I. About This Article
From 2026, the employment of foreigners in Georgia becomes a significantly more regulated process. If previously the employment of a foreign citizen was largely connected with registration in a special electronic system, the new amendments transform this process into a more formalized, administratively controlled and responsibility-based legal framework.
The amendments to the Law of Georgia on Labour Migration introduce the system of a special right to labour activity. This means that a foreign citizen who does not hold a permanent residence permit may carry out paid labour or economic activity in Georgia only after obtaining the relevant right to labour activity.
For businesses, this change is particularly important. Employment of a foreigner is no longer only an HR process or the signing of an employment contract. It requires prior publication of a vacancy, assessment of whether a local candidate is available, preparation of documentation, communication with the Agency, compliance with deadlines and management of administrative sanction risks.
This article will help you understand what has changed from 2026, what the right to labour activity means, who is covered by the new requirements, what the difference is between a labour immigrant and a self-employed foreigner, what obligations are imposed on employers and what sanctions may follow if the rules are breached.
The article is based on the amendments to the Law of Georgia on Labour Migration, practical needs of employers and TB Legal’s experience in labour, immigration and business law.
II. Why Has the Employment of Foreigners Become More Relevant in Georgia?
In recent years, labour migration has become increasingly relevant in Georgia. Official data show that after 1 September 2023, the number of foreigners registered in the special electronic system for labour migration increased sharply. More than 42,000 labour immigrants were registered within a year and a half, while during the previous eight years this number was only 3,800.
At the same time, border-crossing data indicated that the number of foreigners remaining in the country was much higher. Against this background, the state considered that the existing model did not ensure proper regulation of labour migration and did not create an effective control mechanism.
The purpose of the new amendments is to place labour migration within a clearer legal framework, strengthen the mechanism for priority protection of the local workforce and increase prior state control over the employment of foreigners.
This does not mean that employment of foreigners in Georgia becomes impossible. However, the process is now more complex and requires prior legal planning by the employer.
III. What Was the Problem with the Previous Regime?
The system operating before the amendments was mainly based on electronic registration. In practice, for the employment of a foreigner, registration in a special electronic system was sufficient, after which the foreigner automatically acquired the right to work.
This model had several important weaknesses.
First, the state did not have a real refusal mechanism. If formal registration was completed, employment of the foreigner was practically possible.
Second, there was no clear obligation for persons entering Georgia under a visa-free regime to obtain a special work right or the relevant residence status.
Third, the system did not include a labour market test. In other words, there was no prior assessment of whether a local candidate was available for the specific position.
As a result, the state did not have an effective instrument for prior management of labour migration. The model of a special right to labour activity was introduced in response to these problems.
IV. What Is the Right to Labour Activity?
The central element of the amendments is the right to labour activity. It is a special administrative authorization issued by the LEPL State Employment Support Agency under the state control of the Ministry of Internally Displaced Persons from the Occupied Territories, Labour, Health and Social Affairs of Georgia.
The right to labour activity grants a foreigner the right to carry out labour or entrepreneurial activity in Georgia. It confirms that the specific person meets the conditions established by law and may lawfully participate in Georgia’s economic life.
It is important that this right is not general or unlimited. For a labour immigrant, it is issued for work with a specific local employer and in a specific job position. In the case of a self-employed foreigner, the authorization is issued with reference to a specific profession and field of activity.
This means that if the job position, employer or field of activity of a self-employed person changes, it may be necessary to obtain a new or updated right to labour activity.
V. Who Is Covered by the New Requirements?
The new requirements apply to a foreigner who does not hold a permanent residence permit and who carries out paid labour or economic activity in Georgia.
The regulation covers both a classic employment relationship with a local employer, as well as remote employment and self-employment.
This means that the requirement is not limited only to a person employed under an employment contract. It may also apply to a foreign individual entrepreneur, independent contractor, service provider, person acting through a partnership or another foreigner involved in economic activity in any other form, if the purpose of the activity is to receive financial benefit.
The right to labour activity may be obtained only by a foreigner who is staying in Georgia on a lawful basis. At the same time, the right is not issued to a person who, at the moment of submitting the application, is staying in Georgia on the basis of postponement of the obligation to leave Georgia.
VI. Labour Immigrant and Self-Employed Foreigner – What Is the Difference?
The law distinguishes between two main categories: a labour immigrant and a self-employed foreigner.
