Work permits, visas & immigration when hiring via Employer of Record (EOR) in the Caucasus Region

Table of contents:

• You'll love the Caucasus talent market. Until paperwork hits.

• Entry, visas & who can work where in the Caucasus region

• Work permit vs residence permit in the Caucasus

• Step-by-step: EOR immigration flow in Georgia, Armenia & Azerbaijan

• Common mistakes in DIY immigration (and how EOR avoids them)

• Work permits, visas & immigration: What each country requires from you

• Work visa timelines & costs per country

• Final compliance checklist in the Caucasus region

• Why EOR makes immigration easy in Georgia, Armenia & Azerbaijan

• Conclusion

You’ll love the Caucasus talent market. Until paperwork hits.

Hiring in the Caucasus region sounds smart, because it is.

You get access to top-tier talent at a fraction of Western European costs, unbeatable time zones bridging Europe, Asia, and the Middle East, and a dynamic workforce known for multilingual skills and tech-savvy creativity. Armenia’s developer scene, Georgia’s vibrant startup hubs, Azerbaijan’s engineering and energy specialists—there’s a lot to love here.

But there’s just one problem:

Immigration compliance in the Caucasus is a minefield.

Each country, Georgia, Armenia, and Azerbaijan, has its own distinct visa and work permit rules. Processes differ wildly, requirements evolve constantly, and mistakes don’t come cheap.

Your ideal candidate might be ready to go, but a misplaced document, misunderstood residency rule, or overlooked deadline can put your entire hiring strategy on hold.

This article isn’t about fluffy tips and vague warnings. It’s a detailed, hands-on guide to exactly what you’ll need to know about work permits, visas, and immigration when hiring via an Employer of Record (EOR) in Georgia, Armenia, and Azerbaijan.

No guesswork. No bureaucratic drama. Just clear, actionable information so you can hire with confidence, and stay legally compliant, from day one.

Let’s jump in.

Entry, visas & who can work where in the Caucasus region

The Caucasus region may look like a tight little triangle on the map, but immigration rules are completely different beasts.

Let’s break it down by country, so you don’t get caught assuming Georgia works like Azerbaijan (it doesn’t), or that Armenia’s visa-free charm means you can skip permits (you can’t).

Georgia: open arms, light paperwork

Georgia’s known for its business-friendliness, for locals and foreigners.

• No visa needed for most Western nationals for up to 365 days.

• Remote workers, freelancers, and digital nomads can show up and start working (though not legally employed by a Georgian company).

• If you're hiring locally through an EOR, work permits are not required for most foreign staff, because Georgia’s laws don’t require them for stays under 1 year.

But here’s the catch: this only works if you’re hiring via an entity (aka, your EOR). Hiring as a foreign company without an EOR provider in Georgia? Expect zero protection and a bunch of compliance risk.

Armenia: legal-but-slow

Armenia doesn’t require a visa for most travelers either.

• Foreigners can live and work freely, but you still need to register for employment legally.

• A residence permit is required for foreign nationals working in the long term.

• Processing times can stretch, so don’t count on rapid onboarding unless your EOR knows the local hacks.

Oh, and forget trying to call the migration office for a status update. They don’t do customer service. Your EOR provider in Armenia will.

Azerbaijan: all permits, no shortcuts

This is where things get serious.

• A visa is required for most nationalities before entering.

• A work permit + residence permit are mandatory, and they’re separate.

• You can’t start working until both are approved, which takes 4–8 weeks, sometimes longer.

• Labor quotas and position restrictions apply (especially in IT and finance), so not every role is eligible for foreign hire.

Bottom line: remote hiring in Azerbaijan without an EOR is like navigating a minefield blindfolded. You’ll need someone local, licensed, and connected.

So, who can work where, and how?

