Employer of Record (EOR) in Georgia: 2026 Guide
Hiring in Geogia: Introduction to Employer of Record (EOR)
Securing professional talent within Georgia involves a sophisticated navigation of the Georgian Labour Code alongside specific payroll mandates and statutory obligations that often prove challenging for international corporations to manage independently. An Employer of Record (EOR) provides a robust framework for businesses to hire Georgian personnel with both speed and legal integrity. By assuming responsibility for drafting compliant employment contracts, managing payroll in Georgian Lari (GEL), and handling tax withholdings for the Revenue Service of Georgia, the EOR eliminates the requirement for establishing a formal legal branch in Tbilisi. This approach ensures that all mandatory deductions, which include the personal income tax and the mandatory employer and employee pension scheme splits, are handled accurately according to the latest 2026 regulatory standards.
Through this detailed overview, you will discover how EOR services significantly simplify the onboarding process throughout Georgia and drastically reduce the threat of non-compliance, ultimately allowing for a flexible scale-up without the traditional burdens of cross-border administration
π¬πͺ Georgia at a Glance β Hiring & EOR Overview
Pros and Cons of Using an EOR Compared to Creating a Local Entity in Georgia
Deciding whether to partner with an Employer of Record (EOR) or establish your own legal entity in Georgia comes down to your long-term hiring plans, compliance needs, and the scale of your market entry. The overview below outlines the key benefits and limitations of each approach to help you identify which model aligns best with your companyβs expansion strategy in Georgia.
| Factor | Employer of Record (EOR) | Setting Up a Legal Entity in Georgia |
|---|---|---|
| Setup Time | β Fast launch, often 1 to 2 weeks | β Typically several weeks to months, depending on registrations and banking |
| Initial Cost | β Low, service fee plus employee costs | β Higher, incorporation, registrations, advisors, accounting setup |
| Ongoing Cost | β Predictable monthly EOR pricing | β Variable, payroll, tax filings, compliance and local support |
| Complexity | β Simple, EOR runs contracts, payroll, and HR admin | β Higher, you manage Georgian payroll, tax, and labor processes |
| Control Over Operations | β You direct day to day work, EOR is legal employer | β Full legal responsibility for employment and compliance |
| Compliance Management | β EOR handles employment compliance and filings | β Must be handled internally or via local advisers |
| Scalability | β Easy to scale hiring up or down | β Slower, changes can require admin updates |
| Local Expertise Required | β None, local HR and legal support included | β Significant, you need local legal, payroll, and HR capacity |
| Risk | β Employment admin risk sits mainly with the EOR | β Company carries full liability for compliance mistakes |
| Best For | β Fast hiring, pilots, and lean teams | β Long term presence and larger in-country operations |
Why Work With an Employer of Record in Georgia?
Georgia has rapidly become a highly attractive hub for international companies, offering a strategic location at the crossroads of Europe and Asia, a booming tech ecosystem, and a highly skilled workforce. However, the excitement of finding the perfect Georgian candidate can quickly turn into an administrative headache when you face the realities of local incorporation, complex tax withholdings, and the nuances of the Georgian Labour Code.
This is exactly where an Employer of Record (EOR) changes the game.
An EOR acts as the legal employer for your Georgian staff on paper, assuming all compliance liabilities, while you retain total control over the employeeβs day-to-day work and performance. Here is why partnering with an EOR is the most efficient way to hire in the country:
Zero Legal Setup Required: Skip the costly and time-consuming process of establishing a formal Limited Liability Company (α¨αα‘) or branch office in Tbilisi. With an EOR, you can legally onboard local talent in a matter of days rather than months.
Guaranteed Statutory Compliance: Local labor laws are strict and highly specific. An EOR ensures your bilingual contracts meet all national standards, including managing the mandatory 24 days of annual paid leave, public holidays, and legal termination procedures.
Streamlined Payroll & Taxation: An EOR handles the heavy financial lifting. This includes processing payroll in Georgian Lari (GEL), deducting various taxes, and accurately remitting mandatory pension contributions directly to the Revenue Service.
Border-Free Flexibility: Georgia offers highly favorable, visa-free work arrangements for citizens of over 90 countries. An EOR can help you leverage this environment to easily scale and manage an international hub in the Caucasus without immigration bottlenecks.
By removing the traditional burdens of cross-border administration, an EOR empowers you to focus entirely on building your team, your product, and your core business growth.
