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Armenia Visa

Fees & Processes 2019

Armenia Employment & Work Permits 2019


Country Overview

Area: 29,700 SQ.KM.

Population:   2,962,000

Capital: YEREVAN (1,075,000)

Religion: Christianity




climate: summer 35c; winter 0c

Currency: Dram ($1 = 475 AMD)

average Monthly salary: $378

gdp growth (2018): 5.2%

gdp per capita: $4,212

wp doing business rank (2019): 41

unemployment RATE: 16.9%

inflation rate (2018): 2.5%

Work Permits for Foreign Workers

As a general rule, a holder of an Armenian visa is not entitled to work in Armenia unless s/he also holds a work permit. Highly skilled foreign specialists, business owners, executives and certain other categories of workers are exempt from work permit requirements.

The transfer of staff (skilled or non-qualified) is subject to obtaining a work permit and, where necessary, a temporary residence permit. In Armenia, for work permit requirements, no distinction is made between intra-company transfers, local hires or subcontracting employment. The work permit has to be applied for on behalf of the legal employer and is issued for the duration of the employment contract. The law requires the employer to search for Armenian citizens to do the job.


Work permit requirements do not apply to the following categories of foreigners:

  • Holders of permanent or special residency permits;
  • Holders of temporary residency permits if such permit is issued on the basis of being a family member of another holder of permanent (special, temporary) residency permit;
  • Founders, directors and representatives of commercial organizations with foreign investment;
  • Foreigners employed in representative offices of foreign companies;
  • Foreign specialists employed to install or repair machinery and other equipment purchased from foreign companies or to train local staff to operate such machinery or equipment;
  • Highly qualified foreign specialists in areas of natural sciences, information technologies (1. technician, operation and technical maintenance of computing equipment and computer systems; 2. technician, operation of computing machines, complexes, systems and networks; 3. web designer), agriculture (1. agriculture specialist; 2. farmer; 3. technician-cultivator), as well as foreigners with higher education in 1. information and communication technologies; 2. management and administration; 3. food technology; 4. finances;
  • Family members of diplomatic staff;
  • Foreigners working in border areas;
  • Short-term workers in areas of sports and culture;
  • Lecturers invited to lecture in Armenian educational institutions;
  • Accredited representatives of foreign media organizations;
  • Refugees and foreigners granted asylum;
  • Students working during vacations within exchange programs;
  • Foreigners arriving to Armenia on the basis of international agreements;
  • Foreigners exempted from work permit requirements by virtue of international agreements.

A business visitor cannot undertake work activities while in Armenia, unless these activities are exempted from work permit requirements. Permitted activities during a business trip include meetings, interviews, discussions, negotiations, exploring business opportunities, attending conferences, conducting site visits, taking orders or purchasing goods or services. Payment by an Armenian entity of salary or other remuneration would be evidence of work.

Employers which already employed foreign labor at the time the work permit regulations came into effect do not have to apply for work permits until the current employment agreements expire. However, they must present copies of such employment agreements to the Ministry of Labor and Social Affairs (MLSA) within 60 days. Any new hiring will require a work permit.

Exemption for workers employed by non-Armenian employers. 


Unless a foreign individual is exempted from work permit requirements, the employer must first obtain a work permit by applying to the MLSA. The migrant will normally then apply for a temporary residence permit in order to be granted the permission to live and work in Armenia.

The process at the MLSA involves a test of the Armenian market to ensure that there are no qualified and available Armenian workers to fill the position. If MLSA identifies Armenian nationals who may fit with the employer’s requirements they will be referred to the employer for an interview. The employer does not have to advertise the vacancy or to offer a certain wage (as long as the minimum monthly salary requirements are satisfied).

If no candidates are referred by the MSLA to the employer or if the employer rejects these candidates for valid reasons, the employer is then allowed to apply for a work permit for a particular foreigner. The work permit has a fixed term and is renewable on request. From the moment when a work permit is granted the foreign national can start working in Armenia.

After obtaining the work permit the foreign national has to file an application for a temporary residence permit at the Passport and Visa Department of the Police in Yerevan. The application must be accompanied by supporting documentation, including medical test results. The temporary residence card is issued within approximately 30-45 days of the application date.

Documents, Timeline & Costs

Under the current regulations obtaining a work permit can take as little as 13 business days.

