Hiring in Georgia? That’s excellent. There are two options: You can hire your talent as employees, or you can hire them as contractors. Because of Georgia’s labor law structure, there are benefits and disadvantages to each approach.
If you want to successfully hire in
Georgia
, you have two options:
Laws about hiring contractors are significantly more simple in
Georgia
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Georgia
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Georgia
.
Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Georgia
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Georgia
, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Georgia than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Georgia.
Employer Contributions
After the employee has completed 11 months of continuous service, they are granted 24 days of annual paid vacation. Employees also receive vacation pay equal to their average salary 3 months prior to leave.
They are also allowed to take 15 days of unpaid leave days per year. To take unpaid leave an employee must provide 2 weeks’ notice.
Georgia has 17 public holidays.
Employees receive full paid leave for up to 30 days. To receive payment an employee must obtain a sickness certificate from an authorized physician.
Mothers are entitled 730 days of maternity leave. Employees receive 100% of their daily wage (up to a total of 1,000 Lari) for 183 days, and an additional 547 days of unpaid leave.
No specific laws.
Employees may take 2 weeks of unpaid leave annually to care for a child. This lasts until the child turns 5 years old.
None.
None.
None.
In order to terminate an employee, an employer must provide a written statement and a notice period. The employer must also have justifiable grounds for termination.
Both the employer and employee must provide 30 days’ notice in case of termination.
Employees are granted at least one month’s salary within 30 calendar days after the termination of the labor agreement.
Probationary periods should be written in the contract and should not exceed 6 months.
Full-time employment is considered 8 hours per day and 40 hours per week (48 in some specific sectors).
Overtime pay is given to employees who work more than 40 hours per week (48 in some specific sectors), but the amount of remuneration is determined by agreements between the employer and employee.
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