Region	Locals	Foreign Hires (without EOR)	Foreign Hires (via EOR)	Visa-Free Entry?	Work Permit Needed?
Georgia	Free to work	High risk, low compliance	Yes	Yes (365 days)	Not usually
Armenia	Free to work	Slow onboarding, legal grey	Yes	Yes	Yes (long-term)
Azerbaijan	Free to work	Risk of rejection/fines	Yes	No	Yes

Right-to-work checks? If you’re hiring anyone who isn’t a local citizen, you’re responsible, directly or via your EOR, for verifying their eligibility, getting documents filed, and ensuring they’re employed legally under local labor law. That includes:

• Confirming visa status

• Applying for permits on time

• Renewing contracts in sync with permits

Fail to do this, and you’re not just risking fines—you could get your operation blacklisted from future hiring in that country.

Work permit vs residence permit in the Caucasus

Same thing? Not even close.

But try explaining that to your lawyer in London who’s never hired outside the EU.

Here’s the deal: In the Caucasus, work and residence permits are two separate beasts. Sometimes you need both. Sometimes just one. And sometimes, neither, if you’re in the right country with the right setup.

Let’s break it down, region by region:

Georgia: The exception, not the rule

• Work permit? Not required for foreign nationals.

• Residence permit? Also not required for stays under 365 days for most countries (including the EU, US, Canada, Australia, etc.).

That means your new hire from Berlin can legally live and work in Georgia for up to a year, no paperwork needed (as long as they’re on your EOR’s payroll).

But here’s what gets companies in trouble:

You still need to register for employment properly if it’s long-term. And if your employee brings their family or plans to stick around? A residence permit becomes a must.

Use an EOR to track day-counts and handle the backend registration, so your “visa-free” hire doesn’t quietly become a compliance liability.

Armenia: Welcome, but with admin

• Work permit? Yes, unless the employee is exempt (executives, certain professionals).

• Residence permit? Yes, for anyone staying longer than 90 days and working.

Here’s the flow:

1. EOR applies for the work permit first.

2. Once granted, the employee gets a temporary residence permit.

3. Both are linked. One expires? The other one’s in trouble too.

Without both permits, your hire might be working illegally—even if they’re already living in Yerevan on a visa-free entry.

That’s why most foreign employers use an EOR: they combine both applications, keep timelines aligned, and avoid the bureaucratic pile-up.

Azerbaijan: Double permit territory

• Work permit? Mandatory. No exceptions.

• Residence permit? Also mandatory. No one gets to work without both.

Here’s what catches people off guard:

Your employee can’t just land with a visa and “figure it out.”

They need a sponsor (that’s your EOR), an approved job offer, and pre-approval from the migration authorities before they even board a plane.

Forget one of these steps, and your hire ends up flying home before onboarding day.

And yes, both permits expire. Both need renewal. Both take time.

So, to summarize?

Region	Work Permit Needed?	Residence Permit Needed?	Linked Together?	Typical Pitfalls
Georgia	Not usually	For under 365 days	❌	Not tracking days, assuming zero paperwork
Armenia	Usually	For >90 days	✅	Mistiming renewals, not knowing exemptions
Azerbaijan	Always	Always	✅	Paperwork delays, visa-denial risk

If you want to skip the guesswork, sync your hiring plan with local law, and make sure every permit matches your contract—work with an EOR who knows the local loop and the loopholes.

Local hires vs foreign employees: Who needs permits

This part’s simple, until it’s not.

Because in the Caucasus, permit rules don’t just depend on nationality.

They depend on location, job title, contract type, and in some cases, even whether your employee’s spouse is Armenian.

Let’s clear it up country-by-country:

Georgia: Locals? Free pass. Foreigners? Also, mostly fine.

• Georgian citizens: No permits. No paperwork. Hire and go.

• Foreigners: Most Western nationals (EU, UK, US, Canada, Australia) don’t need a work or residence permit if they’re staying under 365 days.

So technically, you can hire foreign talent through an EOR with no permits involved.

