules and regulations has already been administered in relation to the employee for the last one year;
    i) unless otherwise provided for by the labour agreement, a long-term disability, if the period of disability exceeds 40 calendar days in a row, or the total disability period within six months exceeds 60 calendar days, and, at the same time, the employee has used the leave indicated in Article 21 of this Law;
    j) entry into force of a court judgment or decision precluding the fulfillment of work; k) the final decision of finding a strike illegal delivered by the court in accordance with Article 51(6) of this Law;
    l) death of an employer as a natural person or of an employee;
    m) commencement of liquidation proceedings of an employer as a legal entity;
    n) any other objective circumstance justifying termination of the labour agreement.

    2. The violation of the obligation under the work rules and regulations set forth in Paragraph 1 (g) and (h) of this Article may serve as the basis for termination of a labour agreement only if the work rules and regulations are an integral part of the labour agreement.


Motivos prohibidos: raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; lengua; propriedad; nacimiento; origen étnico
Remarks:
  • Art. 2 LC


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligación de motivar el despido:

Motivos autorizados (despido justificado): razones económicas; conducta del trabajador; capacidad del trabajador
NOTE: This information has changed since the previous period covered.
Remarks:
  • Art. 37 LC states that the following shall serve as grounds for termination of a labour agreement:
    a) economic circumstances, technological, or organizational changes making it necessary to reduce workforce;
    b) expiry of the labour agreement;
    c) completion of the work provided for by a labour agreement; d) voluntary written application for resigning from a position/work by the employee; e) written agreement between the parties;
    f) incompatibility of the employee’s qualifications or professional skills with the position held/work to be performed by the employee;
    g) gross violation by the employee of his/her obligation under an individual labour agreement or a collective agreement and/or rules and regulations;
    h) violation by the employee of his obligation under an individual labour agreement or a collective agreement and/or rules and regulations, if any of the disciplinary actions under such an individual labour agreement or a collective agreement and/or rules and regulations has already been administered in relation to the employee for the last one year;
    i) unless otherwise provided for by the labour agreement, a long-term disability, if the period of disability exceeds 40 calendar days in a row, or the total disability period within six months exceeds 60 calendar days, and, at the same time, the employee has used the leave indicated in Article 21 of this Law;
    j) entry into force of a court judgment or decision precluding the fulfillment of work; k) the final decision of finding a strike illegal delivered by the court in accordance with Article 51(6) of this Law;
    l) death of an employer as a natural person or of an employee;
    m) commencement of liquidation proceedings of an employer as a legal entity;
    n) any other objective circumstance justifying termination of the labour agreement.

    2. The violation of the obligation under the work rules and regulations set forth in Paragraph 1 (g) and (h) of this Article may serve as the basis for termination of a labour agreement only if the work rules and regulations are an integral part of the labour agreement.


Motivos prohibidos: raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; lengua; propriedad; nacimiento; origen étnico
Remarks:
  • Art. 2 LC


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligación de motivar el despido:

Motivos autorizados (despido justificado): ninguno
Remarks:
  • Art. 37 LC


Motivos prohibidos: embarazo; licencia de maternidad; responsabilidades familiares; enfermedad o accidente profesional temporal; raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; cumplimiento del servicio militar o civil; propriedad; nacimiento; ejercicio del derecho a la licencia de educación; disfrute legal de licencias; licencia de adopción; origen étnico
Remarks:
  • Art. 2 LC


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligación de motivar el despido:

Motivos autorizados (despido justificado): ninguno
Remarks:
  • Art. 37 LC


Motivos prohibidos: embarazo; licencia de maternidad; responsabilidades familiares; enfermedad o accidente profesional temporal; raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; cumplimiento del servicio militar o civil; propriedad; nacimiento; ejercicio del derecho a la licencia de educación; disfrute legal de licencias; licencia de adopción; origen étnico
Remarks:
  • Art. 2 LC


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligación de motivar el despido:

Motivos autorizados (despido justificado): ninguno
Remarks:
  • Art. 37 LC


Motivos prohibidos: embarazo; licencia de maternidad; responsabilidades familiares; enfermedad o accidente profesional temporal; raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; cumplimiento del servicio militar o civil; propriedad; nacimiento; ejercicio del derecho a la licencia de educación; disfrute legal de licencias; licencia de adopción; origen étnico
Remarks:
  • Art. 2 LC


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligación de motivar el despido:

Motivos autorizados (despido justificado): ninguno
Remarks:
  • Art. 37 LC


Motivos prohibidos: embarazo; licencia de maternidad; responsabilidades familiares; enfermedad o accidente profesional temporal; raza; color; sexo; orientación sexual; religión; opinion política; origen social; nacionalidad; edad; afiliación sindical y actividades sindicales; discapacidad; cumplimiento del servicio militar o civil; propriedad; nacimiento; ejercicio del derecho a la licencia de educación; disfrute legal de licencias; licencia de adopción; origen étnico
Remarks:
  • Art. 2 LC


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.