A labour immigrant is a foreigner who enters into an employment relationship with a specific local employer. In such a case, there is an employer, a specific job position and an employment contract. Examples may include a foreign engineer working for a Georgian construction company, a programmer working for an IT company or a manager employed by a local business.
In the case of a labour immigrant, the procedure for obtaining the right to labour activity is initiated by the employer. The employer is responsible for publishing the vacancy in advance, preparing documentation and applying to the Agency.
A self-employed foreigner is a person who is not in an employment relationship with a specific employer in Georgia, but carries out economic activity independently and receives financial benefit. This may include an individual entrepreneur, an independent service provider, a guide or another self-employed person.
In the case of a self-employed person, the administrative burden is placed on the foreigner. The foreigner must submit information about identity, qualification, field of activity, experience, business plan or existing activity and must also undergo a video interview with the Agency.
VII. What Are the Main Obligations of the Employer?
The new regulation imposes clear and step-by-step obligations on employers.
The first important obligation is connected with the labour market test. If an employer intends to employ a labour immigrant, the employer must publish the relevant vacancy in the Labour Market Management Information System at least 10 working days before requesting the right to labour activity.
During this period, the Agency attempts to find a local candidate who meets the requirements. If no suitable candidate is found, the employer may continue the procedure and apply to the Agency to obtain the right to labour activity for the foreigner.
If the Agency presents a local candidate and the employer refuses to hire that candidate, the employer must provide the Agency with a reasoned explanation for the refusal. The Agency reviews this justification, and only after a positive assessment may the process of employing the foreigner continue.
At the next stage, the employer submits the information and documentation required for obtaining the right to labour activity through the special electronic system.
This includes information about the employer, personal data of the foreigner, qualification, description of the job position, a copy of the employment contract and the relevant application signed with a qualified electronic signature.
VIII. Employment Contract and Change of Position
The right to labour activity is issued for work with a specific employer and in a specific position. Therefore, the employment contract must correspond to the position, conditions and content of activity on the basis of which the right was issued.
If the labour immigrant’s position, type of work or another essential condition later changes, the employer must assess whether the right to labour activity needs to be updated.
This is especially important in practice because employee functions, job titles, job descriptions or place of work often change within companies. In the case of a foreign employee, such a change is no longer only an HR decision — it may also have administrative-law significance.
For more information about employment contracts and legal support in labour relations, see our service page: Labour Law Services in Georgia.
IX. Extension of Term and Termination of Employment Relationship
If the employer wishes to continue employing an existing labour immigrant, the employer must apply to the Agency for extension of the right to labour activity at least 30 calendar days before its expiry.
This deadline is important because delay may lead to termination of legal status or problems with the foreigner’s right to work.
The employer also has an obligation to notify the Agency of early termination of the employment contract no later than within 5 calendar days.
If the Agency terminates the right to labour activity early due to a violation identified through monitoring, the employer must terminate the employment contract and submit the relevant information in the system.
X. Self-Employed Foreigner – Why Is the Procedure More Detailed?
In the case of a self-employed foreigner, the state’s assessment is more detailed because there is no local employer who assumes a significant part of responsibility.
A self-employed foreigner must submit information about identity, qualification, professional experience, field of activity and economic plan.
If the person is already registered as an individual entrepreneur or is a partner in an enterprise operating in Georgia, the relevant registry data must be submitted. If the activity has not yet started, a business plan may be required, including justification of planned investment amount, expected turnover, financial security and the reality of the activity.
In addition, the self-employed foreigner undergoes a video interview with the Agency. This shows that the procedure is not based only on formal submission of documents – the Agency verifies the reality of the activity and the reliability of the information stated in the application.
XI. Annual Quotas and Restrictions
The legislation introduced annual quotas for certain professions and activities.
It is particularly important that the quota for activities related to courier services and passenger transportation is set at zero. In practice, this means that the right to labour activity will not be issued in these sectors.
This provision shows that the state is implementing a selective labour policy and reserves certain sectors for the local workforce.
For employers and self-employed foreigners, this means that willingness or an employment contract alone is not sufficient. It is necessary to check whether obtaining the right to labour activity is possible at all for the specific position or field of activity.
XII. Exceptions – Who Is Not Subject to the Requirement of a Special Work Right?
The system of a special work right is not absolute. The law defines several categories to which this requirement does not apply.
The exception applies to persons who have been granted refugee, humanitarian or temporary protection status. The requirement also does not apply to asylum seekers officially registered in Georgia.
A special regime applies in the diplomatic and international fields as well. Persons employed in diplomatic missions, consular institutions or representative offices of international organizations accredited in Georgia are subject to a different legal regime.