The employer or the employee will have to pay the fees for obtaining a work permit (AMD 25,000 or around USD 52) and, if necessary, a temporary residence permit (AMD 105,000 or around USD 219).

The following documents must be filed by the employer with the MLSA:

  1. Application form
  2. Employee’s passport
  3. Diplomas and other documents showing education or qualification, with consular legalization (or Apostille)
  4. Two photographs (3×4 cm)
  5. Proof of payment of the government fees

All documents, except for the employee’s passport, are retained by the MLSA.


The Code of Administrative Offences provides penalties for immigration/work permit violations. Failure to obtain a work permit/residence permit is punishable by a monetary fine of AMD 100,000 to 150,000 (around USD 208 to 313). Overstaying a visa or otherwise violating the immigration status is punishable by a fine of AMD 50,000 to 100,000 (around USD 104 to 208).

If, after obtaining a work permit, the employer fails to provide the position the permit was obtained for, the employer must cover the return travel costs, living, and personal property transportation expenses of the employee and the family members accompanying them.

Employment Regulations

Employment Agreement

The employment agreement shall be executed in writing, in the form of a single document, in two copies - one for the employee and the other for the employer. The agreement shall comply with the labor regulations and the employee's rights and privileges guaranteed by the laws shall not be restricted. If any regulatory amendments are enacted that improve the employee's situation the employment agreement shall be amended accordingly.


The agreement shall contain the following information: 

  • Date of signature
  • Place of signature
  • Full names of the parties (employer and employee)
  • The number of the ID document and the social security number of the employee
  • Position or job description (duties)
  • Place of work
  • Department/unit
  • Type of the agreement (for a fixed or indefinite term, temporary etc.)
  • Start and end dates
  • Probation period (if any, but generally not exceeding 3 months)
  • Salary, bonuses and other compensation
  • Working hours
  • Annual leave
  • Note if the employment is concurrent, i.e. the employee is concurrently employed by another employer

The highlighted items are considered "essential terms" and their amendments shall follow a special procedure, including advance notices to the employee. 

The following are additional terms that must be included in employment agreements signed with foreign employees working on the basis of a work permit:

  • Transportation to and from Armenia
  • Accommodation
  • Insurance and other forms of social assistance
  • Address registration

The employer shall register the newly hired employee electronically with the tax office not later than on the first day of work. Moreover, the employer shall document all processes regarding the employee (hiring, firing etc.) in the form of employer's "internal acts" (orders, decrees, etc).


Employment agreements can be for a specific term or for an indefinite term. Normally, the employment agreement shall be signed for an indefinite term, while agreements for a specific term are allowed only in certain instances where the indefinite term is not suitable because of the nature or the conditions of the work. In addition, agreements for a specific term can be used: 

  • For seasonal works. The list of such work is established by a regulation
  • For temporary works for up to two months
  • To replace another employee who is temporarily absent
  • To hire a foreign worker for the duration of his/her work or residence permit
  • To hire an employee who has reached the age of retirement

There is a presumption that an agreement for a specific term is automatically converted into an agreement for an indefinite term if it is extended or if a new agreement is signed within one month following the expiration of the previous one. However, this presumption still does not work if the nature or the conditions of the work do not make it possible to sign an agreement for an indefinite term. 

Restrictive Covenants

Non-compete clauses and other restrictive covenants may not be enforceable in Armenia. 

Video surveillance

Employer's Internal Rules and Policies

The employer is expected to have in place the following internal rules and policies: 

  • Anti-discrimination policy that, among other things, also covers the hiring (recruitment) process and ensures equal pay for men and women (art. 3.1 and 180);
  • Work and rest (shift) schedules, including rules on overtime and on-call work, lunch breaks, additional and special breaks (art. 5, 142, 144(5), 152, 153, 218);
  • Document detailing the essential rights and obligations of the employer and the employees as well as the liability for non-fulfillment of such obligations (art. 218);
  • Annual leave policy (159(3));
  • Rules on hiring and firing, including rules for recruitment (art. 86, 218); 
  • Disciplinary rules (art. 5, 218);
  • Employee testing (art. 88);
  • Rewards and incentives (art. 178, 218);
  • Work safety and fire safety (art. 217, 248);
  • Employee health and safety as well as medical checks (art. 248, 249, 253, 258);
  • Emergency action plan (art. 250);
  • Internal investigations (art. 261);
  • Personal data collection and processing (art. 132, 134);
  • Record-keeping and document archiving (art. 5, 89, 142, 261).

