Employment contracts Uzbekistan

Get your free employment contract in Uzbekistan through Native Teams

Freelance Employers
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Employment contracts Uzbekistan

Get your free employment contract in Uzbekistan through Native Teams

Freelance Employers
Create contract

What should an employment contract in Uzbekistan include?

An employment contract in Uzbekistan should contain the following information:

  • Full names, addresses, and contact information of both the employer and the employee
  • Title of the position and detailed description of duties and responsibilities
  • Start date and, if applicable, end date of employment
  • Number of working hours per day/week
  • Salary amount and currency
  • Annual leave entitlement and accrual method
  • Clauses regarding confidentiality and handling of sensitive information
  • Conditions under which the contract can be terminated by either party
  • Signatures of both the employer and the employee

Both the employer and the employee should carefully review the contract terms before signing it.

What types of employment contracts exist in Uzbekistan?

1. Employee contract

Employee contracts in Uzbekistan are divided into two categories:

  • Indefinite-term employment contract: Employers in Uzbekistan typically use indefinite-term contracts to hire employees. These contracts enable employees to work for extended periods, making them the preferred choice for hiring permanent staff. Indefinite-term contracts don’t have a set end date. Termination of such contracts can be initiated by either the employer or the employee or through mutual agreement between both parties.
  • Definite-term employment contract: These contracts specify both a start date and an end date for the employment period. They automatically expire upon reaching the end date. Employers utilise temporary duration contracts to hire workers for short-term needs, such as seasonal jobs, temporary replacements, or to meet a temporary increase in workforce demand.

2. Probationary employment contract

This contract is for a trial period, allowing the employer to evaluate the employee’s performance and suitability for the role. The duration of the probation period is specified in the contract. Common probationary periods range from one to six months, but this can vary depending on the nature of the job and industry standards.

3. Apprenticeship or internship contract

    This type of contract is designed for trainees or interns, providing them with practical experience and training in a specific field. It usually includes specific terms about the training duration and objectives.

    How to hire employees in Uzbekistan? 

    When hiring staff in Uzbekistan, it’s vital to set up a legitimate business presence in the country. This involves completing the necessary registration with Uzbekistan authorities and acquiring an official business identification number. Adhering to local laws and regulations in Uzbekistan is also of utmost importance to guarantee that you’re fully aligned with legal requirements.

    However, by leveraging the Employer of Record solutions offered by Native Teams, you can concentrate on your company’s day-to-day operations while we manage the remaining aspects. Our services offer comprehensive support for lawful recruitment in Uzbekistan and various other countries worldwide.

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