---
title: "Equal Employment"
url: "https://legal.ge/en/service/labor-and-employment-law-en/equal-employment-en"
field: "Labor & Employment Law"
description: "Equal employment under the Georgian Labour Code: scope of the ban, selection criteria, burden of proof and candidate data. Legal.ge."
reviewed: "2026-02-15"
updated: "2026-10-14"
publisher: "legal.ge"
---

# Equal Employment

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

## 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.

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

### 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.