The law also does not apply to journalists of foreign mass media accredited in Georgia.
If an international treaty establishes a different rule for a specific category, priority is given to the regulation defined by that international treaty.
In addition, the requirement of a special work right does not apply to persons holding a valid investment residence permit.
XIII. What Sanctions May Be Imposed on the Employer?
The new legal regime of labour migration is backed by clear and financially significant sanctions.
Employment of a foreigner without a special work right is one of the most important violations. In such a case, the employer will be fined GEL 2,000 individually for each labour immigrant.
If several foreigners work in a company without the relevant right, the fine is calculated separately for each of them. For example, employing five foreigners without a special work right may result in a GEL 10,000 fine.
A repeated violation results in double the fine, and subsequent violations result in triple the amount.
Employer liability may also arise in case of obstruction of the Labour Inspection Service or failure to submit the foreigner’s identification documents. In such cases, the amount of the fine depends on the size and turnover of the company and may range from GEL 1,000 to GEL 7,000.
Failure to comply with information-submission obligations is also sanctionable. If the employer does not notify the relevant authority about early termination, change or extension of the employment contract, a fine of GEL 1,000 may be imposed for each labour immigrant.
XIV. Transitional Period – What Should Already Employed Foreigners and Employers Do?
The amendments provide for a transitional period for foreigners who are already employed by a local employer and who, as of 1 March 2026, are registered in the Ministry’s electronic system.
These persons are required to obtain both the special right to labour activity and the relevant category of residence permit no later than 1 January 2027.
This means that existing registration in the system is no longer sufficient for long-term legal compliance. Already employed foreigners and their employers should plan in advance how to meet the new requirements.
For employers, it is especially important not to wait until the final deadline. If, after 1 January 2027, a foreigner continues working without the required right, this may be treated as a violation and may result in financial liability.
XV. How Should Businesses Prepare for the New Rules?
Employment of foreigners in Georgia should now be viewed not only in the context of recruitment, but also in the context of legal risk management.
An employer should check whether the company has foreign employees, whether they have the relevant legal status, whether obtaining the right to labour activity is required, when the existing right expires, whether the employment contract is properly drafted and whether deadlines for submitting information to the Agency are observed.
Before hiring a new employee, it is necessary to assess in advance whether a foreigner may be employed in the specific position, whether a vacancy must be published, what documentation must be prepared and within what timeframe the procedure should be carried out.
All of this shows that employment of a foreign employee now requires coordination between HR, legal and administrative functions.
For more information about immigration law matters, see our service page: Immigration Law Services in Georgia.
XVI. How TB Legal Can Help
TB Legal assists employers in managing legal processes related to employment of foreign employees in Georgia.
Our services include prior assessment of the possibility of employing a foreigner, planning the procedure required for obtaining the right to labour activity, analysis of requirements related to vacancy publication, preparation of employment contracts, legal review of documentation, support in communication with the Agency and reduction of sanction risks.
We also assist companies with legal audits of the status of already employed foreign workers, management of the transitional period and organization of HR documentation in accordance with the new regulations.
If your company plans to employ a foreigner or already has foreign employees, it is important to assess in advance the impact of the new rules on your business.
XVII. Conclusion
From 2026, employment of foreigners in Georgia becomes a significantly more regulated process. The new system is based on a special right to labour activity, labour market test, active involvement of the employer and clear sanctions.
These amendments do not prohibit employment of foreigners, but they increase the legal responsibility and administrative burden of employers.
The main conclusion for businesses is that employment of a foreigner should no longer be viewed only as an HR decision. It is a combined issue of labour, immigration and administrative law.
Contact TB Legal if you wish to employ a foreign worker in Georgia or organize the legal status of already employed foreigners. We will help you properly plan the procedure and reduce legal risks.
XVIII. Sources Used
This article is based on the following sources:
- Law of Georgia on Labour Migration.
- Explanatory materials regarding amendments to the Law of Georgia on Labour Migration.
- Procedural requirements related to the State Employment Support Agency.
- TB Legal’s practical experience in labour, immigration and business law.
Disclaimer
This article has been prepared for general informational purposes only and does not constitute individual legal advice or a legal opinion. Issues related to employment of foreigners, the right to labour activity, residence permits, employer obligations and sanctions may be assessed differently depending on the status of the specific person, job position, field of activity, employer data and factual circumstances.
In a specific case, it is recommended to obtain individual legal advice from a qualified lawyer.
