Working time and leave rules are where a remote manager can accidentally create local employment risk. A company may use an employer of record to hire in Georgia, but the manager still controls the day-to-day reality of schedules, overtime requests, leave approvals, and workload.
This guide explains the Georgia-specific rules that should shape employment contracts, manager training, time tracking, and leave administration. If provider selection is still open, start with the main guide to the best EOR in Georgia.
Quick Answer
Georgia's standard working time is generally capped at 40 hours per week. Certain specific operating-condition workplaces may use a 48-hour weekly standard. Employers must generally keep written or electronic daily working-time records and retain those records for one year. Overtime must be paid at an increased rate agreed by the parties. Employees are entitled to at least 24 working days of paid annual leave and at least 15 working days of unpaid leave each year.
For EOR-managed employees, the practical rule is simple: managers should not treat overtime, schedule changes, or leave exceptions as informal Slack approvals. Route those changes through the EOR workflow.
Georgia Working-Time Facts
Working Hours in Georgia
The Labour Code says standard working time must not exceed 40 hours per week. It also allows a 48-hour weekly standard for certain enterprises with specific operating conditions requiring more than eight hours of uninterrupted production or work.
Most office, technology, finance, and remote operations roles should not assume the 48-hour framework applies. If a provider says it does, ask for the legal basis and local review.
The employment agreement should specify:
- standard working time;
- work schedule;
- time zone expectations;
- rest periods;
- overtime approval process;
- remote-work expectations;
- leave request process; and
- who records working time.
Rest Periods and Time Records
Georgia's Labour Code requires at least 12 hours of uninterrupted rest between working days or shifts. Employers must also ensure at least 24 hours of uninterrupted rest in each seven-day period, with some flexibility by agreement.
The Code also requires employers to keep written or electronic working-time records and store those records for one year, unless the specific nature of the work makes recording impossible.
For a remote EOR employee, this is an operating issue. Decide before the start date:
- where hours are recorded;
- whether the employee submits a timesheet;
- who approves the timesheet;
- how the EOR sees approved overtime;
- how corrections are made; and
- what happens if the manager asks for work outside the normal schedule.
Overtime in Georgia
Overtime is not a casual manager request. The Labour Code says overtime work must be paid at an increased hourly rate, with the rate determined by agreement. Overtime is generally paid together with monthly remuneration after the overtime work is performed. The parties may also agree to proportional rest time, granted within the statutory timing framework unless otherwise agreed.
Because the overtime rate is determined by agreement, the employment contract should not be vague. It should answer:
- What counts as overtime?
- Who can approve it?
- What rate applies?
- Can rest time substitute for payment?
- When is overtime paid?
- How does the employee record it?
- What happens if overtime was not pre-approved but was still worked?
For EOR-managed employees, the manager should never say "just work late and we will sort it out later." That is exactly the kind of informal promise that creates payroll and employee-relations problems.
Paid and Unpaid Annual Leave
Employees in Georgia have the right to at least 24 working days of paid annual leave and at least 15 working days of unpaid leave annually. Employees generally have the right to request leave after 11 months of work, though the parties can agree to grant leave earlier.
The Labour Code also says paid leave cannot be carried over for two consecutive years. Leave pay is based on average remuneration for the previous three months, or the relevant shorter period if the employee has worked for less than three months.
For an EOR hire, confirm:
- how leave accrues or is tracked;
- whether leave can be granted before 11 months;
- who approves leave;
- how leave pay is calculated;
- how unused leave is handled at termination;
- how unpaid leave requests are documented; and
- whether the client's HRIS and the EOR's leave system match.
Unused leave affects final settlement, so connect the leave process to the provider's offboarding workflow before a termination issue appears.
Maternity, Parental, and Adoption Leave
The Labour Code provides paid maternity leave of 126 calendar days, or 143 calendar days in the case of childbirth complications or twins. It also provides parental leave and newborn adoption leave rules, with state-budget payment mechanics and the ability for employers and employees to agree on extra pay.
Do not let a generic global handbook override the Georgian employment agreement. If a company offers enhanced family leave globally, the EOR should confirm how that enhancement interacts with Georgian rules and payroll.
Ask the EOR:
- What statutory leave applies?
- What part is state-paid?
- Can the employer top up?
- What documents are needed?
- How is leave reflected in payroll?
- How is the employee's return managed?
Manager Guardrails
Managers of Georgia-based employees should be trained on five rules:
- Do not request overtime informally.
- Do not change schedules without checking the local process.
- Do not discourage protected leave.
- Do not promise special leave treatment outside the EOR workflow.
- Do not use a foreign handbook as if it overrides the Georgian contract.
This is where a good EOR earns its fee. Borderless AI's EOR platform includes onboarding, contracts, payroll, benefits, and compliance, plus local payroll experts through a dedicated app and Slack channel on the pricing page. For Georgia, ask Borderless AI how that support handles overtime, time records, leave, and manager questions.
For the payroll side of overtime and leave pay, use the Georgia payroll guide.
Questions to Ask a Georgia EOR
Before hiring in Georgia, ask:
- What standard working time will the contract use?
- Does the role qualify for any non-standard working-time framework?
- How are hours recorded?
- Who approves overtime?
- What overtime rate is written into the agreement?
- Can compensatory rest be used?
- How is paid leave tracked?
- Can leave be granted before 11 months?
- How is leave pay calculated?
- How are maternity and parental leave administered?
- How is unused leave paid at termination?
- How are manager questions escalated?
FAQs
What is the standard workweek in Georgia?
Georgia's standard working time generally must not exceed 40 hours per week. Certain specific operating-condition workplaces may use a 48-hour weekly standard.
Is overtime paid in Georgia?
Yes. Overtime must be paid at an increased hourly rate determined by agreement between the parties, or handled through agreed proportional rest where allowed.
How much paid leave do employees get in Georgia?
Employees have the right to at least 24 working days of paid annual leave each year.
How much unpaid leave do employees get in Georgia?
Employees have the right to at least 15 working days of unpaid leave each year.
Does Georgia have maternity leave?
Yes. Paid maternity leave is generally 126 calendar days, or 143 calendar days for childbirth complications or twins.
