Employment of Foreigners in Georgia: New Rules for Employers and Employees

Short answer: From 1 March 2026, a foreigner may, as a rule, be employed in Georgia only after obtaining the right to work. The right is tied to a specific employer and position, and the employer may also need to have an annual quota approved.

From 1 March 2026, the rules on employing foreign nationals in Georgia have changed. The new regulations determine who needs the right to work, what procedures the employer must complete, and what requirements a foreigner must meet to start working lawfully.

For Georgian companies, it is important not only to know the procedure for hiring new employees, but also to check the legal status of foreigners who already work for the company.

SB Legal Solution offers legal advice on labor and migration matters, prepares documentation and supports clients through the relevant procedures.

Who Do the New Regulations Apply To?

Subject to the relevant exemptions, the new rules apply to foreign nationals who are in an employment relationship with an employer registered in Georgia, including in certain cases of remote work.

The employer may be a company registered in Georgia, an individual entrepreneur or another person provided for by law.

Whether a foreigner must obtain the right to work, and the procedure for doing so, depend on the foreigner’s legal status, the type of activity and the exemptions established by law.

What Is the Right to Work?

The right to work allows a foreign national to work for a specific employer, in a defined position, on the terms established by law.

Where required, employment requires:

• a written employment contract;
• the right to work;
• an appropriate visa or residence permit, in accordance with the requirements established by law.

As a rule, the right to work is tied to a specific employer and position. When the employer or position changes, a new right may need to be obtained.

How Is a Foreign Employee Hired?

Before hiring a foreign employee, the employer must check whether the obligation to obtain the right to work applies to them and which procedure is required.

The main stages are:

• Checking legal status — it is established whether the foreigner needs the right to work and whether an exemption applies to them.
• Assessing the employer’s position — where required, the number of foreign employees, the annual quota requirements and the company’s financial indicators are checked.
• Obtaining the right to work — the employer submits the application and the required documents in the prescribed manner.
• Settling the visa or residence question — the foreigner must meet the migration requirements that apply to their legal status.
• Starting work — actual employment is permitted only once the necessary legal conditions have been met.

From July 2026, the former procedure of posting the vacancy on Worknet and searching for a local candidate has changed. Before submitting a specific application, the current rule must be checked.

Annual Quota and Exemptions

The new rules provide for an annual employer quota: the number of foreigners whose employment must be approved in advance in the prescribed manner.

Whether a quota must be approved depends on the number of foreign employees planned and their share of the total workforce. The exact thresholds are set in the regulation and should be checked in each specific case.

At the same time, the quota requirements do not apply to all employers in the same way. The company’s status, its field of activity, the number of foreign employees and the exemptions provided for by law all matter. In individual cases, a special or limited state quota may also apply: for some activities the quota is limited, and for certain activities it is even zero.

Important: approval of the annual quota and obtaining the right to work for a specific foreigner are different procedures. Having one does not automatically replace the other. The exact quota criteria and exemptions should be checked against the regulation in force.

What Should Companies That Already Employ Foreigners Consider?

The new regulations matter not only when hiring new employees, but also for existing employment relationships.

The employer should check:

• whether the employee has the appropriate legal status;
• whether a transitional rule applies to them;
• by what deadline they must obtain the right to work;
• whether they need to settle their visa or residence permit;
• whether a change concerning the employee or the employment relationship requires an additional procedure.

Under the transitional rule, a special deadline is provided for certain employment relationships that existed before 1 March 2026. The conditions for applying it and the final date should be checked against the rules in force for the specific case.

When Might the Right to Work Not Be Required?

The law provides for exemptions, and whether they apply depends on the foreigner’s status and the type of activity.

The exemptions may cover, among others, holders of a permanent residence permit and other categories defined by law. Short-term professional activity and cases governed by special rules require separate assessment.

The mere fact that a foreigner is lawfully present in Georgia or has signed a contract with a company does not mean that they no longer need to obtain the right to work.

What Liability Can an Employer Face?

Employing a foreigner without the right to work, or failing to meet obligations established by law, may result in administrative liability.

Possible violations include:

• employing a foreigner without the appropriate right;
• failing to submit mandatory documentation or information;
• breaching the obligation to give notice of a change to or termination of the employment relationship;
• failing to comply with the conditions set by the permit.

The amount of the fine and the specific basis for liability depend on the type of violation and the legislation in force.

How Can SB Legal Solution Help?

When hiring a foreign employee, it is important to plan the procedure correctly and to assess in advance the legal obligations of both the employer and the employee.

SB Legal Solution offers:

• legal advice on the employment of foreigners;
• preparation and review of employment contracts and related documentation;
• assessment of the requirements for obtaining the right to work;
• legal support on visa and residence matters;
• assessment of the employer’s obligations and possible legal risks;
• preparation of documentation to be submitted to the relevant authorities.

The scope of the service is determined by the specific case and the applicable legal requirements.

Frequently Asked Questions

Can a foreigner start working on the basis of an employment contract alone?

No, if they are required to obtain the right to work. In that case, signing a contract is not in itself sufficient.

Does every company need to have an annual quota approved?

No. The obligation to have a quota approved depends on the criteria established by law and on the position of the specific employer.

Is a new right required when changing employer?

As a rule, the right to work is tied to a specific employer, so obtaining a new right may be necessary when changing employer.

What should a company do if a foreign employee is already employed?

The company should check the employee’s legal status, the transitional rules in force and the deadlines for putting the relevant documents in order.

Official Legal Sources

• Law of Georgia on Labour Migration.
• Resolution No. 70 of the Government of Georgia of 20 February 2026 “On Approval of the Procedure for Granting the Right to Work to Labour Immigrants and Self-Employed Foreigners”.
• Resolution No. 321 of the Government of Georgia of 9 July 2026.

The current versions of these regulations are available on the Legislative Herald of Georgia (Matsne) website.

Let’s Discuss Your Matter

Do you need legal advice or documentation for hiring a foreign employee? Contact us to discuss your company’s needs.

This article provides general information and does not constitute individualized legal advice. Laws, tariffs and procedures may change; confirm the current requirements before acting.