Top Employer of Record (EOR) Providers for Georgia
Several global Employer of Record platforms now include Georgia in their country coverage, giving you a simple way to hire Georgian talent from the same system you use in other countries. These providers combine local legal expertise with centralized payroll, HR tools and clear pricing so you can forecast costs and stay compliant.
On EORQuotes.com you can compare leading EOR providers for Georgia by fees, supported employment models, benefits options and depth of local support. Reviewing multiple offers side by side makes it easier to find the Employer of Record in Georgia that matches your budget, risk tolerance and long term growth plans.
Multiplier provides a unified Employer of Record and HR operations platform designed to help companies hire, onboard, and pay talent across 150+ countries. It streamlines compliant employment contracts, payroll processing, statutory obligations, and benefits administration, giving teams a centralized system for global workforce expansion in Georgia.
Core Services Offered by Multiplier:
With coverage spanning Europe, the Caucasus, and 150+ global markets including Georgia, Multiplier supports localized onboarding, compliant payroll execution, and practical guidance so international teams can operate without setting up an entity.
- β Fast onboarding with clear platform-led workflows in Georgia
- β Integrated contracts, payroll, compliance, and HR administration
- β Helpful option for multi-country hiring, including Georgia
- β Suitable for scale-ups building distributed teams
Multiplier is a modern, platform-first EOR provider that can reduce the admin load of international hiring, making it a practical fit for companies building teams in Georgia and across multiple markets.
Playroll is a modern Employer of Record (EOR) and global payroll platform built to help businesses hire, onboard, and pay employees in Georgia and 180+ international markets. The platform supports compliant employment contracts, payroll execution, statutory deductions, and HR administration, giving companies a practical way to hire in Georgia without setting up a local entity.
Key Services Offered by Playroll:
For hiring in Georgia, Playroll supports compliant onboarding through locally aligned contracts, payroll administration in GEL, statutory handling, and practical guidance around the Labor Code of Georgia.
- β Compliant onboarding support for employees in Georgia
- β Centralized payroll and HR workflows with clear documentation
- β Ongoing compliance support and reporting capabilities
- β Strong option for companies scaling international or remote teams
Playroll offers a platform-led EOR solution that can reduce the admin load of international hiring. It can be a practical partner for companies hiring in Georgia while scaling across multiple markets.
Deel is a widely used Employer of Record (EOR) and global HR platform that helps companies hire, onboard, and manage employees or contractors in 150+ countries without setting up local entities. It centralizes employment contracts, payroll processing, compliance workflows, benefits administration, contractor tools, and mobility support, making it a strong option for distributed teams and international expansion.
Core Services Provided by Deel:
Deel supports market entry across Europe, APAC, Africa, and the Americas through a unified platform that standardizes onboarding, contract management, and payroll execution. For hiring in Georgia, coverage is typically delivered through in-country infrastructure or vetted local partners, depending on the service model and role requirements.
- β Strong product suite for EOR, payroll, and contractor hiring
- β Efficient onboarding with standardized documentation workflows
- β Useful for multi-country teams that need centralized HR operations
- β Flexible support for employment, contracts, and global mobility
Deel is a platform-led EOR provider with broad country coverage and mature global HR tooling. It can be a strong fit for companies hiring in Georgia while scaling across multiple markets under a single operational framework.
Papaya Global is an enterprise-focused Employer of Record (EOR) and global payroll platform built for multi-country teams. It enables companies to hire and manage talent across 160+ jurisdictions without setting up local entities, consolidating payroll, statutory compliance, benefits administration, and cross-border payments in one system.
Core Services Provided by Papaya Global:
For companies hiring in Georgia, Papaya Global supports compliant onboarding and payroll according to the Labour Code of Georgia. Their platform manages the 20% flat income tax and mandatory contributions to the Pension Agency of Georgia, ensuring full regulatory alignment for foreign enterprises.
- β EOR, payroll, and compliance coverage across Georgia and 160+ countries
- β Automated handling of Georgian Lari (GEL) payroll and statutory filings
- β Unified platform for payments, onboarding, and global workforce management
- β Strong option for teams prioritizing automation and centralized payroll visibility
Papaya Global combines enterprise-grade automation with multi-country payroll and compliance infrastructure, making it a strong fit for companies hiring in Georgia or managing international teams across the Caucasus region.
