---
title: "Labor Risk Strategy Development"
url: "https://legal.ge/en/service/labor-and-employment-law-en/labor-risk-strategy-development-en"
field: "Labor & Employment Law"
description: "Preventing labour disputes under the Georgian Labour Code: conciliation procedure, information and consultation, collective agreement. Strategy on Legal.ge."
reviewed: "2026-02-15"
updated: "2026-11-07"
publisher: "legal.ge"
---

# Labor Risk Strategy Development

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

## A Strategy for Preventing Labour Disputes

Preventing labour disputes in Georgia is not a matter of general management advice but of legal machinery: the Code itself supplies the best preventive instruments — the dispute-resolution procedure, the rules on information and consultation, the collective-agreement frame, and the complaint channel of the internal rules. The design models of United States alternative-dispute-resolution programmes do not apply here — a Georgian strategy is built on the precise norms of the Code, and institutionalizing precisely those reduces disputes. The strategy begins with a map of risks.

The strategy stands on four mechanisms: a procedure that resolves disputes in time; an information system that gives early warning in organizations of 50+; the collective agreement as a durable frame; and the complaint procedure of the internal rules as the first instance.

## The Procedure That Prevents

The procedure of Article 62 is itself the mechanism for resolving disputes, but its proper institutionalization is what produces the preventive effect: an individual dispute is resolved by conciliation procedures — meaning direct negotiations; one party sends a written notice with the precise basis and demands; the other must communicate its written answer within 10 calendar days of receipt; agreement must be reached within 14 calendar days; and the written decision reached becomes part of the existing contract. In an organization where these periods and forms are established, a dispute rarely reaches the court — and where it does, its consideration diminishes itself.

Three additional elements of the procedure are preventive: evasion of the procedure for 14 calendar days shifts the burden of proof onto the evading party — this pushes parties toward participation; referral of the dispute to arbitration is possible by agreement — an outlet where negotiations drag; and increasing the demand or changing the subject during the process is impermissible — this keeps the dispute procedurally controlled. A breach of the rule turns into a sanctioned barrier.

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

### What is the first level of prevention?

Institutionalizing the conciliation procedure: written forms and deadlines.

### When does information supply operate?

With at least 50 employees.

### Within what period does a party answer?

In writing, within 10 calendar days of receipt of the notice.

### What does the collective agreement give?

A durable frame and a duty of good-faith negotiation.