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Hiring & Recruiting in AmArmenia.






Country Capital



Dram (֏) (AMD

Hiring talented and hard-working employees in Armenia isn’t a task to take lightly. You have to meet all of Armenia’s employment compliance laws while recruiting candidates, onboarding the ones you hire, and continuing to run your parent company.

Fortunately, G-P makes it easier through Armenia hiring outsourcing. We offer an entire suite of global expansion services, one of which is recruiting and onboarding the best talent. As the Employer of Record, we’re even responsible for compliance, so you can truly focus on running your company.

Recruiting in Armenia

When you’re staffing and recruiting in Armenia — or any other unfamiliar country — you’ll need to be mindful of cultural nuances. A misunderstanding could be the only thing standing between your company and a talented new employee who will help it grow. Taking some time to learn about Armenian business etiquette and workplace culture before traveling abroad can make a world of difference. Keep the following considerations in mind as you start setting up interviews and meetings with potential hires in Armenia.

Learning about Armenian culture and business etiquette will help you through meetings and interviews, but you should also spend some time studying up on the logistics of staffing and recruiting in Armenia. You’ll need to consider a variety of factors when you’re sourcing talent, including the best recruitment channels in Armenia and the laws your company will need to follow to stay compliant abroad.

As you begin recruiting in Armenia, you’ll need to decide whether you want to handle staffing in-house or outsource the process. It can be challenging to find the right balance and make the most of your company’s time and money. Sourcing talent on your own can take months, and you’ll need to find the best newspapers and job boards to advertise your open positions. Professional networking can be difficult if you’re just entering the Armenian market.

On the other hand, costs can quickly add up if you choose to hire employees using a traditional recruiting firm overseas. For this reason, many companies that want to outsource the process choose to work with a global PEO that includes recruitment as part of their platform.

Laws Against Discrimination in Armenia

During the recruitment process, it’s important to make sure your company complies with all of the local laws and regulations for staffing in Armenia. The Armenian constitution prohibits discriminatory practices based on:

  • Ethnic or social origin.
  • Sex.
  • Skin color.
  • Race.
  • Genetic features.
  • Religion.
  • Language.
  • Political or other views.
  • Age.
  • Property status.
  • Disability.
  • Personal or social circumstances.

While some of these traits will probably come up as you’re getting to know potential employees, you’ll need to set them aside when making hiring decisions for your company.

How to Hire Employees in Armenia

Before you learn how to hire Armenian employees, you should understand the country’s culture and business practices. Although Armenia is known for its ease in doing business, it can help to establish in-country relationships. These relationships are important to Armenians, and they can help you navigate employment compliance laws, business deals, and more. Most workers have high skills for the area, but wages remain low. If you want to hire foreigners to work in Armenia, you won’t need an employment permit, which will make it relatively easy.

Armenia Employment Laws

One of the most important Armenian employment compliance laws is drafting a strong employment contract in the local language. Any compensation, bonus, or severance amounts should be in dram instead of another currency. The Labour Code says contracts must include the following:

  • Worker’s name and surname
  • Name of the company
  • Structural subdivision
  • Employment start date
  • Job description
  • Salary
  • Method of payment
  • Bonuses and additional payments
  • Probation period duration (if applicable)
  • Working hours
  • And more

Onboarding in Armenia

We recommend onboarding employees using a process that works best for your company. Not all businesses are the same, and the way you onboard your employees may not be the same as that of another Armenian company. However, you should start by reviewing the employment contract since it’s such an important part of the country’s labor laws. Then, you should provide job training that can help the employee succeed in their new position.

Although it may be difficult, you should try to travel to Armenia for the employee’s first day or week. Onboarding multiple employees at one time is a great way to save time and help new hires bond with one another.

Benefits of Hiring Outsourcing in Armenia

Sometimes it’s difficult to find the time to hire employees when you’re trying to run multiple company locations, handle payroll, source benefits, and more. Plus, companies expanding to Armenia have to establish a subsidiary before they can hire employees.

G-P makes it fast and easy to hire new employees through Armenia hiring outsourcing. You can use our Armenia PEO to start working fast — without establishing your own subsidiary. Our team of compliance experts will also be responsible for Armenia employment compliance instead of your company, giving you the chance to work without added stress.

Work With G-P To Expand Globally

G-P envisions a world without barriers to global expansion. Let us help you make the most of your move to Armenia with Armenia hiring outsourcing. Contact us today to learn more.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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