But here’s the trap:

If they work more than 183 days/year, they may become tax residents, with full reporting obligations. And if they stay longer than a year? Yup, they’ll need a residence permit to keep working.

Armenia: Citizens = simple. Everyone else = paperwork.

• Armenian citizens: No permits. Straightforward.

• Foreign employees:

• Need a work permit, unless they’re exempt (e.g., executives, certain categories).

• Also need a residence permit if they stay over 90 days.

You can’t skip either. And the two are tied together; mess up one, and the other’s invalid too.

Employers often forget that “remote contractors” living in Armenia might still require permits, especially if they’re being managed locally or using a workspace under your brand.

Azerbaijan: Foreign = permits. Local = zero drama.

• Azerbaijani citizens: No extra steps.

• Foreign workers: Must secure both a work permit and a temporary residence permit, no exceptions.

You also need a licensed local entity or EOR in Azerbaijan to sponsor them. There’s no way around that.

Even short-term stays (say, 60-day project work) require advance approval. There’s no “land and work” loophole here.

Step-by-step: EOR immigration flow in Georgia, Armenia & Azerbaijan

Hiring in the Caucasus isn’t rocket science. But it’s definitely not plug-and-play either.

Each country’s immigration system has its own rules, timelines, and, let’s be honest, quirks. If you try to wing it solo, you’ll end up buried in bureaucracy, chasing signatures, and Googling obscure ministry updates at 2 AM.

That’s where the Employer of Record model saves your sanity.

Here’s how immigration actually works under an EOR setup in Georgia, Armenia, and Azerbaijan, and what happens at every step:

Step 1: You choose your candidate (foreign or local)

No delays here. As soon as your new hire signs off, your EOR partner gets the green light to kick off the legal process. You don’t need a local entity, and you don’t need to figure out which visa fits which person; we’ve got that part mapped.

Step 2: EOR runs a work eligibility check

Before we file anything, we check whether the candidate:

• Is from a visa-exempt country (common in Georgia)

• Needs a visa plus work permit (standard in Armenia & Azerbaijan)

• Requires a residence + work permit combo (for long stays)

This avoids painful surprises later, like finding out your hire can’t legally work, even though they have already moved.

Step 3: EOR applies for the right permits

We handle all of it:

• Georgia: Most foreign hires don’t need a work visa. But if they stay beyond 90 days, they need a residence permit with work rights. We file everything with the Public Service Hall and follow up.

• Armenia: The employer applies for a work permit, then the employee applies for a work visa and residence permit. Timelines vary, but we fast-track wherever possible.

• Azerbaijan: It's strict. The EOR applies for the work permit with the State Migration Service. If approved, we will handle the visa issuance abroad. No legal work before this is complete.

You don’t lift a finger, except maybe to forward a scanned passport.

Step 4: Employee enters the country (or stays put if local)

Once permits are issued:

• We arrange legal onboarding

• The hire can officially start working

• You get confirmation + digital copies of all immigration paperwork

No illegal workarounds. No risk of mid-project deportation.

Step 5: Payroll, tax registration & reporting

Now that they’re legal, the EOR provider in Caucasus becomes their legal employer on paper. That means:

• Full payroll setup in-country

• Tax & social security registration

• Monthly filings with local authorities

It’s all included in the service fee. No third-party lawyers. No agency back-and-forth.

Step 6: Renewals & monitoring

In Georgia, Armenia, and Azerbaijan, work permits typically last 1 year, and the renewal process can sneak up on you fast. Good EORs don’t just file. We track expiry dates, start the process early, and flag risks before they blow up.

Common mistakes in DIY immigration (and how EOR avoids them)

Hiring in Georgia, Armenia, or Azerbaijan without a local entity sounds doable until you try doing it yourself.

What looked like a two-step visa process turns into weeks of back-and-forth with ministries that don’t answer emails, legal terms that don’t translate cleanly, and “official” rules that quietly changed last quarter.

We’ve worked with companies that came to us after something blew up. These are the mistakes we see most, and how an EOR keeps you out of that mess.

