Labor Rights of Women

This article addresses one aspect of women's rights—the rights of employed women during their employment period. First and foremost, the inadmissibility of any discrimination on the basis of sex in employment relations must be taken into account, unless it constitutes a necessary distinction between persons arising from the nature, specific character, or conditions of the work to be performed, serves the achievement of a legitimate aim, and is a proportionate and necessary means of achieving it. Women's labor rights are provided for by the Organic Law of Georgia, the Labor Code (hereinafter referred to as the Law). The purpose of this article covers a specific circle of employees. Furthermore, the new edition of the Labor Code, which is to be approved, erases certain differences between the sexes; however, since the "old" code is still in effect today, I, as a lawyer, will explain the old code, and upon the adoption of the new code, I will also attempt to explain its model;

First of all, it must be considered that concluding an employment contract with a pregnant or nursing woman for performing heavy, harmful, and hazardous work is prohibited. The list of such works is approved by the Government of Georgia and includes various types of activities (for example: works related to the construction of residential and non-residential buildings, works related to cement production, etc. The list is quite extensive). This prohibition applies strictly during pregnancy and/or breastfeeding. However, if a woman is employed in such work and subsequently becomes pregnant, it is reasonable to assume that the employment relationship should be suspended rather than terminated. Alternatively, a mechanism could be used wherein a third party performs the work for a specified period. The essence of this prohibition is that a woman has the right to refuse to perform such work during pregnancy and/or breastfeeding, and the employer has no right to demand that she perform this work. 

An employed woman is not obliged to perform overtime work if she is pregnant and/or has recently given birth. A woman who has recently given birth is considered one who has a child under 1 year of age. At the same time, the woman is authorized to perform the said work, but this can only be done with her consent. Although the law does not specify the format of the consent, it is essential that it be materialized;

Following the performance of overtime work, the law provides that the employee is entitled to request additional rest time for the overtime work and/or receive an increased hourly wage rate (overtime work is considered work exceeding 40 hours per week, except for sectors with specific work regimes defined by a decree of the Government of Georgia, such as trade, hotels, restaurants, etc.—the list is quite extensive. In such sectors, the duration of working time is defined as 48 hours per week). Although the law does not specify the amount of the increase for overtime work, in practice, a coefficient of 1.1 is mostly used (for example: if a person is paid 1 GEL for a regular working hour, they are paid 1.1 GEL during overtime). However, this may be supplemented by the draft amendments adopted in 2013, which indicate an increased hourly rate of no less than 25%. Furthermore, it must be taken into account that working on public holidays also constitutes overtime work, regardless of the schedule the employee works, and regardless of whether they worked more than 40 hours or on a holiday during that week;

It is prohibited to employ a pregnant woman, a woman who has recently given birth, a nursing woman, or a caregiver for a child under 3 years of age in night work (from 22:00 to 06:00) without their consent. In such cases, the employer has no right to require the employed woman to perform work during this period. If an employed woman is nursing and feeding a child under one year of age, she is granted an additional break of no less than 1 hour per day, and this time is included in the working time and compensated in the regular manner. If an employed woman (as well as an employed man) is engaged in heavy, harmful, or hazardous work, the employee engaged in such work is granted additional paid leave in the amount of 10 calendar days per year;

During the employment period, upon her request, a woman is granted leave due to pregnancy, childbirth, and child care in the amount of 730 calendar days. The woman can distribute this period between the pregnancy and postpartum periods at her discretion. It should also be noted that this is her right, and the employer’s obligation is to grant her the said leave. Out of these 730 days, 183 calendar days are paid, and in the case of the birth of twins, 200 days are paid. Leave for pregnancy, childbirth, and child care, as well as leave for the adoption of a newborn, is compensated from the State Budget of Georgia in accordance with the rules established by Georgian legislation. The amount of financial assistance to be issued for the period of paid leave for pregnancy, childbirth, and child care, as well as paid leave for the adoption of a newborn, shall not exceed 1,000 GEL. The employer and the employee may agree on additional compensation. This means that if a person receives a net salary of 200 GEL, they will be given 1,000 GEL, but not 1,200 GEL;

