Where does the anti-discrimination ban begin?

From publishing the vacancy — the ban covers pre-contractual relations and selection criteria.

When is differentiated treatment allowed?

When it follows from the essence or specificity of the work, serves a lawful aim, and is necessary and proportionate.

Who proves what in a dispute?

After facts creating a reasonable assumption are shown, the burden shifts to the employer.

Can submitted information be checked?

Yes — the employer may verify the correctness of the candidate's submitted information.

Can candidate data be shared?

No — information about a candidate is not available to others without the candidate's consent.

Equal Employment in Georgia

Equal Employment: The Lawful Framework

Equal employment in Georgia spans the entire recruitment trajectory — from publishing a vacancy to refusing an application. The Labour Code prohibits discrimination in employment, in pre-contractual relations and in professional activity, and creates measurable obligations at every stage of hiring. The United States federal systems of civil-rights reporting and affirmative appointment do not apply here — the selection process of a Georgian employer is governed by the Georgian Labour Code.

Three norms carry the subject: the scope of the prohibition, the genuine-requirements test, and the allocation of the burden of proof; to them is added the special regime of the pre-contractual relationship — the rules on exchanging information before the contract is concluded.