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Employee Handbook Drafting

Is an Employee Handbook mandatory for small businesses?

Under the Labor Code of Georgia, establishing Internal Labor Regulations is mandatory for all employers, regardless of size, to define work hours, holidays, and payment terms clearly.

Can the handbook override the employment contract?

No. If there is a contradiction between the individual contract and the handbook, the provision that is more favorable to the employee usually applies. The handbook generally supplements the contract.

How do I prove employees have read the handbook?

The best practice is to have every employee sign an acknowledgment form stating they have received, read, and understood the handbook. Digital signatures or email confirmations are also acceptable.

What if I want to change the working hours in the handbook?

You can amend the handbook, but you must notify employees in advance (typically 14 days) before the changes take effect, as this constitutes a change in essential labor conditions.

Reading Time

3 min

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Introduction: What is an Employee Handbook?

The Employee Handbook (often referred to legally in Georgia as Internal Labor Regulations) is a crucial normative act of an organization that regulates daily labor relations. It is not just a formal document; it sets the "rules of the game" that are equally binding for both the employer and the employee. In Georgia, the existence of Internal Labor Regulations is a legal requirement for many companies, but its real value lies in clarifying details that could not fit into the employment contract. A properly drafted handbook reduces misunderstandings about vacations, business trips, salary payments, and other routine issues, and serves as the employer's main tool in the disciplinary management process.

What Does This Service Cover?

Specialists on Legal.ge offer the drafting of Internal Labor Regulations that fully comply with the requirements of Article 13 of the Labor Code of Georgia. The service includes detailed provisions for the following issues:

  • Working and Break Times: Duration of the work week, shift schedules, break times, and conditions.
  • Time and Place of Remuneration: Exact dates when salary is paid and in what form.
  • Leave Rules: Procedures, order, and deadlines for requesting paid and unpaid leave.
  • Labor Conditions Protection: General safety rules and employer obligations regarding the environment.
  • Incentives and Responsibility: Forms of rewarding good performance and sanctions provided for misconduct.
  • Grievance Handling: Procedure on whom and how an employee should approach in case of a complaint.

Common Scenarios When You Need This Service

The absence or flaws in the handbook often lead to chaos:

  • Vacation Misunderstanding: An employee requested vacation starting the very next day. The employer refused, leading to conflict. The handbook should have specified that requests must be made 2 weeks in advance.
  • Lateness: Employees are systematically 15 minutes late. Since the handbook does not define the exact start of working time and the concept of lateness, the employer cannot apply sanctions.
  • Business Trip Expenses: An employee returned from a trip claiming reimbursement for an expensive dinner. Due to the lack of pre-set limits, the company is forced to pay.
  • Inspection Fine: The Labor Inspection discovered that the company does not have written Internal Regulations, which is a violation of the law and leads to fines.

Georgian Legislation and Legal Framework

The Organic Law of Georgia "Labor Code of Georgia" (Article 13) directly obliges the employer to develop Internal Labor Regulations. The law lists in detail the mandatory issues that must be reflected in the document (working time, rest, remuneration, etc.). The law also requires that the regulations be introduced to all employees and placed in an accessible location. Importantly, the regulations cannot contain provisions that worsen the employee's condition compared to the Labor Code; such provisions are void.

Process of Receiving the Service

The service begins with a consultation where the lawyer clarifies the specifics of your business (shift work, remote work, specific risks). Then a draft of the regulations is prepared. This is not just a "copy-paste" from the law; it is a practical instruction manual. After preparing the document, the lawyer will help you implement it correctly—organizing the procedure for introducing it to employees, as the regulations have no legal force without this introduction.

Why Choose a Specialist on Legal.ge?

On Legal.ge, you connect with lawyers who have years of experience in labor law. The handbook prepared by them will not only be compliant with the law but also a genuinely working document that will help you manage personnel effectively and avoid bureaucratic problems.

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