Hiring guide in Uzbekistan

What should I know about hiring in Uzbekistan?

Hiring in Uzbekistan requires understanding the country’s legal, cultural, and economic framework. Employment is governed by the Labour Code, mandating written contracts, a 40-hour workweek, and compliance with regulations for overtime, termination, and social insurance contributions. Employers must also withhold income tax from employee salaries.

Cultural sensitivity is crucial, as respect for workplace hierarchy, local customs, and family values fosters positive relationships. Recruitment often relies on local job boards, networking, and proficiency in Uzbek or Russian. Key industries include IT, agriculture, and textiles, with additional benefits like housing allowances helping attract talent. While remote work is emerging, particularly in tech, employers must ensure legal compliance with all employment arrangements. A thoughtful approach to these aspects can help businesses navigate Uzbekistan’s hiring landscape effectively.

Why is Uzbekistan a good choice for finding remote employees?

Uzbekistan is an increasingly attractive choice for hiring remote employees due to its growing pool of skilled professionals, competitive labour costs, and improved digital infrastructure. The country has a young, educated workforce with a strong emphasis on STEM fields, particularly IT and software development. Many professionals are multilingual, fluent in Uzbek, Russian, and often English, making them well-suited for international collaboration.

Labour costs in Uzbekistan are relatively low compared to other markets, offering businesses cost-effective solutions without compromising talent quality. The government has also invested significantly in developing digital infrastructure, fostering an environment conducive to remote work. Initiatives to promote tech education and entrepreneurship have led to the rise of skilled freelancers and tech-savvy professionals eager to engage in remote opportunities.

Culturally, Uzbek professionals are known for their strong work ethic, adaptability, and respect for organisational structure. Their growing experience with global clients ensures they are familiar with international business practices. By hiring remote employees in Uzbekistan, businesses gain access to a talented workforce while benefiting from economic efficiency and a favourable time zone for collaboration across Europe and Asia.

How can Native Teams help you hire in Uzbekistan?

For a streamlined hiring process in Uzbekistan, Native Teams provides essential support through our Employer of Record services. Our solutions are crafted to navigate the intricacies of Uzbek employment regulations, cultural norms, business practices, and language considerations. Our team of skilled tax and legal professionals acts as your trusted partner throughout the recruitment journey in Uzbekistan. We ensure adherence to local payroll requirements, tax obligations, and HR documentation, allowing you to hire and integrate Uzbek talent into your remote team efficiently.

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Hire your first Uzbek employee with Native Teams.

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Legal requirements for hiring in Uzbekistan

Employers must follow a few essential laws and regulations to ensure a fully compliant employment process in Uzbekistan.

Legal framework

Types of employment contracts

Uzbekistan offers three main types of employment contracts: permanent, fixed-term, and temporary, each catering to different needs while ensuring employee protection.

Permanent contracts are indefinite agreements for long-term roles, providing job security, paid leave, and social security. They cannot be converted to fixed-term contracts without employee consent, and employers are prohibited from using fixed-term contracts to avoid these benefits.

Fixed-term contracts are limited to five years or specific tasks, with rights to termination by employees with two weeks’ notice. Employers may terminate them early for valid reasons, but premature termination for other reasons requires severance pay. If not formally ended within a week of expiry, these contracts automatically become permanent.

Temporary contracts address short-term needs, such as covering for employees on leave or specific tasks, often managed through outstaffing agencies.

All contracts protect employees’ rights to fair treatment and benefits, ensuring compliance and fostering a balanced work environment.

Content of an employment contract

Employment contracts in Uzbekistan must clearly define key terms to ensure legal compliance and clarity. According to Article 73 of the Labour Code, contracts must specify the place of work, job role, start date, duration (for fixed-term or task-based contracts), salary, and working conditions, ensuring remuneration meets or exceeds the legal minimum.

Employers can adjust working conditions due to technological or organisational changes, but employee consent is required unless otherwise specified by law. Employees may request adjustments for health reasons, pregnancy, or childcare needs. Changes in workplace location within the same employer do not require consent.

Contracts apply to individuals aged 16 and older, with limited exceptions for younger workers. Any changes to contract terms must be formalised through official employer directives.

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Oral, written or electronic employment contracts

In Uzbekistan, all employment contracts must be documented in writing to comply with legal standards and ensure proper management of employment relationships. This requirement applies to all employment types, including permanent, fixed-term, part-time, and temporary roles. Contracts must follow a standard form approved by the Cabinet of Ministers to maintain consistency.