It is the duty of the employer to notify the employee of all the internal policies, including disciplinary rules, working conditions, work safety and fire safety rules. 

Work Schedule

Work Week Duration

The regular work week in Armenia consists of five working days, Monday to Friday. As an exception it is possible for the employer to opt for a six-day work week, normally Monday to Saturday. If the nature of the work requires the business to operate during the weekends the employee shall get a another day off. The duration of work shall not exceed 40 hours  per week, irrespective of whether the employer has a five-day or a six-day work week. A shorter work week may be mandated by law (e.g. in case of minors or dangerous working conditions) or may be agreed upon by the employer and the employee (part-time work). If the employee works for two different employers (concurrent employment) or holds two positions (two employment agreements) with the same employer, the maximum duration of the work shall not exceed 12 hours per day (with certain exceptions for those employed by educational and medical institutions, energy suppliers etc., as specified by a decree, allowing 24-hour shifts). 

Overtime and On-Call Work

Overtime work is allowed only in certain situations where there is an emergency, a natural disaster, or if discontinuation of the work will result in material damages to the employer or a breach of its contractual obligations. The maximum duration of overtime work is limited to 4 hours per every two days and to 180 hours in a year. The total duration of the work (regular and overtime) shall not exceed 12 hours per day or 48 hours per week.  Restrictions on overtime work are not applicable to those holding managerial positions specified in the internal rules of the employer. Special rules on overtime work and night shifts apply to minors and pregnant women. 

An employee may be required to work on a non-working day or during non-working hours (on-call work), but not more frequently than on a weekly basis and no longer than 8 hours per day. If  the duration of on-call work exceeds these limits the employee can request time-off in the next month or to add that time to his/her annual vacation or to get a monetary compensation. 

Internal Rules and Record-Keeping

The employer shall enact internal rules establishing work and rest (shift) schedules, rules on overtime and on-call work, lunch breaks etc.  The employer is also required to keep details records of the attendance of each employee. 

Vacation and Leaves

Annual Leave

Employees are entitled to an annual leave of 20 working days (24 working days in case of a 6-day working week). Extended and additional holidays are available to certain categories of workers (dangerous, stressful etc.). The leave can be taken in a piecemeal manner but at least one portion of it shall last at least 10 working days. Employees are generally entitled to the annual leave after 6 months of work. Certain categories of workers are given the right to choose the time of their leave. Unused portions can be deferred to next years, but must be used not later than within 18 months. It is prohibited to accept a monetary compensation instead of the annual leave but if the employment relationship is terminated compensation for unused leave shall be paid. 

Maternity Leave

Maternity leave normally lasts 140 days (70 days before and 70 days after the delivery). The mother can take unpaid maternity leave up to three years after the birth of her child, keeping her position in the workplace. 

Lunch Break and Rest Between Shifts

An employee is entitled to a lunch break after working one half of the working hours for the day but not later than after 4 hours of work. The duration of the lunch break shall be set by the employer but shall not be shorter than 30 minutes or longer than 2 hours. Additional breaks are mandated by law for minors, nursing mothers, employees working in high and low temperatures, engaged in dangerous and stressful work etc. 

The time to rest between two working days (shifts) shall not be less than 11 hours, while the duration of the weekend rest (Saturday and Sunday) shall generally not be less than 35 hours. 

Special Leaves

In addition to the above, the Labor Code provides for the following types of leave:

  • Special leaves for students to prepare for exams;
  • Special leave for a disabled employee or for an employee caring for a disabled person - no longer than 30 days in a year;
  • Unpaid leave of up to two months for the spouse of the parent on maternity leave;
  • Leave in connection with marriage (three working days);
  • Bereavement leave in case of a death of a family member (at least three days).

