CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 6 LC
The fixed term contract can be used for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.
Número máximo de CDD consecutivos: sin restricción
Art. 6 LC states that the fixed term contract may be used two or more “timesu201d if the duration of the work is 30 months.
Duración máxima acumulativa de CDD consecutivos: 30mes(es)
Art. 6 LC
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art. 9 LC
The probationary period is payable and the agreement on probationary period shall be concluded in a written form
Obligación de motivar el despido: Si Motivos autorizados (despido justificado): razones económicas, conducta del trabajador, capacidad del trabajador
Art. 37 LC states that the following shall serve as grounds for termination of a labour agreement:
a) economic circumstances, technological, or organizational changes making it necessary to reduce workforce;
b) expiry of the labour agreement;
c) completion of the work provided for by a labour agreement; d) voluntary written application for resigning from a position/work by the employee; e) written agreement between the parties;
f) incompatibility of the employee’s qualifications or professional skills with the position held/work to be performed by the employee;
g) gross violation by the employee of his/her obligation under an individual labour agreement or a collective agreement and/or rules and regulations;
h) violation by the employee of his obligation under an individual labour agreement or a collective agreement and/or rules and regulations, if any of the disciplinary actions under such an individual labour agreement or a collective agreement and/or rules and regulations has already been administered in relation to the employee for the last one year;
i) unless otherwise provided for by the labour agreement, a long-term disability, if the period of disability exceeds 40 calendar days in a row, or the total disability period within six months exceeds 60 calendar days, and, at the same time, the employee has used the leave indicated in Article 21 of this Law;
j) entry into force of a court judgment or decision precluding the fulfillment of work; k) the final decision of finding a strike illegal delivered by the court in accordance with Article 51(6) of this Law;
l) death of an employer as a natural person or of an employee;
m) commencement of liquidation proceedings of an employer as a legal entity;
n) any other objective circumstance justifying termination of the labour agreement.
2. The violation of the obligation under the work rules and regulations set forth in Paragraph 1 (g) and (h) of this Article may serve as the basis for termination of a labour agreement only if the work rules and regulations are an integral part of the labour agreement.
Art. 2 LC
Art. 36 LC on suspension of employment during which the employment cannot be terminated.
Forma de la notificación del despido al trabajador: escrita
Plazo de preaviso:
According to the art. 38 LC in terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement. Reference to the relevant paragraphs of the art. 37 may be found under the "Valid grounds (justified dismissal)" mentioned above.
duración de servicio ≥ 6 meses:
duración de servicio ≥ 9 meses:
duración de servicio ≥ 2 años:
duración de servicio ≥ 4 años:
duración de servicio ≥ 5 años:
duración de servicio ≥ 10 años:
duración de servicio ≥ 20 años:
Indemnización sustitutiva de preaviso: Si
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados): Art. 38.1 LC states that if at least 100 employees’ labour agreements are terminated within 15 calendar days on the grounds stipulated by Article 37(1)(a) of this Law (massive layoff), the employer shall give the Ministry of Labour, Health, and Social Affairs of Georgia and the employees whose labour agreements are terminated, at least 45 calendar days’ written notice prior to such a massive layoff.
Consultación previa con los sindicatos (representantes de los trabajadores): No
Notificación a la administración: Si
Art. 38.1 LC
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No
Reglas de prioridad para la re-contratación: No
Indemnización por despido:
Art. 38 LC states that:
1. In terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) of this Law, the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement.
2. In terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) of this Law, the employer may give the employee at least three calendar days prior written notice. In such case, the employee shall be granted a severance pay of at least two months’ salary within 30 calendar days after the termination of the labour agreement.
3. If the labour agreement is terminated on the initiative of the employee on the ground stipulated by Article 37(1)(d) of this Law, the employee shall give the employer at least 30 calendar days’ prior written notice.
duración de servicio ≥ 6 meses: 1 mes(es)
duración de servicio ≥ 9 meses: 1 mes(es)
duración de servicio ≥ 1 año: 1 mes(es)
duración de servicio ≥ 4 años: 1 mes(es)
duración de servicio ≥ 5 años: 1 mes(es)
duración de servicio ≥ 10 años: 1 mes(es)
duración de servicio ≥ 20 años: 1 mes(es)
Indemnización por despido por razones económicas:
No specific redundancy payment - See severance pay.
duración de servicio ≥ 6 meses: 1 mes(es)
duración de servicio ≥ 9 meses: 1 mes(es)
duración de servicio ≥ 1 año: 1 mes(es)
duración de servicio ≥ 2 años: 1 mes(es)
duración de servicio ≥ 4 años: 1 mes(es)
duración de servicio ≥ 5 años: 1 mes(es)
duración de servicio ≥ 10 años: 1 mes(es)
duración de servicio ≥ 20 años: 1 mes(es)
Compensación por despido injustificado - libre determinación de la Corte: Si
Art. 38.8 LC states that if the court voids the employer's decision for termination of the labour agreement, under the court's decision, the employer shall restore the person, whose labour agreement was terminated, to his/her original job or provide the person with an equal job or pay such a person the compensation in the amount fixed by the court.
Posibilidad de readmisión: Si
Art. 38.8 LC states that If the court voids the employer's decision for termination of the labour agreement, under the court's decision, the employer shall restore the person, whose labour agreement was terminated, to his/her original job or provide the person with an equal job or pay such a person the compensation in the amount fixed by the court..
Conciliación previa obligatoria: No
Art. 48(6) of the Labour Code: An individual dispute may be settled through conciliatory procedures and individual negotiations as well as through a court.
Corte o Tribunal competente: jurisdicción ordinaria
Ordinary courts have jurisdiction over individual labour disputes.
Arbitraje: Si
Art. 48(7) LC
Carga de la prueba: ambos