The rule for its calculation and receipt is determined by a separate order of the Minister. It should also be considered that to receive the said assistance, the employer must submit (in most cases, the employee submits it themselves) the following documentation to the Agency (LEPL Social Service Agency):
A written application addressed to the Agency;
A sick leave certificate; in the case of adoption, a document confirming the adoption (in case of loss of originals, a duplicate);
A copy of the employee’s identity document;
A funding application in 2 copies, which must be certified by the employer’s seal (if any), as well as by the signatures of the manager and the accountant;
A document issued by a banking institution regarding the employee’s personal bank account;
The basis for the amount to be issued is the remuneration defined by the employment contract concluded between the employed woman and the employer. If the amount is not fixed, the average monthly remuneration calculated based on the remuneration accrued over the last 3 months is used. If the woman does not have a three-month work record with the employer, the average monthly remuneration is calculated from the average monthly remuneration paid to an employee of the corresponding profession and qualification by that employer.;

The amount to be compensated does not include sums received by the employee as one-time benefits, such as: bonuses and material rewards, overtime pay and supplements; payment for one-time work that does not constitute remuneration received for the main job. In the event that the submitted documentation allows for satisfaction, the Agency transfers a one-time compensation within an appropriate period, but no later than one month. In case of refusal, the Agency sends a refusal with the corresponding justification to the employer within 1 month from the submission of the application;

If during the leave for pregnancy, childbirth, and child care (and correspondingly during the compensation period) the mother dies and a live child is born, the assistance is received by the child's father or guardian. It should also be considered that leave for pregnancy, childbirth, and child care, as well as for the adoption of a newborn, will not be compensated if 6 months have passed since the closing date of the sick leave certificate (the so-called discharge date) or, in the case of adoption, from the entry into legal force of the court decision. Accordingly, the employer and the employee must ensure the submission of the said documentation to the Agency within those 6 months. An employee who adopts a child under one year of age is granted, upon their request, leave for the adoption of a newborn in the amount of 550 calendar days from the child's birth. Out of this leave, 90 calendar days are paid. Upon the employee’s request, continuously or in parts, but no less than 2 weeks per year, unpaid leave for child care is granted in the amount of 12 weeks until the child turns 5 years old. It should also be noted that not only a woman but also a man may be granted additional leave for child care if they actually take care of the child;

Additionally, the employer is obliged to ensure the protection of a pregnant woman from labor that poses a threat to her or the fetus's well-being, physical and mental health. This means the employer must refrain from and prioritize the condition of the pregnant woman. This includes refraining from using any lever and/or means that worsens the woman's condition, whether it be assigning a task or issuing a reprimand. It is inadmissible to terminate the employment relationship with an employed woman after she notifies the employer of her pregnancy until she fully utilizes the leave (maternity leave) for pregnancy, childbirth, and child care, the leave for adopting a newborn, and the additional leave for child care. It is necessary for employed women to consider that it is better for the notification to be in written form;

However, there is an exception here where the employer has the right to dismiss the employed woman, except in cases where economic circumstances, technological, or organizational changes occur that make a reduction of the workforce necessary; mismatch of the employee's qualifications or professional skills with the position held/work to be performed; a court decision that has entered into legal force declaring a strike illegal; whereas other objective circumstances are not used for her dismissal;

In some cases, after the notification of pregnancy, the employer uses this as an "indirect" ground to terminate the employment contract and covers it with another purpose. Proceeding from this, it is necessary for the employed woman to: notify the employer in writing of her pregnancy; in any case, apply to the hospital in the manner prescribed by law to open her medical history; in the event of absence from work, definitely notify the employer in writing (as an exception, by email) about her absence; upon returning, absolutely present a certificate of the appropriate form; and if during the pregnancy period the employer applies any measure of disciplinary responsibility to her, to appeal it. In addition to the aforementioned rights, in practice, there are sometimes circumstances that are not directly regulated by the Labor Code. However, in most cases, priority is given to the protection of the woman's labor right rather than the employer's will;

In case of additional questions, please contact me: 
Attorney Guram Kontuadze, full legal and advocacy services throughout the territory of Georgia;
Signal/Tel/viber/WhatsApp/Telegram +995 591 976 764; facebook; 
e-mail: guram.kontuadze@gmail.com; We Set Precedents;  