Public Holidays

The following are non-working public holidays in Armenia (16 days in total):

  • January 1-2 (New Year Day)
  • January 3-5 (Pre-Christmas holidays)
  • January 6 (Christmas Day)
  • January 7 (The day of commemoration of all dead people after Christmas Day)
  • January 28 (Army Day)
  • March 8 (International Women's Day)
  • April 24 (Armenian Genocide Remembrance Day)
  • May 1 - International Workers's Day
  • May 9 - Victory and Peace Day
  • May 28 - Republic Day
  • July 5 - Constitution Day
  • September 21 - Independence Day
  • December 31 - New Year Days

Additional Requirement for Certain Works

  • Occupations that require medical testing
  • Work schedule for certain occupations established by the Government

public holidays

rent office space

record all minor workers, pregnant women, students and mothers of young children to comply with any restrictions on their work, those who have to undergo one-time or periodic medical testing

Minimum Salary 

As of 2018 the minimum monthly salary in Armenia is AMD 55,000 (US$115). Minimum hourly wages are AMD 330 (US$0.69), AMD 367 (US$0.77) and AMD 550 (US$1.15) for 40-hour, 36-hour and 24-hour work weeks respectively. These are net (after-tax) amounts and employers must gross them up to account for taxes. Thus, the minimum gross (before-tax) salary for full-time employment will be AMD 75,168 (US$157), including the net salary of AMD 55,000, the 23% income tax (AMD 17,289), the 2,5% social payment (AMD 1,879) and the flat military tax of AMD 1,000. 


Hard and dangerous labor shall be paid an additional premium of 30% (50% if the labor is extremely hard or dangerous).

Overtime work - 50%

Night work (10PM to 6AM) - 30%

Holidays and other non-working days - 100% (or an extra day off)

Can be paid in cash or via bank transfer (new regulations re restrictions on cash). Not later than the 15th day of the following month. Late payments are penalized by a 0.15% daily interest. 

Business trips - expenses plus daily allowance, as set by the government

Relocation or field work - compensation as set by the government

Advance payments

Vacation - average salary must be paid, at least three days before

Volunteer Work

Volunteer work is currently not regulated in Armenia, with the exception of certain provisions in the Law on Charity and the Law on Public Associations. Volunteers do not enter into employment agreement but instead may be required to sign an agreement for volunteer work. Work permit requirements do not apply to foreigners engaged in volunteer work. 


Men and women are entitled to equal pay. It is prohibited to compensate men and women differently for the same type of work.

  • Anti-discrimination policy that also covers the hiring (recruitment) process. The law prohibits discrimination based on sexagedisability, race, color, ethnic or social origin, genetic features, language, religion, worldview, political or other views, nationality, financial status, birth, or other personal and social circumstances (e.g. pregnancy). Any less favorable treatment shall be justified by a legitimate goal, and the means to achieve that goals shall be necessary and proportional. The policy should also provide for rules to ensure equal pay between male and female employees;

  • Labor Disputes

     - Statute of limitations

     - Special terms in the Civil Procedure Code

     - Actual employment relations (one-year SOL)

    - Arbitration clause

    2 month SOL to be restored to work. If restored must be paid compensation. If restoration is not possible then compensation for unpaid salary + one-time fee of 1-12 times the amount of monthly salary

    Employer's Liability

    Employer must compensate for personal injury (including professional illnesses) to the employee. According to the Civil Code.

    Insurance is not mandatory.

    No punitive damages and no moral damages. 

    Employer's responsibility for employee's actions and right of recourse

    Employee's Liability

    Cannot exceed 50% of the salary and shall not be less than the minimum salary

    Within one month the employer must make a decision and notify the employee of it

    Disciplinary measures: 

    • Warning
    • Strict warning
    • Termination of employment

    The decision must be founded, circumstances considered

    Written explanation to be requested from the employee

    Within one month of detection, within 6 months (1 month if detected by financial audit) of the commission/omission

    With certain exceptions Not more than 3 months' of wages unless he signed an agreement for full material liability



    Safety training & instructions

    Supply with protective measures

    Safety level - determined in accordance with law

    Normal working conditions (equipment in working condition; technical documentation; quality and timely supply of materials and instruments; energy supply; technical safety rules observance, proper lighting; heating, air conditioning; noise level; radiation level, vibration level)

    Equipment - safe, comfortable

    Accompanying documentation to be delivered to the employee

    Chemicals - labeling, special training for employees; equipment for measuring levels, collective protection mechanism, alerting systems etc.

    Evacuation plan

    Sanitary rooms

    Notify employees about all plans, analysis and measures related to their health

    Collective and individual protective measures

    First medical aid and transportation to medical institution

    Determine factors that affect pregnant women and mothers

  • Medical checks (minors, professional risks, night shifts, and certain professions specifically mentioned in the Code) - agreement with a medical institution. Pregnant women can visit medical institutions 258

  • Termination

    Employment agreements can be for a specific term or for an indefinite term.

