---
title: "Foreign Employee Compliance"
url: "https://legal.ge/en/service/migration-and-immigration-law-en/foreign-employee-compliance-en"
field: "Migration & Immigration Law"
description: "Employment of foreigners in Georgia: the Code applies regardless of citizenship; nationality is protected. Legal.ge."
reviewed: "2026-06-27"
updated: "2026-11-05"
publisher: "legal.ge"
---

# Foreign Employee Compliance

> Source: legal.ge, https://legal.ge/en/service/migration-and-immigration-law-en/foreign-employee-compliance-en

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.

## Protected grounds and the forms of discrimination

The fourth article defines the concept of discrimination and, among the grounds, directly names nationality, origin and ethnic or social affiliation. Discrimination is the intentional or negligent distinction, exclusion or preference of a person on these grounds, which aims at or causes the denial or infringement of equal opportunity or treatment in employment and professional activity. The law further distinguishes direct and indirect discrimination: indirect discrimination exists where a neutral provision, criterion or practice places a person at a disadvantage — unless it is objectively justified by a lawful aim and the means employed are necessary and proportionate. Harassment, including sexual harassment, is deemed a form of discrimination. Any differential treatment connected with the employment of a foreigner that rests on these grounds is discrimination; the detailed procedural rules for assessing such a dispute are established by other norms of the legislation.

The full text is available on legal.ge after signing in: https://legal.ge/en/service/migration-and-immigration-law-en/foreign-employee-compliance-en

### Does the law extend to foreigners?

Yes — the employment relationship arises regardless of citizenship.

### Is nationality a protected ground?

Yes — in the list of the fourth article.

### What is indirect discrimination?

A neutral rule that places a person at a disadvantage on grounds of nationality (fourth article).

### Where is the migration rule?

In the separate Labour Migration Law; the Inspectorate applies both.