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

Georgia - Procedural requirements for individual dismissals


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Notification to the worker to be dismissed: no specific form required

Notice period:
Remarks:
  • According to the art. 38 LC in terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement. Reference to the relevant paragraphs of the art. 37 may be found under the "Valid grounds (justified dismissal)" mentioned above.

    Pay in lieu of notice: No

    Notification to the public administration: No

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    + show references

    Notification to the worker to be dismissed: no specific form required

    Notice period:
    Remarks:
    • According to the art. 38 LC in terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement. Reference to the relevant paragraphs of the art. 37 may be found under the "Valid grounds (justified dismissal)" mentioned above.

      Pay in lieu of notice: No

      Notification to the public administration: No

      Notification to workers' representatives: No

      Approval by public administration or judicial bodies: No

      Approval by workers' representatives: No

      + show references

      Notification to the worker to be dismissed: no specific form required

      Notice period:
      Remarks:
      • According to the art. 38 LC in terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement. Reference to the relevant paragraphs of the art. 37 may be found under the "Valid grounds (justified dismissal)" mentioned above.

        Pay in lieu of notice: No

        Notification to the public administration: No

        Notification to workers' representatives: No

        Approval by public administration or judicial bodies: No

        Approval by workers' representatives: No

        + show references

        Notification to the worker to be dismissed: no specific form required

        Notice period:
        Remarks:
        • According to the art. 38 LC in terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement. Reference to the relevant paragraphs of the art. 37 may be found under the "Valid grounds (justified dismissal)" mentioned above.

          Pay in lieu of notice: No

          Notification to the public administration: No

          Notification to workers' representatives: No

          Approval by public administration or judicial bodies: No

          Approval by workers' representatives: No

          + show references

          Notification to the worker to be dismissed: no specific form required

          Notice period:
          NOTE: This information has changed since the previous period covered.
          Remarks:
          • According to the art. 38 LC in terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement. Reference to the relevant paragraphs of the art. 37 may be found under the "Valid grounds (justified dismissal)" mentioned above.

            Pay in lieu of notice: No

            Notification to the public administration: No

            Notification to workers' representatives: No

            Approval by public administration or judicial bodies: No

            Approval by workers' representatives: No

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            Notification to the worker to be dismissed: no specific form required

            Notice period:
            Remarks:
            • The Labour Code does not provide for a notice period for the worker to be given by the employer.
              Article 39 of the Labour Code "Derangement of the Contract":
              1. According to the provisions of this article, labor contract can be deranged at the initiative of one of the parties.
              2. If the initiator of the contract derangement is the employee, s/he shall notify the employer in writing, at least 30 calendar days prior to derangement, unless otherwise envisaged by the contract.
              3. If the contract is deranged at the initiative of the employer, the employee shall be given at least a one-month pay unless otherwise envisaged by the contract.
              4. If one of the parties violates his/her liabilities as determined by the labor contract, the provisions of paragraphs 2 and 3 of this article shall not apply.

              Pay in lieu of notice: No

              Notification to the public administration: No

              Notification to workers' representatives: No

              Approval by public administration or judicial bodies: No

              Approval by workers' representatives: No

              + show references

              Notification to the worker to be dismissed: no specific form required

              Notice period:
              Remarks:
              • The Labour Code does not provide for a notice period for the worker to be given by the employer.
                Article 39 of the Labour Code "Derangement of the Contract":
                1. According to the provisions of this article, labor contract can be deranged at the initiative of one of the parties.
                2. If the initiator of the contract derangement is the employee, s/he shall notify the employer in writing, at least 30 calendar days prior to derangement, unless otherwise envisaged by the contract.
                3. If the contract is deranged at the initiative of the employer, the employee shall be given at least a one-month pay unless otherwise envisaged by the contract.
                4. If one of the parties violates his/her liabilities as determined by the labor contract, the provisions of paragraphs 2 and 3 of this article shall not apply.

                Pay in lieu of notice: No

                Notification to the public administration: No

                Notification to workers' representatives: No

                Approval by public administration or judicial bodies: No

                Approval by workers' representatives: No

                + show references

                Notification to the worker to be dismissed: no specific form required

                Notice period:
                Remarks:
                • The Labour Code does not provide for a notice period for the worker to be given by the employer.
                  Article 39 of the Labour Code "Derangement of the Contract":
                  1. According to the provisions of this article, labor contract can be deranged at the initiative of one of the parties.
                  2. If the initiator of the contract derangement is the employee, s/he shall notify the employer in writing, at least 30 calendar days prior to derangement, unless otherwise envisaged by the contract.
                  3. If the contract is deranged at the initiative of the employer, the employee shall be given at least a one-month pay unless otherwise envisaged by the contract.
                  4. If one of the parties violates his/her liabilities as determined by the labor contract, the provisions of paragraphs 2 and 3 of this article shall not apply.

                  Pay in lieu of notice: No

                  Notification to the public administration: No

                  Notification to workers' representatives: No

                  Approval by public administration or judicial bodies: No

                  Approval by workers' representatives: No

                  + show references

                  Notification to the worker to be dismissed: no specific form required

                  Notice period:
                  Remarks:
                  • The Labour Code does not provide for a notice period for the worker to be given by the employer.
                    Article 39 of the Labour Code "Derangement of the Contract":
                    1. According to the provisions of this article, labor contract can be deranged at the initiative of one of the parties.
                    2. If the initiator of the contract derangement is the employee, s/he shall notify the employer in writing, at least 30 calendar days prior to derangement, unless otherwise envisaged by the contract.
                    3. If the contract is deranged at the initiative of the employer, the employee shall be given at least a one-month pay unless otherwise envisaged by the contract.
                    4. If one of the parties violates his/her liabilities as determined by the labor contract, the provisions of paragraphs 2 and 3 of this article shall not apply.

                    Pay in lieu of notice: No

                    Notification to the public administration: No

                    Notification to workers' representatives: No

                    Approval by public administration or judicial bodies: No

                    Approval by workers' representatives: No