    Other grounds for termination are:


    Employment for an indefinite term can be terminated at the initiative of the employer if at least one of the legal grounds for such termination exists (see table below).

    Legal Basis for Termination

    Advance Notice

    Severance Pay

    Dissolution of the Company (Employer)

    Two months

    One month's wages

    Layoffs caused by "production necessity" (i.e. urgent and unpredictable circumstances) or changes in 1) volumes of production; 2) economic conditions; 3) technological conditions; 4) conditions of labor organization

    Employee does not meet the requirements for the position to be held or the work to be performed

    Long-term disability of the employee

    Employee reaching the age of retirement (63 or 65 years), if provided by employment agreement

    Employment duration:

    Less than 1 year

    14 days

    10 days' wages

    One to five years

    35 days

    25 days' wages

    Five to ten years

    42 days

    30 days' wages

    Ten to fifteen years

    49 days

    35 days' wages

    More than fifteen years

    60 days

    44 day's wages

    Regular failure by employee to perform his/her duties without a valid reason (two disciplinary measures in the past)



    Loss of confidence in the employee (material damage, disclosure of secrets etc.)

    Employee reports to work under influence of alcohol or drugs

    Employee's absence from work for a whole working day (shift), without a valid reason

    Employee's refusal to undergo compulsory medical examination

    Offer was made to take another position.

    Inform the Employment Department about layoffs (10% of the staff but not less than 10 employees) at least two months in advance

    Penalties for breaking the law; the enforcing agency; criminal provisions for ..

    Apprenticeship - max. 6 months and min. salary shall be paid

    Disabled people


    Our Services

    • Visa (E-Visa) 
    • Invitation Letter
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    • Work Permit
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    • Special Residence
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    • Bank Account
    • Tax ID Number
    • Social Security Number
    • Tax Residency Certificate
    • Address Registration
    • Company Registration
    • Legal Address
    • Real Estate Purchase
    • Certified Translation
    • Power of Attorney

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    Armenia Visa Form 2018.03.31

    Why Armenia

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    E-Visa and Visa on Arrival for Indian Nationals

    On Nov. 22, 2017, Armenia became the easiest country for Indian nationals to visit in Europe. As they can get visa on arrival or a visa online (e-visa) before their arrival to Armenia. Alternatively, they can simply buy tickets, come to Armenia and get a visa on arrival at the airport or other crossing points at the borders with Georgia or Iran.

    The decision to liberalize visa regime with India was taken by the Armenian government on November 16, 2017,  following President Sargsyan’s visit to India earlier in November. The official decision is available at the official legislative website. Now all Indian nationals, irrespective of their residence,qualify for e-visas or visas on arrival. Armenia issues visas valid for 21 or 120 days, extendable by another 60 days. For longer stays residence permits are issued.

    With these changes Armenia has become the most attractive country in Europe for Indians, at least from the immigration point of view. Earlier in 2017 Serbia exempted Indians from visa requirements. But the maximum stay there is limited to 30 days in a year. Visitors also must show proof of sufficient financial means (50 euros per day). Ukraine also recently allowed Indians to get visas on arrival, however visas are issued for up to 15 days and the paperwork involved (insurance, invitation, proof of financial means) is still considerable.



    Visa on Arrival


    Max. Stay (Days)


































    Invitation Letter

    If you do not qualify for visa-free travel or visa on arrival/e-visa you will need an invitation letter from an individual or a legal entity in Armenia. There are exceptions for citizens of Iraq who may apply for a visa at the Armenian embassy without an invitation letter and citizens of Egypt and Syria who may also get Armenian visas without invitation, at the discretion of the consular officer.

    Moreover, invitation letters are not required for ethnic Armenians (i.e. those who have Armenian ancestors). If you are Armenian by descent you can obtain a visa by showing evidence of your Armenian origin, e.g. a passport, birth certificate or certified baptism certificate attesting to your or your parents’ Armenian descent. Immediate relatives of Armenian citizens or ethnic Armenians (spouse, parent, son, daughter, sister, brother, grand-parents, grand-children) are also exempt from invitation letter requirements.

    The consular officer may, at his discretion, not require an invitation letter from a foreigner who has a permanent resident status in the U.S., Australia, Canada, Japan, UK, New Zealand, Switzerland or a Schengen country (except for Spain, Portugal and Greece).

    Invitation letters issued by individuals must be filed with the Visa Department of the Police, and those issued by legal entities must be filed with the Ministry of Foreign Affairs. The approval is possible only after a security check which may take 2-3 weeks or even longer.

