---
title: "Disciplinary Procedures"
url: "https://legal.ge/en/service/labor-and-employment-law-en/disciplinary-procedures-en"
field: "Labor & Employment Law"
description: "Disciplinary liability: internal rules, dismissal grounds, notice and compensation, substantiation and court challenge — explained by Legal.ge."
reviewed: "2026-02-15"
updated: "2026-10-19"
publisher: "legal.ge"
---

# Disciplinary Procedures

> Source: legal.ge, https://legal.ge/en/service/labor-and-employment-law-en/disciplinary-procedures-en

## Internal Labour Rules and Their Role

The foundation of disciplinary liability is often the internal labour rules: the employer is entitled to adopt internal labour rules and is obliged to familiarize employees with them. This written document may define the duration of the working week and working day and rest time, the time, place and manner of remuneration, the rules for paid and unpaid leave, the protection of working conditions, the forms of incentives and liability and the rules of their application, as well as the procedure for examining applications and complaints. Specific rules may also be adopted in view of the specifics of the work.

The law also sets boundaries here: the employer must ensure the principle of equal treatment of employees and reflect anti-discrimination provisions in the internal rules and other documents, must facilitate the realization of the rights of persons with disabilities, and any provision of the internal rules that contradicts the law, the individual or collective employment contract is void.

The full text is available on legal.ge after signing in: https://legal.ge/en/service/labor-and-employment-law-en/disciplinary-procedures-en

### What are internal labour rules?

A written document the employer may adopt and must communicate to employees; provisions contradicting the law or the contract are void.

### Which violations justify dismissal?

A gross violation of duty, or repetition after a disciplinary measure applied within the last 1 year.

### What are the notice periods?

At least 30 calendar days with compensation from one month, or at least 3 days with compensation from two months.

### How is a dismissal challenged?

In court within 30 calendar days of receiving the substantiation; absent substantiation, the burden of proof passes to the employer.