Top Employer of Record (EOR) Providers in Georgia
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How EOR Pricing Works: A Clear Breakdown
Choosing an Employer of Record (EOR) means working with a third-party partner that handles payroll, compliance, and employment on your behalf.
To make the right decision, itβs important to understand how different EOR pricing structures operate and what each one means for your budget.
Below is a straightforward overview of the most common EOR pricing models and how they may impact companies hiring in Georgia and internationally.
π² Percentage-Based Fees
Under this structure, the Employer of Record charges a percentage of the employeeβs gross salary each month. As compensation increases, the EOR service fee rises proportionally.
Pros: Simple model that scales naturally for higher-compensation roles and variable pay.
Cons: Can become expensive for senior hires in Georgia, especially when base pay and allowances are high.
π¦ Flat Monthly Fees
A fixed per-employee fee is billed each month, regardless of salary level, job title, or compensation structure.
Pros: Predictable monthly cost and easier budgeting for Georgia hiring plans.
Cons: May be less cost-effective for lower-salary roles or short-term hires.
π Tiered Pricing
Fees are grouped into predefined tiers based on salary bands, role type, or headcount. Companies hiring multiple employees may qualify for discounted rates as volume increases.
Pros: Useful for scaling teams in Georgia or hiring multiple roles under one provider.
Cons: Total cost can be harder to forecast early if headcount or salary bands change.
βοΈ Custom Pricing
Pricing is negotiated based on hiring volume, service scope, and operational complexity. This model is common for companies expanding into several countries or requiring tailored workflows.
Pros: Can be optimized for enterprise requirements, multi-country coverage, and internal controls.
Cons: Requires consultation and may involve a longer evaluation and contracting cycle.
How EOR Services Operate in Georgia
Using an Employer of Record (EOR) in Georgia makes it possible to hire employees quickly without opening a local entity or navigating Montenegrin labor law on your own. Here is how the process typically works:
1. Understanding Your Hiring Needs
The process begins with an assessment of your expansion plans in Georgia. The EOR reviews your workforce requirements, explains the legal landscape, and outlines expected timelines and obligations so you know exactly what to prepare for.
2. Creating Legally Compliant Employment Documents
Once the role is defined, the EOR drafts employment agreements that meet Georgian labor standards. They handle all registration steps with local authorities, ensuring new employees are properly onboarded and authorized to work.
3. Managing Payroll, Taxes, and Contributions
After onboarding, the EOR becomes responsible for processing salaries, calculating taxes, social security contributions, and ensuring accurate monthly payroll. Benefits, leave tracking, and compliance reporting are handled through the provider.
4. Day-to-Day HR Support and Offboarding
Throughout the employment relationship, the EOR acts as your local HR partner β providing guidance, handling contract updates, and managing end-of-employment procedures according to Georgian regulations.
Partnering with an EOR in Georgia enables companies to start operating quickly while avoiding entity setup, reducing compliance risk, and simplifying workforce management.
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Business in Georgia β Info for Employers
Georgia offers a highly favorable, low-tax business environment with a projected 5.0% GDP growth for 2026. Positioned directly between Europe and Central Asia, the country is actively developing into a premier digital and green energy hub for foreign investors. Georgia serves as the vital western anchor of the Trans-Caspian βMiddle Corridorβ trade route. The continuous modernization of its Black Sea ports, including the Anaklia Deep Sea Port project, alongside major upgrades to its highways and national railway networks, has successfully cut regional transit times by twenty percent. Furthermore, new Black Sea submarine cables are transforming the nation into a primary digital transit link connecting European and Asian data markets.
Investment opportunities are rapidly expanding across several key industries. The renewable energy sector offers massive untapped potential, with only a quarter of the hydropower currently utilized across the countryβs 26,000 rivers. Simultaneously, there is a surging demand for value-added logistics, such as cold chain storage and assembly, as global supply chains reroute through the region.
The IT and telecommunications sector is also booming, largely driven by the βInternational Companyβ status that drops the corporate profit tax to just five percent for qualifying tech firms. Finally, following a record-breaking year for visitors, the tourism industry is successfully expanding into high-end wellness and year-round mountain resort developments.
Georgia features highly liberal labor laws that make hiring, scaling, and restructuring incredibly straightforward for foreign companies. Average monthly salaries remain highly competitive for the region, typically ranging from $500 to $850 depending on the specific sector.