Since January 1, 2020, all employment contracts, along with any modifications or terminations, must be registered in the Unified National Labour System (ENST). This system streamlines employment record management and ensures adherence to labour laws.

Contracts must be prepared in duplicate, with each party retaining a legally equivalent copy. Additionally, all contracts must meet minimum legal standards and cannot diminish the employee’s statutory rights or guarantees.

Probationary period

In Uzbekistan, the probationary period allows employers to assess a new employee’s suitability before confirming their position. This period must be explicitly stated in the employment contract; otherwise, the employee is considered hired without probation.

The standard probationary period is up to three months for regular employees and extendable to six months for executives, their deputies, chief accountants, and division heads. During this period, either party can terminate the contract with a three-day written notice.

Certain employees are exempt from probation, including:

• Pregnant women, parents with children under three, and single guardians.
• Socially vulnerable individuals in reserved positions.
• Recent graduates and first-time workers within set timeframes post-graduation.
• Minors under 18, trainees, apprentices, and employees on contracts under six months.
• Rehired employees with the same employer.

Employment contracts must adhere to labour laws, ensuring no conditions worsen the employee’s rights, violate anti-discrimination rules, or compromise dignity, health, or legality.

Working hours

Uzbekistan’s standard workweek is 40 hours, with daily limits of eight hours for a five-day week or seven hours for a six-day week.

Part-time work is allowed and required for pregnant women, parents of young children, and those with medical conditions. Employers can use summary recording for flexible schedules, with a maximum 12-hour shift and compliance over an accounting period of up to one year.

Reduced working hours apply to:

• Minors and employees with disabilities: 36 hours per week.
• High-stress or adverse conditions: 36 hours per week.
• Parents of children under three: 35 hours in budget organisations, negotiable elsewhere.

These regulations promote fair labour practices and accommodate diverse employee needs.

Breaks and night work

Night work in Uzbekistan, defined as hours between 22:00 and 06:00, is typically reduced by one hour per shift unless production conditions require otherwise. Night work must be compensated at a premium of at least 50% above the regular hourly rate, with specific rates determined through collective or employer agreements.

Employees are entitled to a meal and rest break lasting 30 minutes to two hours, not included in working hours. For shifts over eight hours, two breaks are required. Special breaks, such as for heavy lifting or breastfeeding, are included in working hours.

Employees must have at least 12 hours of rest between shifts. Weekly days off include two days for a five-day workweek and one day for a six-day workweek, with adjustments for continuous operations.

Annual leave

Employees in Uzbekistan are entitled to 21 consecutive days of paid basic annual leave, ensuring job security and salary retention during their time off. Annual leave includes both basic and additional leave:

• 1. Basic annual leave: The statutory minimum for all employees.
• 2. Additional leave: Granted under specific conditions to supplement basic entitlement.

Extended leave
Certain categories receive extended basic leave:

1. Minors (under 18) and Groups I and II disabled employees: 30 days.
2. State administrative employees: 27 days or more, as legally specified.
3. Additional leave may be granted based on job characteristics or collective agreements.

Calculation and limits
Annual leave is calculated in calendar days, excluding public holidays, with some workers using working days. Leave duration may reach 56 days for specific circumstances, while agreements or internal policies can allow further extensions.

This framework ensures employees’ rights to rest and recovery while maintaining flexibility for job-specific needs.

Holidays

• January 1 – New Year
• March 8 – International Women’s Day
• March 21 – Navruz (Spring Equinox)
• May 9 – Day of Remembrance and Honor
• September 1 – Independence Day
• October 1 – Teachers and Mentors Day
• December 8 – Constitution Day

Also: Islamic holidays such as Eid al-Fitr (Ramazon Hayit) and Eid al-Adha (Qurbon Hayit) are observed based on the lunar calendar. Their dates vary each year and are officially announced by the government.

Wages and contributions

Uzbekistan’s labour laws ensure transparent salary systems, timely payments, and fair settlement procedures to protect employee rights. Salaries are structured to include:

• Base salary: A fixed amount based on qualifications, job complexity, and working conditions, including compensatory payments for challenging environments.
• Additional payments: Includes bonuses, rewards, and compensation for unusual work conditions.

