Managing employee leave entitlements in Georgia requires a clear understanding of the country's labor code and established practices. Employers operating in Georgia, whether through a local entity or utilizing an Employer of Record service, must ensure their policies align with national regulations regarding vacation, public holidays, sick leave, and parental leave to maintain compliance and support their workforce effectively.
Navigating the specifics of leave types, minimum durations, and compensation rules is crucial for smooth operations and employee satisfaction. The following sections detail the key aspects of mandatory and common leave provisions in Georgia as they apply in 2025.
Annual Vacation Leave
The Labor Code of Georgia mandates a minimum amount of paid annual leave for employees. All employees are entitled to this leave after completing 11 months of continuous service with an employer.
- Minimum Entitlement: Employees are entitled to a minimum of 24 working days of paid annual leave per year.
- Unpaid Leave: In addition to paid leave, employees are also entitled to a minimum of 15 calendar days of unpaid leave per year upon request.
- Accumulation: Unused paid annual leave can generally be carried over to the following year, though specific company policies may regulate the extent or timeframe for carry-over.
- Scheduling: The timing of annual leave is typically agreed upon between the employee and the employer, taking into account the operational needs of the business.
| Leave Type | Minimum Entitlement | Notes |
|---|---|---|
| Paid Annual Leave | 24 working days per year | After 11 months of service |
| Unpaid Annual Leave | 15 calendar days per year | Upon employee request |
Public Holidays and Observances
Georgia observes several public holidays throughout the year. Employees are generally entitled to a day off with pay on these dates. If an employee is required to work on a public holiday, they are typically entitled to increased compensation, often double their regular rate, or compensatory time off.
The public holidays observed in Georgia include:
- January 1-2: New Year's Day
- January 7: Orthodox Christmas
- January 19: Epiphany
- March 3: Mother's Day
- March 8: International Women's Day
- April (Variable): Orthodox Easter (Friday to 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 that if a public holiday falls on a weekend, the government may declare a substitute day off, often the following Monday, though this is not always the case and should be confirmed annually.
Sick Leave Policies and Pay
Georgia's labor legislation addresses sick leave, primarily focusing on the employee's right to time off due to illness and the requirement for medical documentation. There isn't a specific statutory minimum number of paid sick days mandated by law in the same way as annual leave.
- Entitlement: Employees are entitled to take time off work due to illness or injury.
- Medical Certificate: Employers have the right to require a medical certificate (sick note) from a healthcare professional to validate the absence, especially for absences exceeding a certain duration (often specified in internal policies or collective agreements).
- Sick Pay: The payment for sick leave is often covered by the state social insurance system for a specified period, provided the employee has the required medical documentation. The employer's responsibility for sick pay may be limited or non-existent depending on the duration of the illness and the specifics of the social insurance coverage. Company policies or collective agreements may supplement state benefits or provide additional paid sick days.
| Aspect | Regulation/Practice |
|---|---|
| Entitlement | Right to time off for illness/injury |
| Documentation | Medical certificate usually required, especially for longer absences |
| Sick Pay Source | Primarily state social insurance system (based on medical certificate) |
| Employer Pay | May be limited; company policy/collective agreement can provide supplementary pay |
Parental Leave
Parental leave in Georgia includes provisions for maternity, paternity, and adoption leave, ensuring parents can take time off to care for a new child.
Maternity Leave
- Duration: Female employees are entitled to 140 calendar days of paid maternity leave. This leave can be taken flexibly, combining pre-natal and post-natal periods.
- Multiple Births/Complications: In cases of complicated delivery or the birth of two or more children, the duration of paid maternity leave is extended to 183 calendar days.
- Pay: Maternity leave is paid, typically through the state social insurance system, based on the employee's salary.
Paternity Leave
- Duration: Male employees are entitled to 14 calendar days of unpaid paternity leave upon the birth of a child. This leave must be taken within the first three months after the child's birth.
- Pay: Paternity leave is generally unpaid under statutory law.
Adoption Leave
- Duration: Employees who adopt a child under the age of 3 are entitled to 100 calendar days of paid leave from the date of adoption.
- Pay: Adoption leave is paid, similar to maternity leave, usually through the state social insurance system.
| Leave Type | Entitlement | Pay Status | Notes |
|---|---|---|---|
| Maternity Leave | 140 calendar days (183 for complications/multiples) | Paid | State social insurance covers pay |
| Paternity Leave | 14 calendar days | Unpaid | Must be taken within 3 months of birth |
| Adoption Leave | 100 calendar days (for child under 3) | Paid | State social insurance covers pay |
Other Types of Leave
Beyond the legally mandated annual, public holiday, sick, and parental leave, the Labor Code of Georgia also recognizes other forms of leave, although these may not always be paid or have specific statutory minimum durations unless stipulated in collective agreements or individual employment contracts.
- Unpaid Leave: As mentioned, employees are entitled to 15 calendar days of unpaid leave annually upon request. Additional unpaid leave may be granted by agreement between the employer and employee.
- Study Leave: Employees pursuing education may be granted leave, the terms of which are typically determined by company policy or collective agreement. There is no statutory minimum paid study leave.
- Bereavement Leave: Leave taken due to the death of a family member is not specifically mandated by statute but is commonly provided for in company policies or collective agreements, often as a short period of paid or unpaid leave.
- Sabbatical Leave: Longer periods of leave for personal or professional development (sabbaticals) are not legally required but may be offered by employers as a benefit.
The availability and terms of these "other" leave types are largely at the discretion of the employer or subject to negotiation through collective bargaining. Employers should clearly define their policies regarding these types of leave in employment contracts or internal regulations.
