Managing employee leave and vacation entitlements is a cruciaal aspect of compliance and employee satisfaction when operating in Georgia. The country's labor code outlines specific requirements regarding annual leave, public holidays, sick leave, and various other types of absence that employers must adhere to. Understanding these regulations is essential for businesses to ensure fair treatment of employees and maintain legal compliance within the Georgian labor market.
Compliance with Georgian leave policies involves navigating minimum statutory requirements, understanding how different types of leave interact, and ensuring accurate record-keeping and compensation. This guide provides an overview of the key leave entitlements employees are typically afforded under Georgian law, helping employers and HR professionals manage their workforce effectively and compliantly in 2025.
Annual Vacation Leave
Employees in Georgia are entitled to paid annual leave. The minimum duration of paid annual leave is set by law.
- Minimum Entitlement: Employees are entitled to at least 24 working days of paid annual leave per year.
- Additional Leave: Certain categories of employees, such as those working in hazardous conditions or those under 18, may be entitled to additional leave.
- Accumulation: Leave generally accrues over time, and employees are typically eligible to take their full annual leave after 11 months of continuous service with an employer. However, leave can often be taken proportionally before this period by agreement.
- Carry-Over: Unused annual leave can typically be carried over to the following year, though there may be limitations or agreements required between the employer and employee.
- Payment: During annual leave, employees are entitled to receive their average salary.
Public Holidays
Georgia observes several public holidays throughout the year. On these days, employees are generally entitled to a day off with pay. If an employee is required to work on a public holiday, they are typically entitled to increased compensation, often double their regular rate.
Here are the standard public holidays observed in Georgia in 2025:
| Date | Holiday |
|---|---|
| January 1-2 | New Year's Day |
| January 7 | Orthodox Christmas |
| January 19 | Orthodox Epiphany |
| March 3 | Mother's Day |
| March 8 | International Women's Day |
| April (Varies) | Orthodox Easter (Good Friday, Holy Saturday, Easter Sunday, Easter Monday) |
| May 9 | Victory Day |
| May 12 | St. Andrew the First-Called Apostle Day |
| May 26 | Independence Day |
| August 28 | Dormition of the Theotokos (Mariamoba) |
| October 14 | Svetitskhovloba (Day of Svetitskhoveli Cathedral) |
| November 23 | St. George's Day |
Note: The exact dates for Orthodox Easter vary each year.
Sick Leave
Employees in Georgia are entitled to sick leave in case of illness or injury. The labor code provides provisions for both paid and unpaid sick leave.
- Entitlement: Employees are entitled to sick leave based on a medical certificate issued by a healthcare provider.
- Paid Sick Leave: The employer is generally obligated to pay for the first 5 days of sick leave.
- State Benefit: From the 6th day onwards, sick leave benefits are typically covered by the state social insurance fund, provided the employee meets the eligibility criteria and the leave is properly documented with a state-approved medical certificate. The duration and amount of the state benefit are subject to social insurance regulations.
- Documentation: A valid medical certificate is mandatory for claiming sick leave benefits from both the employer and the state fund.
Parental Leave
Georgian law provides for various types of parental leave, including maternity, paternity, and adoption leave, to support employees becoming parents.
- Maternity Leave: Female employees are entitled to paid maternity leave. The total duration is typically 140 calendar days, which can be taken flexibly (e.g., before and after childbirth). In case of complicated delivery or multiple births, the duration may be extended.
- Payment: Maternity leave is paid through a state benefit program. The amount and duration of the paid benefit are determined by state social insurance regulations, usually covering a significant portion of the leave period.
- Paternity Leave: Fathers are entitled to paternity leave. The duration is typically 15 calendar days, which must be taken within the first 3 months after the birth of the child.
- Payment: Paternity leave is generally unpaid by the employer, though some employers may offer paid paternity leave as an additional benefit.
- Childcare Leave: After the paid maternity leave period, either parent (mother or father) is entitled to additional unpaid childcare leave until the child reaches a certain age (e.g., typically until the child is one year old, with potential extensions). The total duration of this unpaid leave is usually 12 months.
- Adoption Leave: Employees adopting a child are also entitled to leave, similar to maternity leave, starting from the date of adoption. The duration and payment are comparable to maternity leave benefits, depending on the age of the adopted child.
Other Types of Leave
Beyond the main categories, the Georgian Labor Code and specific agreements may provide for other types of leave:
- Unpaid Leave: Employees are generally entitled to take unpaid leave for personal reasons, subject to agreement with the employer. The law may specify minimum durations or conditions for granting unpaid leave.
- Study Leave: Employees pursuing education may be entitled to study leave, the terms of which can be agreed upon with the employer or stipulated in collective agreements.
- Bereavement Leave: While not always a statutory requirement for paid leave, employers often grant short periods of paid or unpaid leave in the event of a family member's death.
- Leave for State/Public Duties: Employees may be granted leave to perform state or public duties, such as military service or serving on a jury (if applicable).
Employers should consult the latest version of the Georgian Labor Code and any applicable collective agreements or internal policies to ensure full compliance with all leave entitlements.