Skipping the labor market test (Armenia)

Armenian law requires employers to prove that no local could fill the role before sponsoring a foreigner. It’s called a labor market test, and it’s mandatory for most hires. Miss it? Your work permit gets denied, end of story.

With EOR, We handle the whole process through the Ministry of Labor and Social Affairs, including vacancy postings, justification, and approval tracking.

Thinking a residence permit equals work rights (Georgia & Azerbaijan)

In Georgia, a residence permit alone doesn’t give you work authorization unless it’s explicitly tied to employment. Same in Azerbaijan. Your new hire could be living in Tbilisi or Baku legally, but working illegally.

With EOR: We issue proper employment-based residence permits that tick both boxes—living and working, legally.

Misclassifying full-time workers as contractors

Hiring a remote dev in Armenia and paying them as a freelancer? If they’re working full-time, reporting to a manager, and using your tools, local authorities may call that disguised employment.

Risk: You pay back taxes, fines, and possibly get barred from future work permits.

With EOR, we handle classification, payroll taxes, and contracts according to local labor codes, so there’s no gray area.

Uploading the wrong document format (yes, seriously)

Armenia wants your passport copy as a JPEG, not a PDF. Georgia wants notarized translations. Azerbaijan requires apostilled diplomas. One wrong file, and your whole application gets kicked back.

With EOR, we know the preferred file formats, documentation quirks, and what actually triggers delays.

Underestimating the processing times (especially Azerbaijan)

“2 weeks” on paper can mean “6–8 weeks” in practice. And if you’re not checking in regularly, your file just sits there. We've seen hires stuck in limbo because someone assumed the process was automated.

With EOR, we follow up with ministries, escalate when needed, and get real-time updates to keep things moving.

Missing permit renewals

Work permits and residence cards don’t renew themselves. And the renewal windows in the Caucasus are narrow, often just 30 days before expiry. Miss the window, and you’re back at step one.

With EOR, we track all permit timelines and start renewals early, so your team stays legally employed.

Work permits, visas & immigration: What each country requires from you

One region. Three completely different rulebooks.

If you’re hiring through an Employer of Record (EOR) in the Caucasus Region, don’t expect a copy-paste playbook. Georgia, Armenia, and Azerbaijan all run their own visa and work permit systems, with their own paperwork, timelines, and legal traps.

Here’s what you’re really signing up for (unless you’re smart enough to let an EOR handle it).

Work permits, visas & immigration in Georgia: easiest on paper, tricky in practice

What’s required:

• Residence permit tied to employment

• Valid work contract with a locally registered employer (aka your EOR)

• Passport copy, notarized translation, and health insurance

• Proof of income or salary level for permit eligibility

• Registration at a local address

What catches people off guard:

• Many confuse the residence permit with work authorization—it’s not automatic unless handled via an employment-based application

• Visa-free entry doesn’t mean work-legal status

• Miss a single document (translation, notarization, format), and the clock resets

Read more: Work Permits & Visas When Hiring via EOR in Georgia →

Work permits, visas & immigration in Armenia: labor market test and permit maze

What’s required:

• Work permit issued by the Ministry of Labor and Social Affairs

• Labor market test to prove that the role can’t be filled by a local

• Employment contract, diploma copies, passport, photo, and translations

• Separate a temporary residence permit after the work permit is approved

• Proof of employer registration and compliance

Common failure point:

• Missing the labor market justification or rushing the permit before approval

• Forgetting that even short-term hires need formal clearance

• Misclassifying full-time employees as freelancers and facing retroactive fines

Read more: Hiring Foreign Workers in Armenia with an EOR →

Work permits, visas & immigration in Azerbaijan: strict quotas, no shortcuts

What’s required:

• Individual work permit + temporary residence permit

• The employer must have approval under the labor migration quota

• Role must be in high-demand sectors or prove local unavailability

• Apostilled diplomas, notarized translations, and an official job description

• Government fee payments and renewal plans in advance

Risk area:

• The quota cap, if it’s filled, you’re out of luck until next year

• The permit is tied to the employer. Change jobs = reapply from scratch

• All documents must be submitted in Azerbaijani, with official translations

Read more: Employer of Record in Azerbaijan: Work Permits & Compliance

Work visa timelines & costs per country

How long will it take? How much will it cost?

