Georgian labor law establishes a framework for regulating working hours to protect employee well-being and ensure fair compensation. Understanding these regulations is crucial for businesses operating in Georgia to maintain compliance and foster positive labor relations. The law covers various aspects of working time, including standard hours, overtime, rest periods, and specific rules for night and weekend work.
Adhering to these regulations is not only a legal obligation but also a key factor in attracting and retaining talent in Georgia's competitive labor market. Employers must accurately record working hours and ensure that employees receive their entitled rest periods and overtime compensation. This guide provides a detailed overview of Georgia's working time regulations as of 2025, offering practical insights for employers.
Standard Working Hours
The standard workweek in Georgia is 40 hours. This typically translates to eight hours per day for five days a week.
- Daily Limit: Generally, employees should not work more than eight hours per day, unless otherwise specified by law or collective agreement.
- Weekly Limit: The total working time should not exceed 40 hours per week, excluding overtime.
- Flexibility: While the 40-hour week is standard, there can be some flexibility depending on the nature of the work and agreements between the employer and employee, provided it complies with the legal limits.
Overtime Regulations
Overtime work in Georgia is permissible but strictly regulated to prevent employee exploitation.
- Definition: Overtime is any work performed beyond the standard 40-hour workweek.
- Overtime Rate: According to the law, overtime work must be compensated at a rate of at least 1.25 times the employee's regular hourly wage.
- Maximum Overtime: The total duration of standard working time together with overtime work must not exceed 48 hours within any period of seven days.
- Compensatory Time Off: Instead of overtime pay, employers and employees can agree on compensatory time off. This must be equivalent to the overtime hours worked, plus the additional 25% compensation.
- Exemptions: Certain categories of employees, such as those in managerial positions, may be exempt from overtime pay regulations. However, this should be clearly defined in their employment contracts.
Rest Periods and Break Entitlements
Georgian labor law mandates that employees receive adequate rest periods to ensure their health and productivity.
- Daily Rest: Employees are entitled to a daily rest period of at least 12 consecutive hours.
- Breaks During Workday: For every eight-hour shift, employees are entitled to a break of at least 45 minutes. This break can be used for meals or personal needs.
- Weekly Rest: Employees are entitled to a weekly rest period of at least 40 consecutive hours. This is typically taken on the weekends.
Night Shift and Weekend Work Regulations
Specific regulations apply to night shift and weekend work to protect employees' well-being.
- Night Shift: Night shift is defined as work performed between 10:00 PM and 6:00 AM.
- Night Shift Premium: Employees working night shifts are entitled to an additional payment of at least 1.2 times their regular hourly wage.
- Weekend Work: Work performed on weekends (Saturdays and Sundays) is generally subject to the same overtime rules. If an employee works more than 40 hours during the week, including weekend hours, the overtime rate applies.
- Restrictions: There are restrictions on the types of work that can be performed during night shifts, especially for pregnant women and employees with certain health conditions.
Working Time Recording Obligations
Employers in Georgia have a legal obligation to accurately record the working hours of their employees.
- Record Keeping: Employers must maintain detailed records of each employee's working hours, including start and end times, break periods, and any overtime worked.
- Accessibility: These records must be readily accessible for inspection by labor authorities.
- Retention Period: Employers are required to retain these records for a specified period, typically at least three years.
- Accuracy: It is crucial that the records are accurate and reflect the actual hours worked by employees. Falsifying records can lead to significant penalties.
- Digital Records: Electronic timekeeping systems are permitted, provided they meet the requirements for accuracy and accessibility.