    Visa Classes

    There are several classes of visitor visas: tourism and visits to family and friends (V-1); family reunification (V-2); medical treatment (V-3); studies (V-4); attendance to cultural, athletic, scientific or other events (V-5); participation in humanitarian, charitable, technical assistance and similar programs (V-6); business, investment or work (V-7); crew members (V-8). The procedure for obtaining a visitor visa is generally the same irrespective of the specific purpose of the visit.

    Armenian embassies do not issue long-term visas. If you need to stay in Armenia for longer periods you will need to obtain a residence permit (temporary, permanent or special). The residence permits are issued only in Armenia, they cannot be obtained at the embassies abroad.

    Visa Fees & Extension

    Visa Class

    Validity Term

    Government Fees


    Extension Fee


    21 days, single

    $6 (AMD 3,000)

    Max. 60 days

    $1 (AMD 500) per day

    120 days, single

    $31 (AMD 15,000)

    60 days, multiple

    $42 (AMD 20,000)

    120 days, multiple

    $83 (AMD 40,000)


    3 days, single

    $21 (AMD 10,000)

    Max. 4 days

    3 days, multiple

    $37 (AMD 18,000)

    Documents Required

    In order to get a visa at an Armenian embassy (if you do not qualify for visa-free travel or visa on arrival) you will be generally required to submit a valid passport, a visa application form and a passport-sized colored photograph. You will also have to pay the corresponding visa fee. Visas are issued at the discretion of the consular officer and additional documents may be requested to determine if you have a legitimate purpose and sufficient financial means to visit Armenia (e.g. invitation letter, hotel booking, tax returns, bank account statements etc.). 

    Visa Overstay

    Under Armenian law visa overstay is an administrative offense currently punishable by a monetary fine of US $105 to 209 (AMD 50,000 to 100,000).

    Penalties (Fines) for Visa Overstay in Armenia (Click to Expand)


    Currently Armenia has 22 embassies in Europe, 1 embassy in Africa, 13 embassies in Asia and 5 embassies in the Americas. 

    Frequently Asked Questions

    How long does it take to get a visa?

    There is no Armenian embassy in my country. What can I do?

    How can I get an invitation letter from Armenia?

    What happens if I overstay my visa?

    Do I need a work permit to work in Armenia?

    My passport expires soon. Will I have problems entering Armenia?

    How much cash am I allowed to bring to Armenia?

    Do I have to show proof of vaccinations?

    How can I get a residence permit (TRP or PR)?

    How can I get an Armenian passport?

    Investment Opportunities

    Vacation Property Investment

    Units are now for sale in an apart hotel ideally located in the ski resort town of Tsaghkadzor (valley of flowers in Armenian), the most desirable tourist destination in Armenia, only 50km north of the capital Yerevan. Surrounded with alpine meadows, the town is situated at a height of 1,841 meters above sea level. Summers in Tsaghkadzor are mild, winters are cold and snowy. The skiing season normally starts in mid December and stretches well into March with the top slopes often fit for skiing in April. The infrastructure of tourism is highly developed in Tsaghkadzor, which is the second Armenian city after Yerevan to have the largest number of hotels. 

    • Units from only $23,000
    • Up to 20% ROI yearly
    • 100% ownership
    • Turnkey project
    • Opens early 2020
    • Regular income
    • Growing property market
    • Capital growth potential
    • Low taxes
    • No stamp duties
    • No capital gains tax
    • 10%+ tourism growth
    • Exceptional safety
    • Mountains & skiing
    • Tasty food

    Residents will enjoy a great view of the mountains. A professional company will manage the property. You may choose to personally use the property or rent it out and make extra money. Higher occupancy and rental rates means more income and higher resale profits. Tourism is growing by over 10% a year, making Tsaghkadzor a perfect place to earn a good return on property investment.

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    Nerses Isajanyan


    LL.M. Georgetown University

    New York Bar | Armenia Chamber of Advocates

    We are a team of licensed immigration lawyers based in Armenia and Georgia. Our primary commitment is to provide quality service to clients at a compelling value that helps manage risk, overcome regulatory issues and advance their personal and business goals. We combine local experience with international expertise to provide quality legal advice in prompt, effective and efficient manner. 

    For more information on Armenian visas please fill out the free online inquiry form or email us at [email protected] .

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