The local talent pool boasts a near-perfect literacy rate and is largely multilingual, with strong proficiencies in English and Russian, alongside growing interest in German and Chinese. While basic IT and service skills are abundant, foreign investors should note that specialized project management and senior engineering roles currently face a talent shortage. These specific positions often require external recruitment or dedicated internal training programs to fill the skills gap.
Labor Law & Hiring Overview
Employment in Georgia is regulated by the Labor Code of Georgia and additional government regulations.
The standard work week is 40 hours, typically spread across five eight-hour days.
Employees receive a minimum of 24 working days of paid annual leave.
Georgia observes approximately 17 national public holidays each year.
Employment agreements must specify job duties, salary terms, probation conditions, and termination rules. The typical probation period is up to 6 months, though certain roles allow for shorter periods.
The notice period for termination generally starts at 30 days, depending on the reason and length of employment.
Collective agreements may apply in some industries, particularly manufacturing, transport, and public institutions, influencing working conditions and benefits.
| Category | Key Detail |
|---|---|
| Work week | Up to 40 hours (commonly 5 days) |
| Paid leave | Minimum: 24 calendar days per year |
| Public holidays | 17 statutory public holidays per year |
| Employer contributions | Social Security: 2% of gross salary |
| Probation period | Up to 6 months |
| Notice period | Minimum: 1 month (can be longer by contract) |
Payroll & Taxation in Georgia
Payroll compliance is tightly regulated in Georgia. Both employers and employees must contribute to the mandatory state pension scheme managed by the Pension Agency.
The total employer cost generally includes a 2% contribution to the pension fund on top of the gross salary. Employees contribute 2% of their gross salary toward the same pension scheme, while the state contributes an additional percentage based on the employeeβs income level.
Income tax is flat at 20%, which is withheld by the employer at the source. Employers must register workers with the tax authorities and submit monthly tax returns and payroll reports to the Revenue Service of Georgia.
| Contribution Type | Employer Share | Employee Share |
|---|---|---|
| Funded Pension Scheme | 2% of gross salary | 2% of gross salary |
| Personal Income Tax (PIT) | N/A | 20% flat rate (withheld by employer) |
| Mandatory Healthcare / Social Security | N/A (State-funded via general taxation) | N/A |
| Other Mandatory Charges | N/A | N/A |
| Total (indicative) | 2% | 22% |
Georgia Employee Benefits and Leave β What Employers Need to Know
Georgian labor law provides employees with strong protections and clearly defined leave entitlements. Below are the key benefits every employer should be aware of:
Employees receive a guaranteed minimum of 24 days paid annual leave, paid maternity leave, and fully regulated sick leave through the national social insurance system. These entitlements are a major reason many companies use an EOR in Georgia to ensure full compliance with local labor rules.
Annual Leave & Public Holidays
Employees in Georgia are entitled to a minimum of 24 calendar days of paid annual leave per year. In addition to annual leave, Georgia recognizes approximately 17 statutory public holidays, including Orthodox Christmas, Independence Day (May 26), and Saint George's Day (November 23).
Maternity & Family-Related Leave
Female employees are entitled to 126 calendar days of maternity and childcare leave, of which 126 days are paid (140 days for complicated births or twins). Paid maternity benefits are primarily funded by the state up to a limit of 1,000 GEL, though many employers choose to supplement this amount.
Sick Leave Entitlements
Employees in Georgia are entitled to paid sick leave upon providing a valid medical certificate. While the Labor Code grants the right to leave for temporary incapacity, the specific payment terms are often defined by social security regulations and individual employment agreements.
Bonuses & Allowances
There is no legal requirement for a 13th-month salary or mandatory bonuses in Georgia. However, it is common for employers to provide private health insurance, performance-based bonuses, and communication allowances as part of a standard benefits package in the private sector.
Hiring Employees in GeorgiaThrough an EOR
An Employer of Record (EOR) enables foreign companies to hire employees in Georgia without creating a local legal entity.
The EOR acts as the official employer of record, managing employment contracts, payroll, taxes, and statutory contributions, while your organization directs the employeeβs day-to-day work.
This model ensures full compliance with Georgian labor law, payroll rules, and reporting obligations.
EOR partners also support work permits, visa sponsorship, and local onboarding, reducing administrative costs and speeding up market entry.
