The employment-law side of hiring foreigners in Georgia is codified in the Labour Code: the second article defines the employment relationship without citizenship as a parameter; the fourth article names nationality and origin among the protected grounds; and Article 75 entrusts the Labour Inspectorate with control together with the Labour Migration Law. The Labour Code creates no separate mechanism for verifying a foreigner’s work status — the permit machinery is a separate statute beyond this page; what is read here is the regulation of employment terms.
The law operates regardless of citizenship
The second article determines that an employment relationship is the performance of work by the employee for the employer under the organisational framework of labour, in exchange for remuneration, and that it arises from an agreement reached by the free expression of the will of equal parties — citizenship does not figure in this definition as a parameter. In labour and pre-contractual relations, including the publication of a vacancy announcement and the selection stage, discrimination is prohibited by race, colour of skin, language, ethnic and social affiliation, nationality, origin, property or social status, place of residence, age, sex and the other grounds named by the law. This means that the employment contract of a foreign employee is concluded under the same rules: the same essential terms, the same protection, the same liability.