Employees who meet standard working hour requirements are entitled to at least the legally mandated minimum monthly wage. Salaries are negotiated between employers and employees, considering:

• Job complexity and conditions
• Employee qualifications and performance
• The organisation’s financial results

Salary structures, including tariffs and bonuses, are defined in collective agreements, internal policies, or employment contracts.

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To calculate the salary and taxes in Uzbekistan, click here.

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Sick leave

Sick leave policies in Uzbekistan provide employees with financial support during illness while outlining clear procedures and limitations.

• Employees are entitled to unlimited unpaid sick leave, but paid sick leave is capped at 30 calendar days per year, compensated at 60% to 80% of average earnings.
• Employees receive 100% of their average earnings during sick leave for work-related illnesses or injuries.

Sick leave for caring for a child under 14 years is allowed for up to 14 days with full pay; for older children or adult family members, it is limited to 7 days.

Parental and maternity leave

In Uzbekistan, parental leave provides extended support for both mothers and fathers, allowing them up to three years to care for their children, with flexible options for both paid and unpaid leave.

Parental leave begins after maternity leave ends and can be taken at any time within two years after childbirth. Both mothers and fathers can take parental leave, and other family members, like grandparents or guardians, can actively care for the child.

Parental leave can be extended up to one year if additional time is needed and the parent is not receiving benefits from the employer. Parents have the option to work part-time or remotely during this period if agreed upon with the employer, with rights and benefits intact under alternative working conditions.

In Uzbekistan, women are legally entitled to comprehensive pregnancy and maternity leave, which begins 70 days before delivery. This leave is crucial for supporting women’s well-being during and after pregnancy. Maternity leave lasts 126 days, starting 70 days before the expected delivery date. If the birth is delayed or involves multiple births, the leave can be extended by the doctor to 140 days.

A medical certificate from a healthcare institution, issued from the 30th week of pregnancy, is required to begin maternity leave. Employers who violate these provisions, such as allowing a pregnant employee to work during maternity leave, can face fines, but pregnant women are not penalised.

Termination of the employment relationship

In Uzbekistan, employment contracts can be terminated through various methods, each subject to specific legal provisions. The termination may occur by mutual agreement, where both the employer and the employee agree to end the contract under terms they jointly outline. Employees can also resign voluntarily by providing written notice, typically two weeks in advance.

Even if the employer does not accept the resignation, the employee can cease working after the notice period, and the employer is required to settle any financial obligations and provide a work record.

Employers, on the other hand, may initiate termination for various reasons, including misconduct, redundancy, or poor performance, following the proper procedures. In cases where the contract has a fixed term, it ends when the specified duration is completed. If an employee wishes to terminate a fixed-term contract early, they may incur a penalty, unless otherwise agreed upon by both parties.

Similarly, the employer may face penalties if they end the contract for reasons not related to the employee’s fault. Additionally, if the enterprise undergoes changes such as a change in ownership, merger, or reorganization, labour relations may continue with the employee’s consent, as outlined in Article 98 of the Labour Code of Uzbekistan.

Ordinary dismissal by employer

Employers have the right to end an employment contract for various reasons, including:

• Organizational adjustments: This includes changes in technology, company restructuring, or redundancies.
• Performance issues: Termination may be based on an employee’s inadequate qualifications, health problems affecting their ability to work, or persistent breaches of job responsibilities.
• Misconduct: A single serious breach of conduct can lead to dismissal.
• Part-time employment: An employer may end the contract if a full-time employee is hired to replace a part-time worker, or if there are changes in the conditions governing part-time work.
• Retirement: Dismissal can occur when an employee reaches retirement age and qualifies for a state pension.

In cases where termination is due to company reorganization or ownership change, consent from a trade union or employee representative body may be required, unless exceptions apply, such as enterprise liquidation or changes affecting top management roles.

Penalties for early termination of fixed-term contracts may apply depending on the contract terms, and both parties may be liable for penalties if specified in the contract.

Additionally, according to the Labour Code, the employer cannot unilaterally terminate the employment agreement, except in cases of company liquidation, for:

• A pregnant woman.
• A woman with a child under the age of three.

Finally, the Labour Code establishes a priority system for retaining certain employees. Specifically, when terminating an employment agreement due to changes in technology, organization of production, or reductions in work that affect staffing or job nature, employees with the highest qualifications and productivity have priority to retain their positions.