That’s the question every founder, ops lead, and HR manager asks once the excitement of hiring in the Caucasus hits the immigration wall.

Spoiler: timelines vary a lot. So do government fees, hidden costs (like translations), and how long your candidate might be stuck in “pending” mode.

Let’s break it down, country by country, so you know what to budget and when to breathe.

Georgia: fast process, low fees, but still not plug-and-play

• Visa? Not required for many nationalities (up to 1 year visa-free stay), but…

• Residence + Work Authorization? Yes, still required.

• Processing time: ~10 to 30 business days, depending on permit type

• Costs:

• Residence permit application: ~₾300–₾600 GEL (≈ $110–$220)

• Translation + notarization: ₾100+ per document

• No government fee for a separate work permit (it’s bundled with residence)

Bottom line: Cheap and fast if you know the system. If you don’t, it’s a guessing game with deadlines and delayed approvals.

Armenia: bureaucratic but predictable

• Visa? Short-term is not needed for many, but for long-term work: yes

• Work permit + Temporary residence permit: Both required

• Processing time:

• Work permit: 14–20 business days

• Residence permit: 30+ days after that

• Costs:

• Work permit: AMD 25,000 (≈ $65 USD)

• Residence permit: AMD 105,000 (≈ $275 USD)

• Legal translations & apostilles: ~$100+ depending on country of origin

Hidden time sink: Labor market test from the Ministry, required unless exempt (e.g., for exec roles or tech talent).

Azerbaijan: strict, slow, expensive

• Visa? Required to enter if not visa-exempt

• Work permit + Temporary residence permit: Both required

• Processing time:

• Work permit: up to 30 business days

• Residence permit: an additional 15–30 days

• Costs:

• Work permit fee: AZN 1,000–1,200 (≈ $590–$710 USD)

• Residence permit: AZN 1,000+ (≈ $590+ USD)

• Translation/legalization fees: ~$150+ per person

Quota risk: Even if your permit is clean, Azerbaijan caps foreign worker numbers per sector. Miss the window? You’re waiting for next year.

Final compliance checklist in the Caucasus region

Before your new hire shows up on Day 1, make sure you’re not missing anything that could blow up later.

When hiring in Georgia, Armenia, or Azerbaijan through an Employer of Record (EOR), you skip the entity setup, but not the responsibility. Compliance still matters. Bad paperwork = fines. Missing approvals = canceled permits.

Here’s your no-BS checklist:

Contract & employment docs

• Signed local employment contract (aligned with host country labor laws)

• Clear job description, salary terms, and benefits breakdown

• Proof of compliant working hours, probation, and leave entitlements

• Registered in the correct language (Georgian, Armenian, or Azerbaijani)

Visa & permit approvals

• Entry visa obtained (if required based on nationality)

• Valid work permit + residence permit approved and issued

• Employee passport scanned + stored securely

• All documents translated + notarized where needed

 Check specifics per country:

• Georgia visa & permit guide

• Armenia work permit process

• Azerbaijan EOR & immigration

Payroll & tax setup

• Social fund registration (mandatory in all 3 countries)

• Local income tax brackets applied

• Monthly payroll calendar confirmed

• Payslips in compliance with local law

• All mandatory contributions calculated & remitted on time

Benefits & insurance

• Proof of mandatory health coverage (public or private, depending onthe  country)

• Sick leave policies aligned with the law

• Optional perks (remote budget, coworking, hardware, etc.) recorded in contract

• Local emergency contact info collected

Workspace & equipment

• Is your team member working remotely from home or hybrid from a local space?