An EOR solution in Georgia is ideal for:
β’ Testing the Georgian market before establishing a subsidiary
β’ Hiring remote talent or technical specialists based in Georgia
β’ Expanding operations across the Caucasus region quickly and compliantly
It is the simplest way to hire in Georgia with full legal protection and no permanent establishment risk.
Understanding Employment Costs in Georgia
Employers should expect an additional 15 percent on top of gross salary to cover the required employer contributions for social insurance and health insurance.
To calculate full employment cost β including taxes, contributions, and net salary β companies can use a Georgia Cost of Employment Calculator or rely on an EOR partner to handle accurate payroll processing.
Β
Total Cost of Employment in Georgia
Estimate the full employer cost in Georgia, including gross salary, Personal Income Tax (PIT), Pension Fund contributions, paid leave reserve, and an estimated EOR fee.
Employee Deductions
Income Tax (PIT 20%): GEL
Pension Contribution (Employee 2%): GEL
Net Salary (estimate): GEL
Employer Contributions
Pension Contribution (Employer 2%): GEL
Paid Leave Reserve (24 days/year): GEL
Estimated EOR Service Fee: GEL
Hiring Challenges in Georgia and How an EOR Helps Overcome Them
Hiring Challenges in Georgia and How an EOR can solve Them
Hiring employees in Georgia can be challenging for foreign companies due to specific labor rules, payroll obligations, documentation requirements, and compliance standards. The Labor Code of Georgia regulates contracts, working hours, pay structures, leave entitlements, and termination procedures, all of which require precise handling to remain compliant.
Employers must also manage mandatory contributions to the Pension Agency, ensure correct payroll reporting to the Revenue Service of Georgia, and adhere to statutory requirements regarding income tax and social security.
Recruitment in Georgia can be competitive in industries such as IT, logistics, hospitality, finance, and manufacturing, where the demand for skilled workers continues to rise. In addition, many Georgian professionals work across borders or remotely, making retention strategies and clear employment terms critical.
Cultural factors also play a role. Georgian workplaces often value personal relationships, professional dedication, and direct communication, which can differ from the practices of foreign employers.
This is where an Employer of Record (EOR) in Georgia becomes a strategic advantage.
Key advantages of using an EOR in Georgia
Lower compliance risk: The EOR takes full responsibility for meeting Montenegrin labor and payroll regulations.
No local entity required: Hire employees without opening a branch or registering a company.
Faster hiring timelines: Onboard workers in days instead of waiting weeks for local setup.
Operational flexibility: Scale teams up or down based on business needs, without long-term local commitments.
Simplified administration: Payroll, contributions, reporting, and contract updates are handled for you.
Partnering with an EOR lets you focus on running your business while your provider ensures every hire remains legally compliant and correctly managed under Montenegrin law.
How to Choose the Best Employer of Record (EOR) Provider in Georgia
For companies entering Georgia, partnering with an Employer of Record (EOR) streamlines hiring, ensures compliance with Georgian labor legislation, and removes the need to establish a local entity. Below are the main factors to consider when selecting the best EOR partner in Georgia:
β’ Georgian Labor Law Expertise
Choose an EOR with a strong understanding of Georgiaβs employment regulations, including pension contributions, income taxation, health insurance obligations, and worker protections. This helps avoid compliance risks and administrative delays.
β’ Service Flexibility
Look for an EOR that provides end-to-end support, including payroll, contract management, statutory benefits, onboarding, and HR administration tailored to your workforce needs in Georgia.
β’ Cost Transparency
Ensure the EOR provides predictable pricing with no hidden fees. Review how the cost structure aligns with Georgiaβs required employer contributions and your companyβs hiring budget.
β’ Technology and Automation
Select an EOR with a modern, automated platform for payroll processing, compliance tracking, and document management. Scalable tools will support your growth in Georgia and across the region.
β’ Customer Support
Strong support is essential, especially for companies new to Georgia. Choose a provider with responsive assistance, fast issue resolution, and the ability to handle cross-border communication efficiently.
β’ Local Presence
An EOR with in-country partners or offices in Georgia offers deeper legal insight, better cultural understanding, and quicker handling of local administrative requirements.
