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Doing Business With A Georgia PEO/EOR

Georgia is one of the most business-friendly nations owing to its varied economy and competitive labor market. The Peach State stood 7th for Ease of Doing Business in 2020, thanks to its regulations and taxes. The country has one million small businesses employing 1.6 million locals and an increasing demand for skilled labor.

However, before expanding your business in Georgia, you must be aware of the country’s labor laws regarding registering a business and hiring employees. Otherwise, the situation might lead to the risk of non-compliance and hefty penalties without HR and legal assistance.

Partnering with a Georgia PEO/EOR service provider, like Multiplier, is a reliable method to onboard your employees in the country without skipping any regulation. We help you utilize Georgia’s talent pool without the need to establish a local entity.

Why Use A Georgia PEO?

Establishing a local entity in Georgia follows a time-consuming and expensive procedure. Furthermore, setting up a global team requires you to consider numerous aspects such as labor laws, employment contracts, mandatory benefits, payment methods and payroll taxes. Keeping track of all the applicable laws, accurately calculating the relevant taxes and releasing payments on time can be overwhelming without expert help.

Partnering with a Georgia PEO is more efficient in streamlining international onboarding and employee management. A Professional Employer Organization (PEO) allows you to expand in Georgia without dealing with HR and legal hassles.

Georgia PEO Costs

Usually, PEOs have a fixed or variable pricing model for their services. The fixed model may cost you between USD 500 to USD 1500 for each employee per year. PEO service providers may also charge you a percentage of your business’ yearly payroll.

Multiplier’s Georgia PEO services follow an employee-based model. The pricing starts from USD 300 per month for each full-time employee in your company. The price includes international payroll, multilingual contracts, benefits management, and other expenses. However, the final bill amount may change according to the employment laws of the employee’s country.

Our Georgia EOR services ensure you can smoothly run payroll and benefits for your international employees without setting up a local entity. Multiplier’s comprehensive services and flexible platform offer a seamless experience in global HR management.

How to hire in Georgia

There are various regulations in the Georgian Labor Code which you must follow while hiring. To hire and onboard the locals in Georgia compliantly, you must be aware of the law regarding the following:

Employment contracts

The labor code of Georgia outlines the following rules for every legal employment contract:

  • Every labor contract in a written or verbal format must mention the definite or indefinite duration period and terms of employment.
  • Employers must draft the written contract in one or more languages understandable for both parties. If the employment contract in different languages has varied provisions, the employer must indicate which version holds the highest priority.
  • The employee’s application and the employer’s document based on the application that confirms their will to hire the applicant qualify as a valid labor contract.
  • Upon an employee’s request, the employer must provide a letter specifying key information about the employee’s role, job position, compensation and duration of the contract.
  • The employer can choose to mention the internal regulations in the labor contract. However, before signing the contract, they must familiarize the employee with the regulations and any modifications.
  • If both parties have signed multiple contracts over a period containing different regulations, all of them are valid and considered as one contract.
  • Any older contract is valid as long as its terms are the same in the subsequent contracts.
  • If there are multiple contracts with the same terms and agreements, the latest version is given the highest priority.

Taxation in Georgia

The local entities in Georgia are liable to pay Corporate Income Tax (CIT) at 15% per year.

Any foreign company conducting operations in Georgia via its local entity is subject to CIT on its Georgian-based earnings.

Furthermore, businesses must pay Value-added Tax (VAT) applicable to all goods and services in Georgia.

Type of Tax

Applicable to

Rate (annually)

Corporate Income Tax (CIT)

All businesses


Value-added Tax (VAT)

All businesses


Import Tax

All goods crossing the Georgian borders (not including the exports). The tax is dependent on the type of product

0%, 5%, and 12%, dependent on the product type. Imported cars are taxed at GEL 0.05 times the engine volume in addition to a 5% tax for every year of ownership.

Excise Tax

Alcoholic drinks, condensed natural gas, goods produced from crude oil, oil distillates, tobacco and automobiles

GEL 0.12 to GEL 800, depending on the quantity of goods.

Property Tax

Fixed assets (except land), investment property and leased out property of Georgian entities or foreign entities owning property in Georgia


Land Tax

Agricultural and non-agricultural land

GEL 5 to GEL 100 for 1 hectare of agricultural land. GEL 0.24 per square meter of non-agricultural land. Both rates are dependent on the land quality and administrative unit

GEL: Georgian Lari


The following taxes are deducted from every payroll in Georgia

Tax type


Personal Income Tax


Pension Contribution


The employer must match the employee contribution towards the pension fund. Self-employed individuals must contribute 4% of their earnings to their pension account.

Minimum wage 

The national minimum wage in Georgia is 1446.51 GEL per month.

Working hours

According to the Labor Code of Georgia, an employee may work for a maximum of 40 hours a week. In businesses with special working conditions, as decided by the Government of Georgia, a full-time employee may work for a maximum of 48 hours a week.

For minors between 16 to 18 years of age, the maximum working hours are 36 hours per week. However, for minors aged 14 to 16, the labor law mandates a maximum of 24 hours of work per week.

If an employer requires 24 hours of continuous work, they must sign a shift labor agreement with the employee.

Overtime is considered legal in Georgia and the overtime pay must be more than the regular pay per hour. The overtime pay rate should be discussed and agreed upon between the two parties. The employer may choose to compensate for overtime with additional time off.

Public Holidays

The Georgian Labor Code approves the following days as public holidays



January 1&2

New year holidays

January 7

Orthodox Christmas

January 19


March 3

Mother’s Day

March 8

International Women’s Day

April 9

National Unity Day

Easter Holidays

Good Friday, Good Saturday, Easter Sunday, Easter Monday

May 9

Victory Day over Fascism

May 12

Commemoration Day of St. Andrew

May 26

Independence Day

August 28


October 14


November 23

St. George’s Day

Employees who work on any of the above public holidays must be compensated as per their overtime pay.

Sick leaves

Employees in Georgia receive paid leaves for up to 30 days. The employer may ask their sick employees to present a medical certificate from their doctor.

Maternity leaves

Georgian employees are mandated 183 calendar days of paid maternity leave. Furthermore, the employee can take 200 days of unpaid leave if there are pregnancy complications or multiple births.

Why Multiplier

The HR operations for your Georgia entity can be daunting, considering the number of regulations and compliance measures you must follow. Moreover, you must keep up with the ever-changing labor law guidelines and align with them for smooth operations and minimal legal hassles.

Multiplier’s Georgia PEO solution helps you onboard and manage your employees in a smooth and efficient manner. Our digital platform allows you to create and share legal employment contracts within minutes, allot benefits, manage payroll and release payments in legal currency.

Connect with us to set up your global team in Georgia quickly and compliantly.

Our Georgia PEO simplifies your expansion

  • Run and handle international payroll
  • Provide employees locally competitive benefits and insurance
  • Seamlessly manage expenses and reimbursement claims
  • No need for a local entity
  • 100% statutory compliance
  • Maximum precision and transparency
  • No transfer fees or hidden charges

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