• Equipment provided by the employer? Add it to the asset register.

• Remote setup must be compliant with safety and ergonomics if required by law

Employer registration & EOR agreement

• Confirm your EOR is legally registered in each country

• Up-to-date EOR service agreement on file

• Clarity on who handles onboarding, visa renewals, and monthly filings

• Access to legal support or an escalation channel for compliance issues

Pro tip: Compliance isn’t only a checkbox

It’s the difference between scaling with confidence or getting flagged by the Ministry of Labor, losing your top hire, and restarting the process from scratch.

Your EOR should help keep this checklist tight. But you still need to know what’s on it.

Why EOR makes immigration easy in Georgia, Armenia & Azerbaijan

Remote hiring in the Caucasus feels easy until immigration starts kicking up red tape.

Every country has its own silent landmines:

• Georgia won’t ask for a work permit… until your employee stays past the “friendly visitor” phase.

• Armenia’s permit process looks simple on paper, but you’ll hit translation traps and labor office backlogs.

• Azerbaijan? Try figuring out who handles your documents when the rules shift mid-application.

And you’re doing this without a local entity? Good luck emailing ministries that don’t answer, hiring a lawyer for every new hire, and guessing whether your contractor’s technically working “illegally.”

Now, here’s what an Employer of Record (EOR) changes:

The EOR becomes the legal employer, so you don’t need a local entity

You keep control of the hire: they work for your team, follow your schedule, and report to your managers. But legally, the EOR is the one filing the paperwork, paying taxes, and making sure labor authorities stay off your back.

Immigration isn’t your headache anymore

No more calling embassies. No more asking “Do we need this notarized?”

The EOR handles:

• Entry visas

• Work permits

• Residence permits (when needed)

• Renewals & deadline reminders

• Local authority communication (yes, in the local language)

They know who to call. You just get an “approved” email.

Each country’s quirks? Already handled.

EOR In Georgia:

• No work permit needed, but residence paperwork still matters after 90 days.

• EOR handles public fund registration, taxes, and compliant contracts.

:

• Work permits are required for foreign nationals unless exempt.

• Armenian-language contracts are mandatory.

• EOR submits the Ministry of Labor applications (with local address backing).

EOR In Azerbaijan:

• Work & residence permits are bundled, and delays are common.

• EORs fast-track the process with on-the-ground relationships.

Want full details? See our local deep dives

→ Hiring through EOR in Georgia

→ Armenia's immigration process for employers

→ Azerbaijan EOR compliance guide

Full compliance, zero legal exposure

Your new team member won’t get stuck at the airport or be denied at immigration.

Their employment contract is locally compliant. Their taxes are correctly filed. Their visa isn’t going to expire quietly in the background.

And you won’t get hit with fines or blacklisted from future hiring because your “remote contractor” was really just an unregistered employee.

Conclusion

Remote hiring in the Caucasus can feel like unlocking a regional cheat code:

Senior engineers fluent in English, EU-adjacent time zones, and a talent pool that stays loyal.

But immigration?

It’s not “just paperwork.”

It’s where most companies stall.

One wrong form, one late filing, one misclassified hire, and suddenly you’re flagged by labor authorities, stuck in visa limbo, or dealing with fines you didn’t see coming.

And when you’re hiring in three countries with three sets of rules, it gets messy fast.

That’s why Employer of Record (EOR) exists.

Not to make things “easier”, to make them legally bulletproof, scalable, and actually work.

Team Up handles:

• Visas, work permits, and residence permits

• Labor compliance (even when laws change)

• Employment contracts, taxes, and payroll

• Your peace of mind

Whether you’re hiring your first developer in Tbilisi, scaling a 20-person support team in Yerevan, or setting up a lead gen crew in Baku, we know the ins, the outs, and the “don’t even try that”s of the Caucasus.

Ready to build legally and fast?

Let’s make hiring the easiest part of your expansion.