Choosing the right Employer of Record in Georgia is crucial for maintaining full compliance, managing employment risks, and supporting your long-term growth in the Caucasus region. Earlier in this article, we introduced several reputable EOR providers that operate in Georgia. All are reliable, but if we narrowed it down to the top performers, these would be the ones best suited to support your expansion.
Top EOR Providers in Georgia
Searching for the best Employer of Record (EOR) in Georgia? The providers below help international companies hire employees in Georgia without setting up a local entity. Each partner offers full-service payroll execution, HR compliance, and workforce administration, helping you stay aligned with Georgian labor laws and monthly reporting obligations. Compare these trusted Georgia EOR providers to find the right partner for your market entry or team expansion.
Need help selecting the best EOR partner?
Get Free EOR QuotesExplore top Employer of Record providers and get customized recommendations for your company.
Conclusions
Expanding into Georgia with the support of a trusted Employer of Record (EOR) is one of the most efficient and reliable ways to hire local talent while ensuring full compliance with Georgian labor legislation. An EOR partner manages payroll, contracts, benefits, and statutory reporting, allowing your business to operate locally without opening a Georgian legal entity.
To identify the best EOR provider in Georgia, compare leading platforms on EORquotes.com. Our country guides make it easy to assess pricing models, local compliance expertise, platform quality, and service coverage before choosing the right partner.
Start today and discover which EOR provider offers the best combination of speed, compliance, and cost-effectiveness for your expansion into Georgia.
Frequently Asked Questions (FAQs)
According to the Labor Code of Georgia, the standard duration of working time shall not exceed 40 hours per week. For specific industries with a special regime of work where the production process lasts more than 8 hours, the duration of working time may be extended up to 48 hours per week.
Employees in Georgia are entitled to a minimum of 24 working days of paid annual leave per year. Additionally, employees are entitled to 15 calendar days of unpaid leave per year. The right to use leave typically arises after eleven months of work at the same organization.
The official currency for all labor remuneration and financial settlements within the country is the Georgian Lari (GEL). Employers are required by law to pay salaries and other benefits in the national currency.
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An employer may set a probationary period for a new hire to determine their suitability for the position. Under Georgian law, this period cannot exceed a maximum duration of six months and must be explicitly documented in a written employment agreement.
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Work performed in excess of the standard 40 hours per week is considered overtime. Overtime work must be compensated at an increased hourly rate as agreed upon in the employment contract. Alternatively, the employer and employee may agree to provide the employee with additional proportional rest time instead of financial compensation.
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The primary oversight body is the Labor Inspection Office, which operates under the Ministry of Internally Displaced Persons from the Occupied Territories, Labor, Health and Social Affairs of Georgia. This office is responsible for monitoring compliance with labor rights, working conditions, and health and safety standards.
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If an employer initiates the termination of an employment contract based on specific grounds, they must generally provide at least 30 calendar days of written notice. In such instances, the employee is typically entitled to severance pay amounting to at least one monthβs average salary.
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There are 17 official public holidays recognized by the Labor Code of Georgia. Work performed on these holidays is treated similarly to overtime work and must be compensated at an increased rate or balanced with compensatory time off.
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Employees are entitled to pregnancy, childbirth, and childcare leave for a duration of 730 calendar days. Out of this total, 183 calendar days are paid, or 200 days in the case of complications or multiple births. The state budget provides a fixed subsidy for this leave, which may be supplemented by the employer at their discretion.
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An employment agreement must be concluded in writing if the employment relationship lasts for more than one month. The contract must be drafted in a language understood by both parties and should outline essential terms such as workplace, position, salary, and start date.
Legal References & Data Sources
All employment, payroll, and tax information on this page is derived from official Georgian government sources and statutory authorities to ensure factual accuracy and compliance with current law.
- β’ Labour Code of Georgia (Organic Law) β published by the Legislative Herald of Georgia (Matsne).
- β’ Ministry of Internally Displaced Persons from the Occupied Territories, Labour, Health and Social Affairs of Georgia: employment standards, employee rights, and workplace safety inspection β https://www.moh.gov.ge
- β’ Revenue Service β Ministry of Finance of Georgia: flat personal income tax (PIT) rules (20%), payroll reporting, and corporate tax compliance (15%) β https://www.rs.ge
- β’ National Statistics Office of Georgia (Geostat): labor market data, average monthly earnings, working week hours (40), minimum leave days (24) and employment statistics β https://www.geostat.ge
Data verified and last updated: October 2023.
