Employer of Record (EOR) in Uzbekistan
Looking to expand your business into Uzbekistan? Native Teams’ Employer of Record (EOR) service enables you to legally hire and manage employees in Uzbekistan without opening a local entity. We handle HR admin so your team can focus on operations and growth.
How does an EOR in Uzbekistan work?
When using EOR services, the employment responsibilities are divided between the EOR provider and you, the client. In other words, we handle administrative tasks, such as crafting employment contracts, running global payroll, and managing taxes, while you oversee your employees’ daily work. Your sole responsibility is to make payments to cover the running costs.
Who can use EOR services in Uzbekistan?
Native Teams' EOR service is designed for businesses of all sizes, whether you're a fast-growing startup, a mid-size company exploring new markets, or an enterprise looking to expand regionally.
If your company wants to hire employees in Uzbekistan without establishing a local office, test a new market before committing long-term, avoid the administrative and legal complexities of entity setup, and scale your team quickly and compliantly, then our EOR service is the right fit for you.
Features of Native Teams EOR services in Uzbekistan
When you onboard fresh staff members through Native Teams, they will be appropriately engaged under our entity and will be provided with a contract that adheres to all the employment laws and regulations in Uzbekistan.
We'll streamline HR administration through automation and store your employees' documentation within the Native Teams dashboard, granting you instant access with just a single click.
Figuring out salaries, taxes, benefits, and various deductions for your international staff can be difficult. Our payroll calculators will make this procedure easier, enabling you to handle payroll for your entire global workforce on a single platform.
Your newly hired employee will be entitled to receive all obligatory perks in Uzbekistan, including healthcare, insurance, and pension coverage. Furthermore, you have the option to provide additional benefits such as gym memberships and wellness choices if you wish!
Explore Uzbekistan’s labour laws in our hiring guide.
What legal requirements exist for employment in Uzbekistan
Employment contracts in Uzbekistan should be documented in writing and include details of employment conditions and the agreed-upon salary. These contracts are considered valid when signed by both parties.
Employers in Uzbekistan are obligated to pay their employees at least the minimum wage set by the government. Minimum wage rates may vary depending on the region and the employee's level of experience.
Employers are legally required to contribute to employee social security funds on a monthly basis. These contributions cover various benefits such as pensions for old age, survivors, disability, maternity, and other related issues.
Employers in Uzbekistan are responsible for withholding income tax from their employees' salaries and remitting it to the tax authorities as per the country's tax regulations.
Before commencing hiring activities in Uzbekistan, employers must obtain a Taxpayer Identification Number (TIN) for their company or organisation. This identification number is necessary for tax reporting purposes and is obtained through the relevant government authorities.
Employment laws in Uzbekistan mandate that employers provide a notice period of at least one month before terminating a permanent employee's contract, ensuring fair treatment and adequate time for transition.
Employers in Uzbekistan must adhere to occupational safety and health laws to ensure a clean and safe working environment free from hazards. Compliance with these regulations is essential for safeguarding employee well-being.
Please note that Uzbekistan laws and regulations can change. So, it’s important to keep abreast of the latest developments regarding labour law.
Why choose Native Teams as your Uzbekistan Employer of Record?
Native Teams is your all-in-one platform with a global presence across 85+ countries, including Uzbekistan. Our expertise in local labour laws regarding taxes, employment contracts, minimum wages, and social security contributions ensures that you’re on the safe side of the law in Uzbekistan. Cut down on the admin tasks when expanding in Uzbekistan, and let us take care of the legal legwork!
What you need to know?
An Employer of Record (EOR) is a third-party entity that assumes the legal responsibilities of employing workers for another company. The EOR handles tasks like payroll, tax compliance, benefits, and adhering to local labour laws.
EOR costs in Uzbekistan vary depending on the provider, number of employees, and specific service needs. Native Teams offers competitive pricing with custom business plans. To know more about our plans, please visit our pricing page.
An EOR fully takes on legal employment responsibilities such as payroll, taxes, and compliance, while a PEO shares these responsibilities with the client in a co-employment arrangement. EORs are ideal for companies expanding into new regions without establishing legal entities, whereas PEOs are better suited for businesses already operating in a country to streamline HR functions.
EOR providers act as legal employer, managing payroll, benefits, and employment contracts while ensuring compliance with labour laws. They mitigate risks by assuming liability for employment issues and offer HR support, allowing businesses to focus on their operations.
Yes, using an EOR in Uzbekistan is fully legal and complies with Uzbek labour regulations. Many international companies use EOR services to enter the Uzbek market.
An EOR allows businesses to avoid the complexities of setting up a legal entity in Uzbekistan. The EOR handles legal employment tasks, such as payroll and compliance, and provides flexibility to scale operations without the challenges of dissolving a company if plans change.
There is no legal limit on the number of employees a company can hire in Uzbekistan, as long as labour laws are followed. The number you can hire will depend on your business needs, financial capacity, and ability to manage your workforce effectively.