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Introduction
Georgia is home to several companies operating in different industries, such as manufacturing, tourism, health, and technology. These diverse sectors contribute to the state's dynamic economic landscape, offering abundant opportunities for employment and growth.
Recognizing the importance of a positive work environment, Georgia has established a robust legal framework. These regulations cover leave policies and other aspects of employment to ensure employers provide a safe workplace with a predictable and stable operating environment.
This comprehensive guide provides you with all the information you need to know about leave policy in Georgia.
Adoption Leave in Georgia
- Employees who adopt a child below the age of one are granted 550 days of adoption leave in Georgia starting from the child's birth date.
- The employee gets paid for 90 days during this leave.
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Earned Leave in Georgia
- You must provide your staff with at least 24 days of earned leave every year.
- Employees can only request earned leave in Georgia after 11 months of employment.
- Further, you can also provide compensatory leave to employees before the said term elapses.
Maternity Leave in Georgia
Expecting female employees are entitled to maternity leave in Georgia, which is as follows:
- The salaries during the maternity leave are managed by the State Budget of Georgia by Georgia's legislation and procedures.
Additionally, you can also compare maternity leave benefits across various countries to incentivize your employees.
Parental Leave in Georgia
The benefits of parental leave in Georgia are:
- The salary you get during maternity leave, parental leave, or when you adopt a newborn will be decided by the Government of Georgia.
- You and your employee can also agree on additional payment for these times when the employee is on leave.
Paternity Leave in Georgia
- No law regulates paternity leave in Georgia. However, employees can utilize parental leave instead.
Public Holidays in Georgia
The public holidays in Georgia are observed for the following occasions:
Sick Leave Policy in Georgia
- There are no statutory provisions related to sick leave policy in Georgia.
- Moreover, sick leave does not include temporary incapacity for work unless one of two conditions is met:some text
- The incapacity period is less than 40 consecutive days.
- The total incapacity period is less than 60 days in six months.
Casual leave in Georgia
There is no guaranteed right to casual leave in Georgia under the national labor law.
Unpaid Leave in Georgia
- You may grant employees up to 15 days of unpaid leave every year.
Other leaves
- You can offer paid leave to your staff in the following situations:
- For working under harmful or hazardous labor conditions: 10 calendar days a year.
- For participating in martial law or emergencies: no more than 15 calendar days.
- After the expiry of a rotation period in a peacekeeping operation, and return to Georgia - 30 calendar days.
- You may provide your staff with additional unpaid parental leave of 12 weeks until the kid reaches the age of five, all at once or in parts, but not less than two weeks every year.
- You can also provide your staff paid time off for blood donations, allowing them to donate without interruption. (Shall become effective on January 1, 2025.)
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FAQs
Q1. What is the leave policy for employees in Georgia?
A1. The leave policy in Georgia provides annual paid leave for 24 days, maternity leave for 126 days, parental leave for 604 days, adoption leave for 365 days, and unpaid leave for 15 days.
Q2. How many days off are required by law in Georgia?
A2. The minimum entitlement in Georgia for earned leave is 24 days per year.
Q3. How does a leave of absence work in Georgia?
A3. An employee is entitled to paid leave of absence for at least 24 annual working days. In terms of unpaid leave, employees are entitled to at least 15 calendar days each year.
Q4. What are the termination laws in Georgia?
A4. Employment agreements can be revoked for various reasons. This includes:
- Changes in economic circumstances
- Organizational changes that demand downsizing
- Long-term incapacity for work
- Employee's qualifications or professional incompatibility and others
The notice period for both employers and employees is 30 days.
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