Georgia

The Georgian Labour Code provides guidelines for standard working hours within the country. The typical work week in Georgia is capped at 40 hours, spread over five days. This translates to a standard workday of eight hours.

There is an exception for businesses with specific operating conditions that necessitate exceeding eight hours of continuous work. In these instances, the Labour Code allows a maximum workweek of 48 hours, but only under specific circumstances. The Georgian government, in consultation with social partners, must establish a list of industries eligible for the extended 48-hour workweek. This ensures these extended hours are limited to specific sectors with genuine operational needs.

Employers are obligated to maintain records of employee work hours for a period of up to one year. This record-keeping is crucial for ensuring compliance with standard working hour regulations.

In Georgia, the Labour Code outlines the rules and regulations regarding overtime work and the corresponding compensation for employees.

An employee is eligible for overtime pay when their work hours exceed the standard 40-hour workweek. However, there are exceptions. The extended 48-hour workweek allowed for specific industries (upon government approval) doesn't necessarily eliminate overtime pay.

The Labour Code mandates that overtime work must be compensated at a rate of one and a half times the employee's regular hourly rate. For instance, if an employee's base hourly rate is ₾5 (Georgian Lari), their overtime rate would be ₾7.5 (₾5 x 1.5).

While there's no explicit cap on overtime hours within the Labour Code, employers must ensure overtime work doesn't endanger the health and safety of employees. Excessive overtime can lead to employee fatigue and burnout.

Georgian law also allows for time off in lieu of overtime pay under certain conditions. This agreement must be documented in writing and clearly outline the terms of the arrangement, including the conversion rate between overtime hours worked and compensatory time off provided. Employees must provide their consent to the time off in lieu agreement.

The Labour Code also protects certain categories of employees from excessive overtime work, including pregnant women or women who recently gave birth, minors under 18 years old, and employees with disabilities.

In Georgia, the Labour Code doesn't specify any particular rest periods or breaks during the workday for most employees. However, there are some factors to consider:

• Employer Discretion: Many employers establish internal policies that include break periods throughout the workday. These breaks are typically unpaid.
• Industry Standards: Certain industries may have common practices regarding breaks, even in the absence of legal mandates.

While not mandated, it's generally considered good practice for employers to provide reasonable break periods throughout the workday to promote employee well-being and avoid fatigue.

As for meal breaks, there are no legal stipulations regarding them in Georgia's Labour Code. Employers might include designated meal breaks within company policy, which could be paid or unpaid depending on the policy.

Even though meal breaks aren't mandated by law, employees are still entitled to a minimum uninterrupted rest period of eight consecutive hours between work shifts, which can include their designated meal break time.

In Georgia, the Labour Code doesn't specifically address night shift or weekend work. However, some considerations come into play for these schedules:

Night Shift:

Night shift workers adhere to the same standard workweek. Employers should prioritize creating a safe work environment that considers the potential impact of night work on employee well-being. This might involve breaks designated for napping or fatigue management strategies.

Weekend Work:

The minimum eight-hour rest period between work shifts also applies to weekend work. This ensures adequate recovery time before returning to work, even if shifts fall on weekends.

General Considerations:

Some night or weekend work might involve shift rotations. While not mandated, predictable schedules can improve employee well-being compared to erratic scheduling. While not legally required, some employers might offer premium pay for night shifts or weekend work to incentivize employees. This can be negotiated within employment contracts.

The Ministry of Labour, Health, and Social Affairs encourages fair labor practices and promotes employee well-being. Employers who consistently require night or weekend work should strive to create a work environment that considers these factors.