Hiring and contractually engaging employees as a business in Georgia

The hiring process begins with a job description that sets out duties, responsibilities, required qualifications, work location, and reporting line. Before signing a contract, verify identity, any required professional credentials, and, where applicable, authorization to perform the intended work. An employment contract should clearly specify the parties, position, start date, work location, working hours, compensation, payment schedule, and key obligations. An employment contract must be made in writing when the employment lasts more than one month. The fixed term, probationary period, confidentiality, use of work equipment, rights to work product, and termination must reflect the actual position and comply with legal requirements. A probationary period requires a written agreement and must not exceed the legally permitted duration. Contracts in multiple languages should specify which language version prevails in the event of discrepancies, without excluding mandatory employee rights. To distinguish an employee from an independent contractor, what matters is not only the heading and invoice, but especially the level of direction and control, integration into the organization, personal performance obligations, working hours, work equipment, and economic dependence. Misclassification can trigger retroactive employment, tax, and social security consequences. Changes to duties, compensation, working hours, or work location should be documented in writing and approved by the responsible people. Personnel files need controlled access and should contain the contract, amendments, identity and qualification documents, and relevant declarations in a readily verifiable form. Responsibilities for onboarding, time recording, absences, performance feedback, and contract changes should be assigned before work begins. Payroll tax, pension obligations, and occupational safety are then set up separately based on the specific employment arrangement.