The legal foundation of a remote work policy
Remote work does not change the labour relationship — it changes only its form, and precisely for that reason it needs a written internal rule that reconciles the demands of labour legislation with remote reality. This page explains which norms the text of such a policy must rest upon and how they translate into concrete rules.
A remote-employment policy in Georgia does not stand on a separate statute — its legal layer consists of four articles of the Labour Code: the essential terms in which working time and place are fixed (Article 14), the limits on the duration of working time (Article 24), overtime control (Article 27) and the leave minima (Article 31). The European telework framework and the recommendations of the International Labour Organization are instructive sources, but nothing in them binds a Georgian policy — the policy must stand on the articles.
The Two Pillars of the Policy
Article 14 names the first two pillars: working time and rest time, and likewise the place of work, are essential terms fixed in the contract; the policy's task is to ensure that these terms are defined just as precisely in a remote regime. The hourly architecture comes from Article 24: normalized working time does not exceed 40 hours per week, and 48 hours in a specific-regime enterprise with a continuous process; continuous rest between working days is at least 12 hours; where the day exceeds 6 hours a break arises, with a total of at least 60 minutes where the day is at least 6 hours; a nursing mother of a child under 1 year receives, on request, an additional break of at least 1 hour counted as working time; within a 7-day period continuous rest of at least 24 hours is due (a twice-consecutive 24-hour rest within 14 days is allowed); the caps for ages 16–18 are 36 hours per week and 6 per day, for ages 14–16 — 24 hours per week and 4 per day. A policy that copies these numbers into its schedules inherits their enforceability.