One employer project with a separate legal file for each person
International technology companies moving founders, managers, employees and accompanying families to Georgia.
- Georgian entity and employer readiness
- employee and family case matrix
- contracts and right-to-work filings
- IT and family residence applications
- payroll, arrival and renewal calendar
What this service covers
We coordinate the Georgian employer and every person’s work, residence, family and onboarding steps under one relocation plan, while keeping each employee’s application and deadline separate.
Shared employer evidence saves time, but work permission, residence and family eligibility remain person-specific decisions.
The employer plan and each person’s legal route must be tracked separately
A team move depends on shared company and employer evidence, but work rights and residence applications remain person-specific. We use a master timetable and individual checklists so one employee’s missing document does not obscure the rest of the project.
- Georgian entity, employer and payroll readiness
- Role, contract and right-to-work route for each worker
- IT Residence Permit or other lawful-stay and residence route
- Spouse, child and dependant documents
- Arrival, start-date, card and renewal milestones
Prepare the company once, then reuse reliable shared evidence
We identify which corporate records, turnover evidence, authorised-filer details and operating explanations are shared, then create person-specific role and application records around that common file.
- Entity formation or employer-readiness review
- Foreign-worker planning and vacancy or exception records
- Bilingual fixed-term employment agreements
- Position descriptions, payroll setup and start controls
- Shared evidence library and management reporting
Sequence work, residence and family filings around real travel dates
We collect only the facts and documents relevant to each person, flag apostille or legalisation before travel where useful, and show which family steps depend on the principal employee’s decision.
- Passport, lawful-stay and travel calendar
- Professional history and qualification evidence
- Civil-status records for spouses and children
- Certified Georgian translations and application appointments
- Post-arrival cards, family work-right questions and renewals
What to send us first
Begin with a team list and target dates. We create the shared employer evidence plan and an individual checklist for each employee and family rather than asking everyone for the same documents.
Send us first
- Georgian employer/entity details or formation plan
- Employee list, nationality, location, role and target start
- Draft contracts and detailed role descriptions
- Qualifications and professional records already available
- Passport and lawful-stay/travel information
- Spouse, child and dependant details
We prepare or coordinate
- Build the employer, employee and family case matrix
- Confirm each work-right and residence route
- Prepare shared company and individual application files
- Coordinate translations, filings, arrivals and payroll
- Maintain management reporting and renewal deadlines
Obtained or confirmed later
- Vacancy or exception evidence
- Apostilled/legalised family or professional documents selected after review
- Work-right and residence decisions
- Residence-card and payroll onboarding records
- Role-change, family work-right and renewal evidence
How the work usually proceeds
The exact order depends on the service and your documents. We confirm the steps and responsibilities before professional work begins.
- 01
build the employer, employee and family case matrix
- 02
confirm the entity, contracts, work-right and residence routes
- 03
prepare the shared corporate and individual evidence files
- 04
sequence applications, arrivals, payroll and family filings
- 05
handover cards, onboarding, change reporting and renewal dates
How this may look in a real case
A director, three developers and two families move under one shared employer file, six individual checklists and a master timetable that assigns responsibility for contracts, work rights, residence, family documents, payroll and arrival steps.
What can slow the process down
We check these points at the beginning and flag gaps before filing, so you can correct them while there is still time.
- Travel and employment start dates are promised before the entity, vacancy and work-right sequence is tested.
- A shared employer checklist replaces the separate eligibility and document review for each person.
- Family civil-status records are left for apostille, legalisation or correction after arrival.
- Contract, position, payroll and residence records describe the employee differently.
- Role changes, new hires and renewals are not added to the master project calendar.
A clear recommendation and a managed Georgian process
We give management one relocation timetable while maintaining a separate, accurate work, residence and family file for every person.
ITResidency.ge is operated by ASSIO LEX & ASSOCIATES LLC, the Georgian legal and business-services provider for the engagement.
- Entity and employer readiness
- Employee and family case matrix
- Contracts, work-right and residence filings
- Translation, travel, arrival and payroll coordination
- Management reporting, cards and renewals
Frequently asked questions
What does an IT team relocation service include?
The scope can cover Georgian entity or employer readiness, employment documents, right-to-work applications, residence routes, family files, payroll onboarding, arrival steps and a shared deadline tracker. Each person still has an individual legal file.
Does the company need a Georgian entity before employees relocate?
A Georgian employer is normally needed for the local employee route. Depending on the project, we may form or prepare the entity first, use an existing Georgian employer or confirm that a different work arrangement and route applies.
Can all employees use the IT Residence Permit?
No. Each person must fit one of the statutory profiles and, for an employee, the actual role and evidence must satisfy the qualifying IT occupation and other applicable tests. Non-qualifying employees may need another residence strategy.
Can spouses and children relocate with the employees?
Often yes, but the family category, civil records, legalisation, translation and submission order depend on the principal person’s residence route. A family residence permit does not automatically authorise the spouse to work.
What documents can the employer prepare once for the whole team?
Company extracts, authorised-filer records, operating explanations and some turnover or payroll evidence may be shared. Contracts, roles, passports, qualifications, work-right decisions, residence files and family records remain person-specific.
How early should a team relocation project start?
Start before employment start dates and travel are fixed. Entity setup, vacancy or exception steps, foreign-document legalisation, work-right decisions, residence processing and family dependencies can run on different clocks.
Can ITResidency.ge provide one status report for management?
Yes. We can maintain a master project tracker showing each person’s document gaps, filing stage, decision, travel dependency, payroll start and next deadline, while protecting individual personal information.
Can you continue after the team arrives?
The scope can extend to residence cards, payroll and accounting coordination, family work-right questions, employer or role changes, renewals and ongoing compliance.
