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> GOVERNANCE - home > Employment protection legislation database - EPLex > Georgia

Georgia - Types of employment contracts


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Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 Labour Code:
    1. A labour agreement with an employee may be concluded only once for a trial period of no more than six months. A labour agreement for a trial period shall be concluded only in writing.
    2. The work during a trial period shall be payable. The amount of payment and the payment procedure shall be determined by the agreement of the parties.
    3. An employer may, at any time during the trial period, conclude a labour agreement with the employee or terminate the labour agreement for a trial period.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 6 – Conclusion of labour agreements
      1. A labour agreement shall be oral or written, fixed-term or open-ended.
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 6 LC:
      Except if the FTC is concluded for one year or more, the FTC can be used only for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • According to Article 6, 1 (3):
      If a labour agreement has been concluded for more than 30 months, or if labour relations have continued on the basis of concluding fixed-term labour agreements for two or more consecutive times and the duration of the above labour relations exceeds 30 months, an open-ended labour agreement shall be deemed to have been concluded.

      In this sense, there is no limitation for renewals since the total lenght of the contract does not exceed 30 months.
  • Maximum cumulative duration of successive FTCs: 30 month(s)
    Remarks:
    • According to Article 6, 1 (3) LC:
      If a labour agreement has been concluded for more than 30 months, or if labour relations have continued on the basis of concluding fixed-term labour agreements for two or more consecutive times and the duration of the above labour relations exceeds 30 months, an open-ended labour agreement shall be deemed to have been concluded.

      The LC provides an exception from the general restrictions on using FTCs for so-called start-up companies until a 48 months period has expired from the state registration:
      The exception is provided by the Article 6, 1 (4) LC: the restrictions imposed under this article on concluding fixed term labour agreements shall not apply to business entities under Article 2(1) of the Law of Georgia on Entrepreneurs if 48 months have not elapsed since their public registration (start-up enterprises) and if they meet the additional conditions (if any), as defined by the Government of Georgia on the condition that the duration of a fixed term labour agreement may not be shorter than three months for the purposes of this paragraph.

      However, this exception related to start-up companies shall not apply to a business entity established as a result of reorganization or based on the transfer of assets under the ownership or possession of another entrepreneurial entity or based on a fraudulent transaction (Article 6.15 LC).
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Maximum probationary (trial) period (in months): 6 month(s)

NOTE: This information has changed since the previous period covered.
Remarks:
  • Art. 9 Labour Code:
    1. A labour agreement with an employee may be concluded only once for a trial period of no more than six months. A labour agreement for a trial period shall be concluded only in writing.
    2. The work during a trial period shall be payable. The amount of payment and the payment procedure shall be determined by the agreement of the parties.
    3. An employer may, at any time during the trial period, conclude a labour agreement with the employee or terminate the labour agreement for a trial period.

Fixed term contract (FTC):
  • FTC regulated: Yes
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Article 6 – Conclusion of labour agreements
      1. A labour agreement shall be oral or written, fixed-term or open-ended.
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 6 Labour Code
      The fixed term contract can be used for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.
  • Maximum number of successive FTCs: no limitation
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • According to Article 6, 1 (3):
      If a labour agreement has been concluded for more than 30 months, or if labour relations have continued on the basis of concluding fixed-term labour agreements for two or more consecutive times and the duration of the above labour relations exceeds 30 months, an open-ended labour agreement shall be deemed to have been concluded.

      In this sense, there is no limitation for renewals since the total lenght of the contract does not exceed 30 months.
  • Maximum cumulative duration of successive FTCs: 30 month(s)
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • According to Article 6, 1 (3):
      If a labour agreement has been concluded for more than 30 months, or if labour relations have continued on the basis of concluding fixed-term labour agreements for two or more consecutive times and the duration of the above labour relations exceeds 30 months, an open-ended labour agreement shall be deemed to have been concluded.

      The exception is provided by the Article 6, 1 (4): the restrictions imposed under this article on concluding fixed term labour agreements shall not apply to business entities under Article 2(1) of the Law of Georgia on Entrepreneurs if 48 months have not elapsed since their public registration (start-up enterprises) and if they meet the additional conditions (if any), as defined by the Government of Georgia on the condition that the duration of a fixed term labour agreement may not be shorter than three months for the purposes of this paragraph.
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Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 LC
    The probationary period is payable and the agreement on probationary period shall be concluded in a written form

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Art. 6 LC
      The fixed term contract can be used for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Art. 6 LC states that the fixed term contract may be used two or more “times” if the duration of the work is 30 months.
  • Maximum cumulative duration of successive FTCs: 30 month(s)
    Remarks:
    • Art. 6 LC
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 LC
    The probationary period is payable and the agreement on probationary period shall be concluded in a written form

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Art. 6 LC
      The fixed term contract can be used for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Art. 6 LC states that the fixed term contract may be used two or more “times” if the duration of the work is 30 months.
  • Maximum cumulative duration of successive FTCs: 30 month(s)
    Remarks:
    • Art. 6 LC
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 LC
    The probationary period is payable and the agreement on probationary period shall be concluded in a written form

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Art. 6 LC
      The fixed term contract can be used for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Art. 6 LC states that the fixed term contract may be used two or more “times” if the duration of the work is 30 months.
  • Maximum cumulative duration of successive FTCs: 30 month(s)
    Remarks:
    • Art. 6 LC
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 LC
    The probationary period is payable and the agreement on probationary period shall be concluded in a written form

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Art. 6 LC
      The fixed term contract can be used for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Art. 6 LC states that the fixed term contract may be used two or more “times” if the duration of the work is 30 months.
  • Maximum cumulative duration of successive FTCs: 30 month(s)
    Remarks:
    • Art. 6 LC
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 LC
    The probationary period is payable and the agreement on probationary period shall be concluded in a written form

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Art. 6 LC
      The fixed term contract can be used for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.
  • Maximum number of successive FTCs: no limitation
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Art. 6 LC states that the fixed term contract may be used two or more “times” if the duration of the work is 30 months.
  • Maximum cumulative duration of successive FTCs: 30 month(s)
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Art. 6 LC
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 LC

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
    Remarks:
    • Art. 6 LC
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: no limitation
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 LC

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
    Remarks:
    • Art. 6 LC
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: no limitation
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 LC

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
    Remarks:
    • Art. 6 LC
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: no limitation
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Art. 9 LC

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
    Remarks:
    • Art. 6 LC
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: no limitation