Georgia has a large labor law system that provides important protections for employees. These laws regulate the personal and collaborative relationship between employers and employees, but also cover social security, health, safety and special employment relationships. If you're planning to start a business in Georgia, refer to this guide to compliant hiring and understanding employee rights.
Applicability of Law.
Georgia labor laws apply in the following cases:
1.adjustment of employment relations in Georgia that are not governed by international agreements or special laws;
2.Dealing with employment relations that are not regulated by civil law or other special laws.
Employment contracts. The employer must enter into a written contract with the employee to establish a professional relationship. The employment contract must specify the following conditions:
Employment start date.
Labor Relations Clauses.
Working hours. Breaks.
Workplace. Posts. Duty.
Payroll, taxes, deductions, and take-home pay.
Overtime pay. Number of days of paid leave and application procedures.
Main provisions of the law.
Many aspects of Georgia's labor law outline the process and dictate employee benefits. Here are the main terms you must be aware of when building your workforce:
Minimum wage. Working hours.
Overtime. Paid and unpaid leave.
Parental rights. Social security and taxes.
Health and safety at work.
Termination of employment contract.
Dismiss. According to Georgian labor law, an employer may terminate an employment contract under the following conditions:
1.Complete the work specified in the contract.
2.The contract expires.
3.Breach of the terms of the contract by either party.
4.A new agreement was reached.
5.The court ruled that work was banned.
6.Long-term disability, 30 consecutive calendar days or more than 50 calendar days every 6 months.
7.Death of an employee or employer.
8.Liquidation of the employer's legal entity.
Employer's compliance strategy.
Complying with national and federal labor laws is key to keeping your business running smoothly. To ensure general compliance with these laws and avoid hefty fines, follow these strategies:
1.identify relevant laws that affect your business;
2.Publish and distribute employee handbooks to facilitate a smoother onboarding process, educate employees on the company's ethics and policies, and update them regularly to ensure they are timely;
3.Conduct annual audits to identify internal operational gaps, resolve employee complaints, better manage finances, and more to check compliance with relevant laws to avoid paying hefty fines and encountering unexpected obstacles.