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Georgia offers a cost-effective hiring environment in the Caucasus, with strong talent concentrated in Tbilisi and growing hubs like Batumi and Kutaisi. Your total employer cost combines gross salary with mandatory contributions to state pension and social security, plus any private benefits your company offers.
Below are average monthly costs for popular roles in 2026, combining typical market salaries with Georgia's standard employer pension contribution of 2% of gross salary and an estimated 1% for other payroll costs such as occupational safety, minor benefits, and administration. Figures are estimates for full-time roles in major cities and will vary by seniority, sector, and your benefits policy. USD values assume an exchange rate of roughly GEL 2.8 = USD 1 and are rounded.
- Software Engineer:
Average salary GEL 7,000 (≈ USD 2,500) + employer contributions GEL 210 (≈ USD 75) = Estimated Total Monthly Cost GEL 7,210 (≈ USD 2,575). Senior engineers, scarce tech stacks, and product-company experience can push compensation higher, especially in international or fintech businesses. - Product Manager:
Average salary GEL 8,400 (≈ USD 3,000) + employer contributions GEL 250 (≈ USD 90) = Estimated Total Monthly Cost GEL 8,650 (≈ USD 3,090). Product leaders with P&L responsibility or global SaaS exposure often negotiate performance bonuses or equity, which will increase your overall cost. - Marketing Specialist:
Average salary GEL 3,360 (≈ USD 1,200) + employer contributions GEL 100 (≈ USD 35) = Estimated Total Monthly Cost GEL 3,460 (≈ USD 1,235). Digital, performance, and English-language skills typically sit at the higher end of the range, especially in export-oriented and tech companies. - Customer Support Representative:
Average salary GEL 2,240 (≈ USD 800) + employer contributions GEL 70 (≈ USD 25) = Estimated Total Monthly Cost GEL 2,310 (≈ USD 825). Multilingual support (for example, English and another European language) or night-shift work usually attracts premiums or additional allowances. - HR Manager:
Average salary GEL 6,160 (≈ USD 2,200) + employer contributions GEL 190 (≈ USD 70) = Estimated Total Monthly Cost GEL 6,350 (≈ USD 2,270). HR leaders with experience in Georgian labor law, restructuring, and multinational standards can command higher salaries and may expect annual bonuses.
Figures may differ depending on current exchange rates and how you structure bonuses, private health coverage, allowances, and long-term incentives.
💡 Curious how much it would cost to hire your next role in Georgia? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Georgia, salary is only one part of your budget. You also need to plan for pension contributions, paid leave, public holidays, and how you handle bonuses, allowances, and potential termination costs.
In 2026, statutory employer pension contributions are generally 2% of gross salary, but your real cost of employment increases further once you factor in benefits, office or equipment costs, and any variable pay you decide to offer.
Leave and Paid Time Off
Employees in Georgia are entitled to at least 24 working days of paid annual leave and 15 days of paid sick leave per year, funded by the employer. There are around 15 public holidays, many widely observed, so you should factor these non-working days into capacity planning and productivity assumptions.
Mandatory Employer Contributions
The main statutory cost on top of salary is the employer contribution to Georgia's funded pension scheme, typically 2% of an employee's gross pay. While there is no broad separate employer social tax, your company must still budget for occupational safety, payroll administration, and any voluntary medical or supplemental benefits you provide.
Probation and Notice Periods
Georgian law allows probation periods of up to six months, during which termination can be simpler when properly documented in the contract. After probation, terminations generally require at least 30 calendar days' notice or payment in lieu, and certain grounds may also trigger severance obligations.
Compensation Structure and Bonuses
Compensation in Georgia is usually structured as a single gross salary, sometimes with performance bonuses or sales commissions on top. A 13th-month salary is not mandated and is uncommon, but many employers use discretionary annual bonuses or spot incentives, which you should treat as market-driven rather than statutory costs.
Social Security and Tax Compliance
Employers in Georgia must withhold 20% personal income tax from employees' salaries and remit both tax and pension contributions to the authorities, usually monthly. Timely and accurate reporting is essential, as late payments or incorrect filings can lead to penalties, interest, and potential audits.
Hiring and Engagement Models
If you do not have a local entity in Georgia, partnering with an Employer of Record lets you compliantly hire local talent while Playroll handles contracts, payroll, and statutory contributions. Companies with their own entities can hire directly, but must manage HR administration, tax withholding, and labor-law compliance in-house or via a local partner.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Georgia in 2026?
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In 2026, typical total employer costs in Georgia for mid-level hires range from about GEL 3,000-8,500 per month, including salary and the 2% employer pension contribution. Exact figures depend on role, seniority, and benefits.
Are there regional or industry-specific variations in employer costs in Georgia?
Employer costs in Georgia differ by location and sector, with Tbilisi and tech, finance, and BPO roles commanding higher salaries. Regional cities and traditional industries tend to offer more cost-effective hiring options.
What is the estimated timeline for hiring in Georgia?
Hiring in Georgia usually takes about 3-8 weeks from sourcing to offer, with longer timelines for specialist or senior roles. Simpler customer-support and junior positions can often be filled more quickly.
What factors impact the cost of hiring in Georgia?
Total hiring cost in Georgia is driven by role seniority, skills, sector, and city, as well as your benefits, bonuses, and contract terms. These choices can significantly increase or reduce overall employer spend.
How often do employment-cost rules change in Georgia?
Employment-cost rules in Georgia, including tax and pension rates, are generally stable but may change through legislative updates. Monitoring Georgian legal changes annually helps keep your payroll budgeting accurate and compliant.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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