New regulations to the Law on Labour Migration in Georgia effective from 1 March 2026

28.01.2026

Who qualifies as a local employer?

A local employer may be:

• a legal entity;

• an individual entrepreneur;

• a partnership;

• a representative office of a foreign organisation registered in Georgia;

• a person lawfully residing in Georgia who has the right to enter into employment relations with a foreign national who does not hold permanent residence (PR) and to employ them in Georgia.

Requirements for the employer

Minimum annual turnover for the past 12 months:

• GEL 50,000 — for all employers.

• GEL 35,000 — for educational or medical institutions.

Procedure for employing a foreign national

1) Work permit

• The employer submits the application after concluding an employment contract.

• Processing time: up to 30 calendar days.

• The permit is tied to a specific employer (if the employer changes, a new permit is required).

2) Employee obligations after the permit is issued

If the employee is in Georgia:

• Submit an application for a residence permit (based on employment or an IT residence permit) within 10 calendar days.

If the employee is outside Georgia:

• Submit an application for a D1 visa within 30 calendar days.

 

Exceptions

A residence permit / D1 visa is not required if the foreign national already holds a residence permit (on any basis) or works remotely without entering Georgia.

Attention: Entering Georgia while working remotely may result in the work permit being revoked.

 

Employer obligations

1) Notification of the Ministry

In the event of early termination of the contract or a change in the terms of the contract:

• Notify the Ministry of Internally Displaced Persons from the Occupied Territories, Labour, Health and Social Affairs of Georgia within 5 calendar days.

In the event of refusal to issue a permit:

• Terminate the employment relationship, terminate the contract and notify the Ministry.

2) Renewal of the permit

• Submit the renewal application no later than 30 calendar days before the permit expires.

3) Data entry

• Information about the foreign national employed must be entered on the portal: labourmigration.moh.gov.ge.

 

Sanctions for non-compliance

Sanctions for non-compliance

The new regulations strengthen control over labour migration and increase employers’ liability.

For businesses, this means:

• more bureaucracy and control functions,

• a need for strict compliance with deadlines and procedures,

• financial contingency planning in case of fines,

• careful planning of recruitment and HR policy.

 

REVERA’s legal team is ready to support you and provide the following services:

 

• Consultations prior to hiring foreign nationals

• Preparation of documents

• Development of internal procedures (monitoring the submission of applications for the work permit and its renewal)

• Compliance audit under the new regulations

 

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Authors: Dmitry Arkhipenko, Nino Zautashvili.