---
title: "Union Recognition"
url: "https://legal.ge/en/service/labor-and-employment-law-en/union-recognition-en"
field: "Labor & Employment Law"
description: "Union relations under the Georgian Labour Code: freedom of association, the discrimination ban, the interference ban and consultation. Legal.ge."
reviewed: "2026-02-15"
updated: "2026-10-23"
publisher: "legal.ge"
---

# Union Recognition

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

## The Legal Frame of Union Relations

Relations with trade unions in Georgia are written into four norms: freedom of association, the ban on discrimination by membership, the ban on interference in each other's activities, and the information and consultation interface in organizations of 50+. The United States debates around union security and right-to-work have a different context here — the Georgian frame rests on freedom of association and two protective shields.

For an employer these four norms mean four practical rules: do not obstruct the association, do not differentiate by membership, do not interfere in its activity, and — in organizations of 50+ — run information and consultation with the representatives.

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

### Does an association need permission?

No — it is created without prior permission.

### Can membership lead to harassment?

No — membership discrimination is prohibited.

### What is interference?

Influence on the activity by financial or other means for control.

### When is consultation mandatory?

With at least 50 employees.

### Several associations?

Representation proportional to membership, at least one each.