Wrongful Termination Defense in Georgia

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Wrongful Termination Defense

Which deadlines are decisive?

Demand of substantiation — within 30 days of the notice; the employer's answer — 7 calendar days; challenge in court — 30 calendar days from the substantiation or the notice.

What are the lawful grounds of termination?

The law gives a closed list: reduction, expiry of term, agreement, non-conformity of qualification, disciplinary breach and others; termination beyond the list is unlawful.

What compensation accompanies notice?

With 30 days' notice — no less than 1 month's remuneration; with 3 days' notice — no less than 2 months' remuneration.

Who proves the facts of the dispute?

If the employer fails to substantiate the termination within 7 days of the demand, the burden of proof shifts to the employer.

How does challenging a public servant's dismissal differ from an ordinary labour dispute?

The decision releasing a public servant is an individual administrative-legal act, challenged under administrative legislation, and the challenge does not suspend the act's operation. Compliance with grounds must therefore be checked against the articles of the Law on Public Service (106–118), and when challenging competition results the deadline for applying to the Administration of the Government is 2 working days.

7 min·8 Feb 2026

The Essence of a Wrongful Termination Dispute

Wrongful termination means that the employer terminated the employment contract on a ground, or in a manner, not permitted by the Labor Code of Georgia. Building the dispute rests on two articles of the Code: Article 47 establishes the closed list of grounds for termination of an employment contract and defines when termination is impermissible, while Article 48 establishes the procedure of termination — the deadlines for notice, substantiation and challenge, and the consequences of the court's decision.

This page reflects the position of both sides: for the employee, how to build the case and within which deadlines; for the employer, how to make its decision withstand legal scrutiny. The system of sanctions and fines is determined by other provisions and is not discussed here — what follows are only the rules concerning the basis and the conduct of the dispute.

Wrongful Termination Defense

Which deadlines are decisive?

Demand of substantiation — within 30 days of the notice; the employer's answer — 7 calendar days; challenge in court — 30 calendar days from the substantiation or the notice.

What are the lawful grounds of termination?

The law gives a closed list: reduction, expiry of term, agreement, non-conformity of qualification, disciplinary breach and others; termination beyond the list is unlawful.

What compensation accompanies notice?

With 30 days' notice — no less than 1 month's remuneration; with 3 days' notice — no less than 2 months' remuneration.

Who proves the facts of the dispute?

If the employer fails to substantiate the termination within 7 days of the demand, the burden of proof shifts to the employer.

How does challenging a public servant's dismissal differ from an ordinary labour dispute?

7 min·8 Feb 2026

The Essence of a Wrongful Termination Dispute