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Uzbekistan is an emerging talent market in Central Asia, offering a growing pool of educated, multilingual professionals and increasingly competitive labour costs. With ongoing economic reforms, improved ease of doing business, and strong government support for digital transformation, Uzbekistan is becoming an attractive destination for companies looking to hire remote talent or establish a presence in the region. Its strategic location between Europe and Asia, along with investments in infrastructure and education, makes it a promising market for international expansion.
Uzbekistan offers a developing yet increasingly skilled workforce, with a focus on education and multilingual capabilities, making it an appealing destination for businesses expanding in Central Asia. Labour costs remain competitive compared to regional peers, supporting cost-effective hiring. Employers must comply with local labour laws that regulate employment contracts, minimum wages, working hours, social security contributions, and employee protections. Understanding these regulations is essential to ensure legal compliance and smooth workforce management when hiring locally or managing remote teams.
Discover more about salaries, employment costs, and legal requirements for hiring in Uzbekistan. Get the full hiring guide now!
In Uzbekistan, employment contracts must be in writing and comply with the Labour Code. Contracts can be either fixed-term or indefinite-term and must clearly specify essential terms such as job duties, salary, working hours, and conditions of work. The contract should also address social security and other statutory benefits.
Notice periods: Typically range from 1 to 3 months.
Termination of employment: Varies based on the nature of the contract and grounds for dismissal.
Want to ensure compliance when hiring in Uzbekistan? Get our full template now!
Employers in Uzbekistan offer a range of mandatory and voluntary benefits designed to support employee welfare and enhance retention. While certain benefits are legally required, many companies offer additional perks to remain competitive and attract top talent.
Want a full breakdown of all employee benefits available in Uzbekistan?
In Uzbekistan, payroll typically follows a monthly cycle to ensure consistent employee compensation. Employers must provide employees with detailed statements of salary calculations and deductions upon request. Any delay in salary payment may result in financial penalties for the employer.
Salary payment deadline: Monthly, usually with two instalments.
Taxes and contributions payment deadline: The date is aligned with the payroll cycle.
Payroll declarations deadline: The date is usually aligned with the monthly payroll cycle.
Uzbekistan’s labour framework is governed by the Labour Code, which regulates essential aspects of employment such as contract types, working hours, minimum wage, probationary periods, and employer responsibilities. Compliance with these legal requirements is critical for companies hiring local employees or managing distributed teams within Uzbekistan.
Total employment cost:
Minimum wage: 1,155,000 UZS
Probation period: Up to 6 months
In Uzbekistan, foreign nationals seeking employment must obtain a "Confirmation" to work legally. This process is managed by the Agency for External Labor Migration through electronic systems like the "License" portal and the "Unified Portal of Interactive Public Services." Highly qualified professionals benefit from simplified visa processes and can work part-time without additional Confirmation. Those working remotely from abroad are exempt from obtaining this Confirmation.
Types of permits: EU, US, and Kosovo nationals can get a five-year Unique permit; other foreign nationals may receive permits of varying lengths.
Process length: Up to 5 working days
Process cost: 1800€
Want to learn more about obtaining visas and work permits in Uzbekistan? Get our full country handbook now, or click here to find out more!
Engaging an Employer of Record (EOR) service in Uzbekistan enables you to legally hire talent without setting up a local legal entity. The EOR serves as the official employer on your behalf, taking full responsibility for:
Native Teams provides a payroll calculator adjusted per Uzbek labour laws. Using our calculator, you can easily estimate net and gross salaries, employer/employee contributions, and other mandatory deductions in the country.
Note: The information provided above is for general guidance only and should not be considered a substitute for legal advice. We strongly recommend consulting with qualified professionals who specialise in local labour laws before making any hiring decisions. While the data was accurate at the time of writing, labour regulations are subject to change, and it is your responsibility to stay informed about the latest developments.
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Freelancers and gig workers in Uzbekistan are generally considered self-employed and must register with the local tax authorities. They are responsible for managing their own tax obligations, including paying personal income tax and social security contributions where applicable. As a client, you are typically not liable for their tax or social insurance payments. However, it is important to ensure that the working arrangement clearly defines an independent contractor relationship to avoid misclassification risks. Having a well-drafted contract outlining the scope of work, deliverables, deadlines, and payment terms is strongly recommended to protect both parties.
