Payroll in Georgia runs in GEL (lari). Monthly payroll cycle is standard. No statutory 13th-month bonus is mandated. Statutory employer contributions apply. Gracemark operates it end-to-end, humans, not tickets.
Standard working time under the Labour Code is generally 40 hours/week, with overtime compensated at a premium set by agreement or law.
Minimum wage
Georgia has no meaningfully enforced general statutory minimum wage above a nominal legacy figure; pay is generally market-set, so employers should benchmark rather than rely on a statutory floor.
13th-month
No statutory 13th-month bonus is mandated.
Employer cost
Georgia does not levy separate mandatory employer social security contributions in the traditional sense; income tax is withheld from wages at a flat rate, and employers should verify current pension scheme (accumulative pension) contribution obligations, generally around 2% each for employer/employee/state.
Probation
Probation periods may be up to 6 months under the Labour Code.
Notice period
Notice periods and severance depend on grounds for termination; general practice under the Labour Code requires written notice and, in many termination-without-cause cases, at least one month's severance or notice pay.
Two ways to run payroll in Georgia
Own-entity payroll
For long-term presence in Georgia. Gracemark manages statutory filings, pay runs, and year-end reporting under your entity, with a named operator on Western Asia time.
EOR-run payroll
No entity in Georgia? Employ and pay talent under Gracemark's local infrastructure via EOR, onboard in typically 1–3 weeks via eor, no local incorporation.
Compliance essentials in Georgia
Employment model: EOR vs. contractor vs. local entity for Georgia
Mandatory benefits, social contributions and any 13th-month obligation
Termination rules, statutory notice and severance exposure
Contractor misclassification risk and how local law defines employment
Currency (GEL), payroll cycle and Georgian-language contract requirements
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