Notice period and challenging the dismissal

In Uzbekistan, employees cannot be terminated during temporary disability or statutory leave, except in cases of enterprise liquidation. Employees wishing to resign must provide 14 days’ notice. For employer-initiated terminations, notice periods vary: two months for technological changes, workforce reduction, or ownership changes; two weeks for health or qualification issues; and three days for misconduct, with compensation.

Employees can challenge dismissals in court within three months, with legal assistance from trade unions or labour bodies. Arbitration, a flexible alternative to court, is available for labour disputes if agreed upon by both parties. Arbitration decisions are binding and enforceable in court.

Rights and obligations of unemployed individuals

In Uzbekistan, the “Law on Employment of the Population” outlines the rights and obligations of unemployed individuals. Unemployed status can be denied to those who refuse two acceptable job offers within ten days, fail to report to labour authorities, are enrolled in school, receive pensions, or are self-employed, among others.

Unemployed individuals have the right to unemployment benefits for up to 26 weeks (13 weeks for first-time job seekers), professional training with stipends, and participation in community work programs. They also have access to the electronic calculation of work experience through the Unified National Labour System.

To maintain unemployment benefits, individuals must accept reasonable job offers, attend required meetings with labour authorities, and may be required to engage in public works, particularly for those under 35 with dependents. Refusing offers or failing to meet obligations can lead to the loss of benefits, and those who lose unemployment status can re-register after 30 days.

Severance pay

In Uzbekistan, severance pay is provided to employees upon the termination of their employment contract, helping to ease the financial burden of job loss. According to the Labour Code, employees are entitled to severance if their employment is terminated by the employer (except in cases of misconduct) or in circumstances beyond the employee’s control, such as organizational liquidation or conscription for military service.

The severance amount is determined by the employee’s length of service:

• 50% of average monthly earnings for up to 3 years.
• 75% for 3 to 5 years.
• 100% for 5 to 10 years.
• 150% for 10 to 50 years.
• 200% for more than 50 years.

Employers are required to pay severance within three days of termination if the employee is not present. Additionally, collective agreements or local acts may enhance severance benefits, and employees must be compensated for any unused leave at the time of termination.

Intellectual property rights

Uzbekistan’s IP framework is designed to protect the creative and innovative contributions of individuals and businesses, promoting the development of new technologies, creative works, and business practices. The transfer of intellectual property rights, including patents, trademarks, and copyrights, is governed by formal processes that require proper documentation and registration. Businesses operating in Uzbekistan must be mindful of these laws to protect their IP and to ensure they are in compliance with the country’s regulations.

Employee data privacy

In Uzbekistan, safeguarding employee data privacy is not merely a regulatory requirement but a fundamental aspect of upholding individual rights under the Law on Personal Data and associated regulations.

In Uzbekistan, employee data privacy is governed by the Law on Personal Data (2019) and the 2022 Resolution. Employees have rights to:

1. Information about data usage.
2. Access to their data.
3. Rectification of inaccuracies.
4. Erasure of unnecessary data.
5. Restriction of data processing.
6. Objection to certain data processing.
7. Data portability to another controller.

Employers must ensure data protection, seek consent, and allow employees to exercise these rights.

Prohibition of competition

In Uzbekistan, non-compete agreements are not specifically regulated by law, and there are no legal provisions that directly govern the prohibition of competition. While non-compete clauses are commonly used globally to protect business interests, in Uzbekistan, such clauses are considered problematic under current labour laws. These agreements generally prohibit employees from working for competitors or establishing competing businesses during or after employment, based on the knowledge and skills gained during their tenure.

Although the Labour Code does not explicitly address non-compete clauses, it does include provisions aimed at protecting trade secrets. For instance, Article 202 of the Labour Code holds employees financially accountable for disclosing trade secrets, and this responsibility is typically outlined in employment contracts. However, these provisions focus more on confidentiality rather than preventing competition.

Remote working policy

Uzbekistan’s remote work policy has evolved in response to the growing demand for flexible working arrangements, especially following the COVID-19 pandemic. A significant update to the Labour Code, effective April 30, 2023, introduced provisions specifically addressing remote work.

Remote work is defined as performing job duties from a location other than the employer’s premises, often using telecommunications networks such as the Internet. This arrangement can be permanent or temporary, depending on the needs of both the employer and the employee. Remote work schedules must adhere to the standard or reduced working hours set by law.

