---
title: "Automated Decision-Making"
url: "https://legal.ge/en/service/technology-and-digital-law-en/automated-decision-making-en"
field: "Technology & Digital Law"
description: "Automated workplace decisions in Georgia: burden of proof, triple fines for discrimination and statutory leave guarantees. Legal.ge."
reviewed: "2026-02-15"
updated: "2026-10-14"
publisher: "legal.ge"
---

# Automated Decision-Making

> Source: legal.ge, https://legal.ge/en/service/technology-and-digital-law-en/automated-decision-making-en

## Automated decision-making at the workplace: the legal framework in Georgia

Enterprises increasingly automate decisions on candidate selection, employee evaluation, scheduling and pay. The Labour Code of Georgia knows no stand-alone institution for automated decision-making, but such decisions are fully governed by the Code's general rules. This page explains the three pillars that matter most: the allocation of the burden of proof in discrimination disputes, the consequences of violating the non-discrimination principle, and the special statutory guarantees with which a system-generated decision most often collides — the leave regime connected with pregnancy, childbirth, childcare and adoption.

The full text is available on legal.ge after signing in: https://legal.ge/en/service/technology-and-digital-law-en/automated-decision-making-en

### Who must prove the absence of discrimination when an automated assessment is disputed?

Under the Labour Code, where a candidate or an employee points to facts creating a reasonable presumption of a violation of the non-discrimination ban, the burden of proof passes to the employer. The rule applies equally to automated decisions — the employer must be able to justify the system's criteria and outcomes.

### What does an employer face for violating the non-discrimination principle?

The violation results in a warning or a fine under the procedure of paragraph 1 of Article 77 of the Code, at three times the amount of the respective fine. A repeat of the same act within 1 calendar year from the imposition of the penalty leads to a fine at twice the amount of the fine for the respective violation.

### Can an algorithm reduce maternity-related leave?

No. Paid leave for pregnancy and childbirth is 126 calendar days, or 143 calendar days for a complicated delivery or twins; childcare leave amounts to 604 calendar days (587 in those cases), of which 57 calendar days are paid. These minima bind automated systems as well.

### Which rules govern parental and adoption leave?

Childcare leave may be used in full or in part by the child's mother or father, with 2 weeks' advance notice to the employer. On adoption of a child under 1 year of age, leave of 550 calendar days from the child's birth is granted, of which 90 calendar days are paid.