When a company expands its operations into Georgia, it needs to integrate a new workforce, and that comes with a mutual assessment period known as probation. This period gives both the employer and the new hire an opportunity to evaluate the suitability of working together for a practical evaluation of the employee’s skills and the company’s work environment.

In this guide, we will examine the probation periods in Georgia and how they are regulated by the Labour Code of Georgia. Knowing these provisions is important for companies and individuals for full compliance, obligations, and rights during this phase.

Definition of a Probation Period in Georgia

Probation period in Georgia is a specific initial phase within an employment contract for the mutual assessment of the working relationship. The Georgian Labour Code allows parties to agree on this period to verify an employee’s suitability for the work.

During this time, the employer evaluates the new employee’s professional capabilities, performance, adherence to company policies, and integration into the team. The employee assesses the management style, overall job satisfaction, and alignment with career goals.

Lengths of Probationary Periods in Georgia

In Georgia, probationary periods are legally recognized and are defined by the Labour Code of Georgia, Article 9. Its application requires a clear, written agreement between the parties. The length of a probation in Georgia is six months and applies to various employment contracts.

A probationary period must be clearly stated in writing within the individual employment agreement. According to Article 9 of the Labor Code, if such an agreement is not made in writing, it shall be deemed as a regular employment agreement without any probationary conditions.

The Labor Code establishes that an employment agreement for a probation period can be concluded with a candidate only once, and for no longer than six months. The six-month maximum applies across types of roles and qualifications for agreements. The Labor Code does not change probation lengths based on the employee’s status.

The Georgian Labor Code does not allow extensions of the six-month probationary period. Once the initial period has elapsed, if the employment is not terminated, it automatically transitions into a permanent, indefinite-term agreement.

Permanent or Indefinite Contracts

In Georgia, indefinite-term contracts are the preferred form of employment agreement. The probationary period is designed as the initial phase of these ongoing employment relationships. The Labour Code encourages indefinite-term employment relationships.

An employment agreement is to be for an indefinite term unless stated otherwise and justified for a specific work. For new hires on contracts, employment can begin with a probationary period.

This initial period serves as a trial phase before the full protections of an indefinite contract apply. If the employment is not terminated, the contract converts into a full employment agreement. No further formal action or new contract is required for this transition.

Fixed-Term or Definite Contracts

Georgian law allows for fixed-term contracts, but their use is restricted to specific, justifiable circumstances for 30 months. Fixed-term contracts are for seasonal work or the temporary substitution of an absent employee. They cannot be used to avoid the rights with indefinite employment.

If the duration of an employment relationship exceeds 1 month, it is necessary to conclude an employment contract in writing. If a contract is for a period longer than 30 months, the agreement is deemed to be an indefinite-term contract.

However, the probation period cannot exceed the total duration of the fixed-term contract itself if that contract is shorter than six months. If an employee is rehired by the same employer shortly after the end of a previous employment, a new probationary period cannot be imposed.

Legal Considerations for the Probation Period in Georgia

The legal framework governing probation periods in Georgia is primarily established by the Labour Code of Georgia. This code outlines the rights and obligations of employers and employees to balance the employer’s assessment and the employee’s protections.

Pay and Working Conditions

All fundamental employment rights and conditions apply equally to probationary workers as they do to permanent employees from their first day of work.

The average monthly salary in Georgia is around 2,170 GEL as of 2025. The standard working week in Georgia is 40 hours, and it may not exceed 48 hours a week. The Labour Code (Article 32) indicates that overtime must be paid at a rate agreed upon by the parties, typically a premium above the normal hourly wage.

Specific regulations apply to night work with increased compensation. Employers provide a safe and healthy working environment for all employees, including those on probation. Georgia does not have a social security system.

Since January 1, 2019, a mandatory pension scheme has applied to Georgian citizens and residents under 40 years. Employers contribute 2% of the employee’s taxable wages to the employee’s pension account.

Termination and Notice

The Georgian Labour Code provides specific, simplified rules for terminating an employment agreement during the probationary period. Most of these rules cover:

  • Employer/employee can terminate the agreement at any time and without needing to specify a justification.
  • The 30-day notice period for regular indefinite contracts does not apply during probation.
  • In case of termination during the probation period, the employee’s labor shall be compensated commensurate with the actual worked hours.

Vacation / Holidays

Specific rules apply to how vacation leave and public holidays work with probation in Georgia. For example, Georgia has 17 public holidays. If any of these public holidays fall during a worker’s probationary period, the worker is entitled to the day off with pay.

If an employee is required to work on a public holiday, they must receive premium pay. Employees are entitled to at least 24 working days of paid annual leave per year after 11 months of work.

Probation workers do not complete the 11-month acquisition period required to take annual leave during their probation. But employees have a right to 15 days of unpaid leave annually upon request. This can be taken during probation.

Benefits of Probation Periods in Georgia

Probationary periods offer advantages for both employers and employees in Georgia. The most important benefits are these:

  • For Employees

Employees experience their new work environment and understand the company culture before making a long-term commitment.

Employees can resign without a lengthy notice period if the role is not a good fit.

From their first day, new employees are fully protected by fundamental labor rights.

  • For Employers

Employers can test reliability and cultural fit within their company environment over an extended period.

If a new hire proves unsuitable for the role or the company culture, employers can terminate the employment agreement more easily during probation.

A clearer legal framework for termination during probation saves employers from the financial and legal risks of an unsuitable hire.

Conclusion

Georgia offers a promising market for international businesses, supported by its consistent economic growth and strategic location. Its unique labor laws and regulations for probationary periods are important for effective hiring. The Georgian Labour Code provides a clear framework for these trial periods for a mutual assessment.

Remote People understands these legal obligations concerning pay, working conditions, pension contributions, and the particular rules for termination during probation. And, we help businesses adhere to these regulations to eliminate risks and get a smooth operational presence.

Frequently Asked Questions

No, probation in Georgia isn't mandatory for all contracts. It must be explicitly agreed upon in writing. If not, employment is permanent from day one.

The maximum legal duration for a probationary period in Georgia is six months. It cannot be extended beyond this limit, and it can only be applied once for a given position with the same employer.

Employer or the employee can generally terminate the employment agreement at any time and without needing to provide the standard notice. However, recent court interpretations may require employers to provide reasoning if challenged.

Probationary employees get labor rights and conditions, including agreed-upon pay, working hours, and workplace safety. However, the right to take annual paid leave typically accrues after 11 months of service.

Georgian law allows for 15 days of paid sick leave per year.