ადვოკატი თბილისში ადვოკატი საქართველოში ადვოკატი რუსთავში ადვოკატი თელავში ადვოკატი მარნეულში ადვოკატი ზუგდიდში ადვოკატი ქუთაისში ადვოკატი ბათუმში ადვოკატი სურამში ადვოკატი ვაკეში ადვოკატი ვერაზე ადვოკატი ციხეზე ადვოკატი წალკაში ადვოკატი საბურთალოზე ადვოკატი ვარკეთილში ადვოკატი ახალ რუსთავში ადვოკატი  ახალ რუსთავში ადვოკატი დმანისში ადვოკატი ბოლნისში ადვოკატი საგარეჯოში ადვოკატი მიწის სამოქალაქოს ადვოკატი საადვოკატო მომსახურება თბილისში საადვოკატო მომსახურება რუსთავში საადვოკატო მომსახურება თელავში საადვოკატო მომსახურება მარნეულში საადვოკატო მომსახურება ზუგდიდში საადვოკატო მომსახურება ქუთაისში საადვოკატო მომსახურება  ბათუმში საადვოკატო მომსახურება  საგარეჯოში საადვოკატო მომსახურება  ახალ რუსთავში საადვოკატო მომსახურება ახალ რუსთავში იურისტი ახალ რუსთავში იურისტი დმანისში იურისტი  თბილისში იურისტი საქართველოში იურისტი რუსთავში იურისტი   ბათუმში იურისტი ქუთაისში იურისტი ზუგდიდში სამოქალაქო საქმის ადვოკატი სისხლის სამართლის ადვოკატი ადმინისტრაციული სამართლის ადვოკატი მიწის საკითხებზე მომუშავე ადვოკატი განქორწინებაზე მომუშავე ადვოკატი ქონებაზე მომუშავე ადვოკატი ქონების ადვოკატი ადვოკატი სამოქალაქო საქმეზე ადვოკატი სისხლის სამართლის საქმეზე განქორწინების შემდგომ რა ხდება განქორწინების შედეგები ადვოკატი სამოქალაქო საკითხებში სამოქალაქო საქმის ადვოკატი საქართველოში სამოქალაქო საქმის ადვოკატი ზუგდიდში სამოქალაქო საქმის ადვოკატი ბათუმში სამოქალაქო საქმის ადვოკატი საგარეჯოში სამოქალაქო საქმის ადვოკატი  მარნეულში სამოქალაქო საქმის ადვოკატი თელავში ადმინისტრაციული საქმის ადვოკატი თბილისში ადმინისტრაციული საქმის ადვოკატი საქართველოში ადმინისტრაციული საქმის ადვოკატი ზუგდიდში სისხლის სამართლის  საქმის ადვოკატი თბილისში სისხლის სამართლის  საქმის ადვოკატი საქართველოში სისხლის სამართლის საქმის ადვოკატი რუსთავში სისხლის სამართლის საქმის ადვოკატი ზუგდიდში სისხლის სამართლის საქმის ადვოკატი საგარეჯოში სისხლის სამართლის საქმის ადვოკატი  მარნეულში სისხლის სამართლის საქმის ადვოკატი თბილისში სისხლის სამართლის  საქმის ადვოკატი ბათუმში სისხლის სამართლის  საქმის ადვოკატი საგარეჯოში ბიზნეს ადვოკატი რუსთავში ბიზნეს ადვოკატი თბილისში ბიზნეს ადვოკატი ბათუმში ბიზნეს ადვოკატი ქუთაისში სტარტაპ ადვოკატი თბილისში საადვოკატო ბიურო თბილისში საადვოკატო ბიურო  საქართველოში საადვოკატო ბიურო  რუსთავში საადვოკატო ბიურო ზუგდიდში საადვოკატო ბიურო  საგარეჯოში საადვოკატო ბიურო  მარნეულში საადვოკატო ბიურო თელავში Юрист в Тбилиси Юрист в Грузии Юрист в Рустави Юрист в Телави Юрист в Марнеули Юрист в Зугдиди Юрист в Кутаиси Юрист в Батуми Юрист в Сурами Юрист в Ваке Юрист в Вере Юрист в Цихе Юрист в Цалке Юрист в Сабуртало Юрист в Варкетили Юрист в Ахал Рустави Юрист в Ахал Рустави Юрист в Дманиси Юрист в Болниси Юрист в Сагарехо Юрист по земельным гражданским делам Юридические услуги в Тбилиси Юридические услуги в Рустави Юридические услуги в Телави Юридические услуги в Марнеули Юридические услуги в Зугдиди Юридические услуги в Кутаиси Юридические услуги в Батуми Юридические услуги в Сагарехо Юридические услуги в Ахал Рустави Юридические услуги в Ахал Рустави Юрист в Ахал Рустави Юрист в Дманиси Юрист в Тбилиси Юрист в Грузии Юрист Юрист Юрист в Рустави, Батуми Юрист в Кутаиси Юрист в