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> GOUVERNANCE - page d'accueil > EPLex: une base de données sur les législations de protection de l'emploi > Géorgie

Géorgie - Conditions de fond du licenciement


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Obligation d'informer le travailleur des raisons du licenciement : Non

Motifs autorisés (licenciement justifié) : motifs économiques; conduite du travailleur; capacité du travailleur
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.


Motifs prohibés: grossesse ; congé de matérnité; responsabilités familiales; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; propriété; naissance; exercice du droit au congé éducation ; prendre légalement ses congés ; congé d'adoption ; origine ethnique
Remarks:
  • Art. 2 LC


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non

Motifs autorisés (licenciement justifié) : motifs économiques; conduite du travailleur; capacité du travailleur
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.


Motifs prohibés: grossesse ; congé de matérnité; responsabilités familiales; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; propriété; naissance; exercice du droit au congé éducation ; prendre légalement ses congés ; congé d'adoption ; origine ethnique
Remarks:
  • Art. 2 LC


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non

Motifs autorisés (licenciement justifié) : motifs économiques; conduite du travailleur; capacité du travailleur
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.


Motifs prohibés: grossesse ; congé de matérnité; responsabilités familiales; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; propriété; naissance; exercice du droit au congé éducation ; prendre légalement ses congés ; congé d'adoption ; origine ethnique
Remarks:
  • Art. 2 LC


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non

Motifs autorisés (licenciement justifié) : motifs économiques; conduite du travailleur; capacité du travailleur
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.


Motifs prohibés: grossesse ; congé de matérnité; responsabilités familiales; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; propriété; naissance; exercice du droit au congé éducation ; prendre légalement ses congés ; congé d'adoption ; origine ethnique
Remarks:
  • Art. 2 LC


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non

Motifs autorisés (licenciement justifié) : motifs économiques; conduite du travailleur; capacité du travailleur
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.


Motifs prohibés: grossesse ; congé de matérnité; responsabilités familiales; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; propriété; naissance; exercice du droit au congé éducation ; prendre légalement ses congés ; congé d'adoption ; origine ethnique
Remarks:
  • Art. 2 LC


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non

Motifs autorisés (licenciement justifié) : aucun
Remarks:
  • Art. 37 LC


Motifs prohibés: grossesse ; congé de matérnité; responsabilités familiales; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; propriété; naissance; exercice du droit au congé éducation ; prendre légalement ses congés ; congé d'adoption ; origine ethnique
Remarks:
  • Art. 2 LC


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non

Motifs autorisés (licenciement justifié) : aucun
Remarks:
  • Art. 37 LC


Motifs prohibés: grossesse ; congé de matérnité; responsabilités familiales; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; propriété; naissance; exercice du droit au congé éducation ; prendre légalement ses congés ; congé d'adoption ; origine ethnique
Remarks:
  • Art. 2 LC


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non

Motifs autorisés (licenciement justifié) : aucun
Remarks:
  • Art. 37 LC


Motifs prohibés: grossesse ; congé de matérnité; responsabilités familiales; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; propriété; naissance; exercice du droit au congé éducation ; prendre légalement ses congés ; congé d'adoption ; origine ethnique
Remarks:
  • Art. 2 LC


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non

Motifs autorisés (licenciement justifié) : aucun
Remarks:
  • Art. 37 LC


Motifs prohibés: grossesse ; congé de matérnité; responsabilités familiales; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; propriété; naissance; exercice du droit au congé éducation ; prendre légalement ses congés ; congé d'adoption ; origine ethnique
Remarks:
  • Art. 2 LC


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • Art. 36 LC on suspension of employment during which the employment cannot be terminated.