Work permits for foreigners in Georgia from March 1, 2026: who is affected, deadlines, penalties, step‐by‐step instructions

From March 1, 2026, a new model for legalizing foreign labor will come into effect in Georgia: working (and in some cases, entrepreneurial activity) without the right to work/work permit will become an administrative offense punishable by fines. The basis for this is the Law on Labor Migration and the Government’s subordinate regulations.

Important: official texts often use the term “right to work” (meaning a work permit). We will use both terms to make it easier for the reader.

1. Regulatory framework and government portals

Key documents:

• Georgian Law “On Labor Migration” (new regulations come into force on March 1, 2026).
• Government of Georgia Resolution No. 70 of February 20, 2026 — approves the “Rules for Granting the Right to Work” and explicitly sets the effective date as March 1, 2026.

Portals:

• Labor migration system: labourmigration.moh.gov.ge (application submission, payment of fees, statuses).
• Labor market job portal: worknet.moh.gov.ge (job posting before hiring a foreigner).

2. Terms that are easy to get confused about

The documents divide foreigners into two broad groups:

A. Labour immigrant (a foreigner employed by a local employer)

This is a foreigner without permanent residence whose purpose is to work for a local employer in Georgia and perform paid work in Georgia or remotely.

B. Self‐employed alien (self‐employed foreigner)

This is a foreigner without permanent residence who is self‐employed and receives economic benefits (including trade, services, partnership, independent contracting, etc.).

3. Who is affected by the new rules

3.1. Employees of Georgian companies (including remote workers)

If you are employed by a local employer, the “right to work” system applies to both working “in Georgia” and working remotely for a local employer.

3.2. Self‐employed foreigners operating in Georgia

If you are actually operating in Georgia as a sole proprietor/partner/contractor and receiving income, you fall under the scope of regulation for self‐employed foreigners.

4. Who is not affected by the rules (or is only partially affected)

4.1. Exceptions based on status (no permit required)

Decree No. 70 explicitly provides for exceptions (e.g., if the person has permanent residence and certain statuses/grounds).

4.2. Fully remote work without the need to enter the country

The Law contains an important proviso: after obtaining the right to work, a foreigner does not need to comply with the D1/residence permit requirement if the activity is completely remote and does not require entry into Georgia.

Practical nuance:

• Decree No. 70 and the definitions in the Law include remote work for a Georgian employer within the scope of regulation.
• However, at the same time, the Law exempts “fully remote without entry” from the obligation to obtain a D1/residence permit.

In practice, this means that a remote employee of a Georgian company may be subject to the “right to work” procedure, but is not required to apply for a D1/residence permit if entry is not required. It is best to confirm the specific model on a case‐by‐case basis (status, location, type of contract, role, tax logic).

5. Transition period: who can “hold out” until 2027

If a foreign employee is already registered in the labourmigration.moh.gov.ge database and has active status as of March 1, 2026, they are required to obtain the right to work and the corresponding residence permit no later than January 1, 2027.

This is a key “window” for current employees to get everything in order without any worries.

6. What happens if you work without a permit: fines and control

The law clearly establishes liability:

• An employer/service organizer who allows a foreigner to work without the right to work is subject to a fine of 2,000 GEL for each foreigner.
• A foreigner (employee) working without a permit — a fine of 2,000 GEL.
• A self‐employed foreigner working without a permit — a fine of 2,000 GEL, repeated offenses — double the fine.

Who controls: The Resolution describes monitoring by the State Employment Support Agency, information exchange with the Labor Inspection Service, and, in the event of violations of residence status, cooperation with the Ministry of Internal Affairs of Georgia.

7. Step‐by‐step procedure for employers (hiring a foreigner)

Below is the basic algorithm from Resolution No. 70.

Step 1. Checking the local labor market through Worknet

Before submitting an application for a foreigner, the local employer is required to publish the vacancy on worknet.moh.gov.ge at least 10 working days in advance.

Step 2. Submit an application for the “right to work” through Labourmigration

After completing the Worknet stage, the employer submits an application through labourmigration.moh.gov.ge.

Processing times:

• standard — up to 30 calendar days,
• expedited — up to 10 working days.

The agency may request corrections/additional information — the deadline for addressing comments is specified as up to 10 calendar days.

Step 3. D1 or residence permit after obtaining the right to work

The law sets strict deadlines:

• if the person is not in Georgia — apply for a D1 visa within 30 calendar days;
• if the person is in Georgia, apply for a work residence permit or IT residence permit within 10 calendar days.