Зугдиди Юрист по гражданским делам Юрист по уголовным делам Юрист по административному праву Юрист по земельным вопросам Юрист по разводам Юрист по недвижимости Юрист по недвижимости Юрист по гражданским делам Юрист по уголовным делам Что происходит после развода? Юрист по гражданским делам Юрист по гражданским делам в Грузии Юрист по гражданским делам в Зугдиди Юрист по гражданским делам в Батуми Юрист по гражданским делам в Сагареджо Юрист по гражданским делам в Марнеули Юрист по гражданским делам в Телави Юрист по административному праву в Тбилиси Юрист по административному праву в Грузии Юрист по административному праву в Зугдиди Юрист по уголовным делам в Тбилиси Юрист по уголовным делам в Грузии Юрист по уголовным делам в Рустави Юрист по уголовным делам в Зугдиди Юрист по уголовным делам в Сагареджо Юрист по уголовным делам в Марнеули Юрист в Тбилиси Юрист по уголовным делам в Батуми Юрист по уголовным делам в Сагареджо Юрист по коммерческому праву в Рустави Юрист по коммерческому праву в Тбилиси Юрист по коммерческому праву в Батуми Юрист по коммерческому праву в Кутаиси Юрист по стартапам в Тбилиси Юридическая фирма в Тбилиси Юридическая фирма в Грузии Юридическая фирма в Рустави Юридическая фирма в Зугдиди Юридическая фирма в Сагареджо Юридическая фирма в Марнеули Юридическая фирма в Телави Lawyer in Tbilisi Lawyer in Georgia Lawyer in Rustavi Lawyer in Telavi Lawyer in Marneuli Lawyer in Zugdidi Lawyer in Kutaisi Lawyer in Batumi Lawyer in Surami Lawyer in Vake Lawyer in Vera Lawyer in Tsikhe Lawyer in Tsalka Lawyer in Saburtalo Lawyer in Varketili Lawyer in Akhal Rustavi Lawyer in Akhal Rustavi Lawyer in Dmanisi Lawyer in Bolnisi Lawyer in Sagarejo Lawyer in Land Civil Lawyer Legal services in Tbilisi Legal services in Rustavi Legal services in Telavi Legal services in Marneuli Legal services in Zugdidi Legal services in Kutaisi Legal services in Batumi Legal services in Sagarejo Legal services in Akhal Rustavi Legal services in Akhal Rustavi Lawyer in Akhal Rustavi Lawyer in Dmanisi Lawyer in Tbilisi Lawyer in Georgia Lawyer Lawyer in Rustavi Lawyer in Batumi Lawyer in Kutaisi Lawyer in Zugdidi Civil lawyer Criminal lawyer Administrative law lawyer Land lawyer Divorce lawyer Property lawyer Property lawyer Civil lawyer Criminal lawyer What happens after divorce? Lawyer in civil matters Civil lawyer in Georgia Civil lawyer in Zugdidi Civil lawyer in Batumi Civil lawyer in Sagarejo Civil lawyer in Marneuli Civil lawyer in Telavi Administrative lawyer in Tbilisi Administrative lawyer in Georgia Administrative lawyer in Zugdidi Criminal lawyer in Tbilisi Criminal lawyer in Georgia Criminal lawyer in Rustavi Criminal lawyer in Zugdidi Criminal lawyer in Sagarejo Criminal lawyer in Marneuli Lawyer in Tbilisi Criminal Lawyer in Batumi Criminal Lawyer in Sagarejo Business Lawyer in Rustavi Business Lawyer in Tbilisi Business Lawyer in Batumi Business Lawyer in Kutaisi Startup Lawyer in Tbilisi Law Firm in Tbilisi Law Firm in Georgia Law Firm in Rustavi Law Firm in Zugdidi Law Firm in Sagarejo Law Firm in Marneuli Law Firm in Telavi