While remote workers may have more flexibility in managing their time, any work performed outside agreed hours, including weekends or holidays, should be compensated in line with legal requirements, which may include additional payments.

Responsibilities within a remote work arrangement

In Uzbekistan, remote work arrangements establish specific responsibilities for both employers and employees to ensure clear communication and efficient operation.

Electronic communication and document exchange
Both the employer and employee are required to communicate electronically, using methods that ensure the reliable identification of the sender. The exchange of documents should be documented, with both parties confirming receipt within the agreed timeframe.

• Employer’s responsibilities: The employer must send work-related documents, including orders, notices, and other written communication, to the remote worker in electronic format or by mail. Any required documents should be sent within three business days of the request.
• Employee’s rights: The remote worker has the right to request work-related explanations or additional information from the employer electronically.

Social security and benefits
For remote workers to access benefits like temporary disability or maternity pay, they must submit the necessary documents, either originals or authenticated copies. If required, the documents will be sent by mail.

Document handling
The employer is responsible for sending properly authenticated copies of work-related documents, such as contracts and orders, to the remote worker within the agreed timeframe (usually three business days) either by registered mail or electronically, depending on the request.

Health and safety at home

Uzbekistan’s health and safety regulations have been updated to address the specific challenges posed by remote work environments, ensuring that remote workers’ safety and well-being are prioritized just as much as those working in traditional office settings. The principles that guide health and safety for remote work include worker protection, adherence to relevant standards, a preventive approach, and collaborative management between employers, employees, and health and safety representatives.

Some of these principles are: 

• Establishing health and safety protocols: Employers should develop tailored health and safety protocols for remote work. These should address both physical (ergonomics) and mental health concerns, providing employees with clear guidelines on how to create a safe work environment at home.
• Risk assessments: Employers must conduct thorough risk assessments of remote work environments to identify potential hazards, such as ergonomic issues or mental health risks, and implement appropriate solutions.
• Providing safe equipment: Employers are responsible for providing remote workers with the necessary equipment to ensure a safe and ergonomic home office setup, such as desks, chairs, and computer accessories.
• Compensation: Employees are eligible for compensation in the case of work-related injuries or illnesses, even if these occur while working remotely. This ensures that remote workers are not at a disadvantage compared to on-site employees when it comes to health and safety protections.

By aligning the principles and responsibilities of remote work with existing health and safety standards, Uzbekistan ensures that remote workers are protected in all aspects of their employment, from their physical workspace to their mental health.

What are the advantages of hiring employees from Uzbekistan vs other countries?

Hiring employees from Uzbekistan offers several advantages over other countries. One of the main benefits is the cost-effectiveness, as labour costs in Uzbekistan are generally lower than in many Western and neighbouring countries. This provides businesses with an opportunity to reduce operational expenses while still accessing a skilled workforce. Uzbekistan also has a growing number of educated professionals, particularly in fields such as engineering, IT, and technical services, thanks to investments in education and vocational training.

Moreover, Uzbekistan’s labour laws are increasingly aligning with international standards, especially in areas like remote work and employee rights, making it easier to manage employees in compliance with modern work practices. The country’s strategic location in Central Asia further enhances its appeal, offering access to regional markets in Russia, China, and the broader Central Asian region. Additionally, Uzbek workers often possess strong linguistic skills, including proficiency in Russian, which can aid in communication and business integration with both Eastern and Western markets.

Also, Uzbekistan is becoming increasingly viable for remote work and smooth business operations. While other countries may offer more highly specialized skills in certain sectors, Uzbekistan presents a balanced combination of lower costs, growing expertise, and supportive business environments that make it an attractive option for hiring.

Why use Native Teams for hiring in Uzbekistan?

Native Teams lets you employ team members ‘like a local’ meaning you get all the benefits of a global team, wherever you are based. Here are the reasons why you should use Native Teams for hiring:

• No paperwork: We will handle all the necessary paperwork for you.
• Save on taxes: We help you handle your taxes.
• No company set up: You can expand your business using our company entitles.
• Online onboarding: We’re here to ensure your onboarding process is trouble-free.
• No accounting: We will handle all of your accounting needs, including invoicing, payroll, and more.
• Increase your profit: We assist you in growing your business and maximising your profits.
• Compliance expertise: we can assist your company in navigating the regulatory environments and ensure you meet all relevant requirements.

Local support: We can assist you in understanding and complying with the relevant local laws.