Employment Law & Workplace Disputes in Georgia

Advice before a decision is made

An employment problem is easier to assess when the documents show what was agreed and what happened afterwards. We review employment agreements, internal rules, payment records and correspondence, then explain the questions that need to be addressed.

For an employee, this may mean checking a proposed change, a dismissal notice or a settlement. For an employer, it may involve preparing terms, documenting a workplace issue or reviewing a proposed termination before the decision is communicated.

Dismissal and termination disputes

We examine the stated reason for termination, the procedure followed and the supporting documents. Depending on the circumstances, the work can include requesting written reasons, challenging the decision, seeking compensation or reinstatement, or negotiating an agreed departure.

Dismissal disputes have specific deadlines. Send the notice and the date you received it promptly, together with any request for reasons and the employer’s reply. The applicable period must be calculated from the events in your case rather than from a general description online.

Unpaid wages and other employment claims

We help assess claims concerning salary, overtime, leave, final payments and other contractual entitlements. A clear calculation should distinguish amounts already paid from the balance claimed and identify the records supporting each item.

We also advise on discrimination, harassment and workplace treatment. Messages, complaints, witness information and the employer’s response may be relevant. We discuss whether a complaint to the competent authority, negotiations or a court claim is appropriate for the particular issue.

Contracts and employer documentation

For businesses, we prepare and review employment agreements, internal regulations, confidentiality terms and agreed changes. We examine working time, remuneration, duties, leave and termination provisions, taking account of mandatory labour protections.

The Labour Code requires a written agreement where employment lasts longer than one month. Additional rules apply in particular situations, including employment of foreign nationals. We also review whether the proposed relationship is properly documented as employment or as an independent service arrangement.

Foreign employees and self-employed foreigners

Georgia’s current labour-migration framework includes a separate right-to-work requirement for covered foreign employment and self-employment. Eligibility, exemptions, transitional provisions and immigration status must be checked together. A company registration or employment contract alone does not establish that every requirement has been met.

We review the employer’s obligations and the individual’s position, prepare the relevant documents and coordinate the employment advice with residence-permit work where needed.

Documents for a consultation

• Employment contract, amendments and relevant internal rules
• Dismissal notice, written reasons and evidence of receipt
• Salary records, bank statements and a calculation of unpaid amounts
• Important messages, complaints and the employer’s responses
• Any hearing date, response deadline and relevant immigration documents

Fees and representation

Briefly describe the issue and tell us whether you are the employee or employer. We confirm the work, timing and professional fee before starting. Negotiations, first-instance proceedings, appeals and any specialist work are identified in the engagement so that the responsibilities and costs are clear.