Exceptions: when the Worknet stage does not apply

Decree No. 70 provides for exceptions to the job posting procedure, including:

• companies with the status of “international company” (according to the Tax Code) and “innovative startup” (according to the law on innovation),
• cases where the salary is > 15,000 GEL/month (gross) and a higher education degree in the field is required.

8. Package of documents from the employer (summary)

Decree No. 70 stipulates that information and documents must be submitted, as well as proof of payment and certification of the application (electronic signature/electronic stamp).

In practice, the application usually includes:

• details of the employer and the responsible person,
• details of the foreigner (passport, personal number and residence permit, if available),
• details of the vacancy/position and qualifications,
• employment contract,
• proof of payment of the fee.

9. Step‐by‐step procedure for self‐employed foreigners (sole proprietors/contractors/partners)

Step 1. Submit an application via labourmigration.moh.gov.ge

The self‐employed person submits the application themselves (not the employer).

Step 2. Mandatory video interview

After submitting the information, the self‐employed person is required to undergo a video interview with the agency and confirm the application at the end.

Step 3. Decision (30 days/10 working days for expedited processing)

The deadlines are the same: standard up to 30 calendar days, expedited up to 10 working days.

Step 4. D1 or residence permit (10/30 days)

The D1/residence permit requirements and deadlines also apply (see section 7).

Self‐employed documents: what is usually required

Decree No. 70 refers to Appendix No. 2 (list of data/documents).

Such packages usually include a passport, information about qualifications/experience, as well as data on the business/activity (e.g., registration data, confirmation of turnover/finances, etc.). At ESPERO group, we put together the exact package for the client based on the scenario: “existing business” vs. “new activity” vs. “contract.”

10. Cost (state fees) and who pays

Decree No. 70 directly establishes the rates:

• standard (decision on the 30th calendar day) — 200 GEL;
• expedited (decision on the 10th working day) — 400 GEL;
• extension — 200 GEL.

Who pays:

• for an employee, the employer pays;
• for a self‐employed person, the applicant pays.

Payment is made cashless through the labourmigration.moh.gov.ge system.

11. Permit validity period

Decree No. 70 sets out the logic of the terms:

• the basic initial right is granted for a period of 6 months to 1 year;
• in the first 5 years, the extension is usually granted in “steps” of up to 1 year;
• longer terms are provided for the IT sector: up to 3 years (both initially and for extensions).

The rules also contain an important mechanism for “when the right takes effect”: for non‐IT cases, it is linked to obtaining a D1 or residence permit (with reservations).

12. Quotas and “zero” professions

Decree No. 70 stipulates that annual quotas may apply to certain professions/fields, and for some, the quota is 0, meaning that issuance is effectively impossible.

From the appendix with quotas:

• courier services — 0;
• passenger transport — 0;
• tourist guides — 0;
• exception: mountain/alpine/ski guides — 200.

13. When a permit may be terminated/cancelled

The law clearly states the grounds for termination for self‐employed persons: if a self‐employed foreigner has left Georgia for more than 6 months, this is grounds for termination of the right to work.

(For employment, there are other grounds: termination/cancellation of the contract, etc. — also described in the law.)

14. Quick answers to typical situations

15. Checklist before March 1, 2026

Employers

1. Check the foreigners on your staff: who is already registered with labourmigration and has active status as of March 1, 2026 (this allows for a transition until January 1, 2027).
2. Check contracts, positions, compliance with future requirements.
3. If you plan to hire, prepare the process of publishing vacancies on worknet (10 working days).

Individual entrepreneurs/self-employed

1. Determine whether you are actually conducting business in Georgia or whether your case is “completely remote without entry” (this significantly changes the obligations under D1/residence permit).
2. Prepare verifiable evidence of your business activities/qualifications (under Appendix No. 2) to pass the verification and video interview.

How ESPERO group assists with obtaining a work permit

We can take care of the entire process from start to finish — from correctly classifying your situation to submitting and monitoring your application:

• Case audit: employee/self‐employed/remote model/IT option, risks related to quotas and deadlines.
• Preparation of a package of documents (employer/self‐employed) in accordance with the requirements of Resolution No. 70 and the Law.
• Support for submission to labourmigration, status monitoring, responses to agency requests.
• Linking “permit → D1/residence permit” with 10/30‐day deadline monitoring.