Abstract
In the modern labor market, parallel employment of a person in different businesses is an opportunity to mitigate the economic dependence on only one employer and manage own welfare life. In 2019, the EU Labor Directive 2019/1125 on Transparent and Predictable Working Conditions, legally strengthened the freedom of an employee to work with different employers in case of will. Restriction of this freedom is allowed only in reasonable and precisely defined cases.
 The article explains the legal norm of the Labor Code of Georgia regulating parallel employment. Some wrong Georgian practices between competitors (employers) are criticized. In order to use the norm in a uniform and good sense, in order to understand the real purpose of parallel labor freedom, the models of European legal regulations, the provisions of 2019/1125 directive, and various laws/norms of Georgia are synchronized and analysed.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
