---
title: "Dismissal Procedures"
url: "https://legal.ge/en/service/labor-and-employment-law-en/dismissal-procedures-en"
field: "Labor & Employment Law"
description: "Dismissal paperwork under the Georgian Labour Code: grounds, notice deadlines, compensation, final settlement and suspension. Advice on Legal.ge."
reviewed: "2026-02-15"
updated: "2026-10-24"
publisher: "legal.ge"
---

# Dismissal Procedures

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

## Dismissal Paperwork: The General Rules

Every document terminating an employment contract in Georgia must rest on a chain of lawful grounds. The American at-will employment model does not operate here: the Labour Code establishes a closed list of termination grounds and subjects each case to written form, deadlines and compensation floors. This page describes the mechanics of that paperwork: which ground must be named in which document, what must be sent to the employee within which period, and where the boundaries lie that annul a dismissal if crossed.

Four articles carry the entire process: Article 47 — the list of grounds; Article 48 — the notice procedure, deadlines and compensation; Article 44 — the deadline for the final settlement; and Article 46 — suspension of the employment relationship, which is not termination and must be kept documentarily separate from it.

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

### What notice period applies to dismissal?

At least 30 calendar days in writing, or at least 3 calendar days where compensation of at least 2 months' remuneration is paid; on the employee's own initiative, at least 30 calendar days.

### What if the employer gives no substantiation?

If no written substantiation is issued within 7 calendar days of the demand, the employee may apply to the court within 30 calendar days, and the burden of proof shifts to the employer.

### When is the final settlement due?

No later than 7 calendar days from termination, unless the contract or law provides otherwise.

### Does suspension end the contract?

No — suspension is temporary non-performance; temporary incapacity up to 40 consecutive calendar days remains within suspension, and beyond that the ground must be assessed separately.