The Legal Frame of Remote Work
A remote-work contract does not exist in the Georgian Labour Code as a separate contract type — it is an ordinary employment contract in which the workplace clause must be drafted with special care. Concluding such a document rests on four norms: form and term (Article 12), essential terms — including the two variants of defining the place of work (Article 14), the procedure for changing terms (Article 20), and summarized working-time accounting for irregular schedules (Article 26).
Form, Term and Essential Terms
Where the employment relationship exceeds 1 month, the contract must be concluded in writing (Article 12, paragraph 2); a fixed-term contract may be concluded only on the grounds listed in the law, and otherwise — or where the term exceeds 30 months or fixed-term contracts are concluded in succession — the relationship becomes indefinite (Article 12, paragraphs 3–5). For remote work the decisive provision is subparagraph (d) of Article 14, paragraph 1: the place of work is an essential term, and where the employee's permanent or principal workplace is not defined, the contract must contain information about the employee's various places of work. This is the lawful route for formalizing a remote relationship without a fixed place. The remaining essential terms — the start date, working and rest time, position and description of the work, remuneration and the overtime procedure, leave, the termination procedure and collective agreement provisions — are written according to the same catalogue, so a remote contract differs from an office contract in exactly one clause-set: where the work is performed. That clause is also dispute prevention: where the place of work is written precisely, it is clear where the employer's authority extends and where the employee's private space begins.