Global HR Compliance in Tajikistan

If you’re considering hiring an international workforce or planning to do so, understanding Tajikistan’s labour legislation is crucial. This guide provides a comprehensive overview of employment agreements, termination procedures, employee benefits, and how Acumen International’s Employer of Record (EOR) services can support your business expansion in Tajikistan.

Employment Agreements in Tajikistan

Permanent Employment Contracts

A standard employment contract in Tajikistan should include:

• Employer’s name and address
• Employee’s full name, ID details, and tax identification number
• Job title and department
• Nature of work and any hazardous conditions
• Start date and contract duration (indefinite or fixed)
• Working hours and rest periods
• Salary and terms of payment
• Rights and obligations of both parties
• Terms for contract modification or termination
• Insurance details
• Responsibilities of both parties
• Contract date and reference number

Fixed-Term Contracts

Fixed-term contracts must not be used for permanent tasks. There is no set limit on the duration or number of renewals, but the role must be genuinely temporary in nature.

Termination and Severance in Tajikistan

Employee-Initiated Termination

Employees may terminate indefinite contracts with two weeks’ written notice. If the reason is urgent (e.g. unsafe conditions or misleading terms), they may leave without notice. Employees may also withdraw resignation during the notice period unless a replacement has been hired.

Employer-Initiated Termination

Employers may dismiss employees for reasons including:

• Liquidation or redundancy
• Lack of qualification or health limitations affecting performance
• Repeated failure to fulfil job duties
• Unjustified absences (including over three hours in a day)
• Prolonged illness (over four months)
• Misconduct, substance abuse, or behaviour leading to loss of trust
• Breach of labour protection or safety regulations
• Disclosure of confidential information
• Negative performance during probation
• Other serious violations as outlined in national labour legislation

Mutual Agreement

Labour contracts can be terminated by mutual consent. One party must send a written proposal; the other must respond within three business days. The termination date is mutually agreed upon.

Employment Compliance for Foreign Nationals

Foreign nationals in Tajikistan have the right to work on equal terms with local citizens. However, employment and termination must still comply with immigration and labour laws. Dismissals must not violate protected statuses (e.g. pregnant employees, workers with workplace injuries, or parents of children under age three).

Notice Period Requirements

• Employer:
  • Redundancy or liquidation: minimum 2 months
  • Incompetence or health-related termination: minimum 1 month
• Employee:
  • Standard resignation: 2 weeks’ notice.

Employee Benefits in Tajikistan

Statutory Benefits

• Annual Leave:
  Minimum of 24 calendar days. May be extended based on role, seniority, health status, or special category (e.g. teachers, researchers, disabled workers).
• Sick Leave:
  Employees must notify the employer of illness promptly. Medical certification is required for absences of three days or more. Compensation depends on tenure:
  • <5 years: 60% of earnings
  • ≥5 years: 70%
  • Work injury or occupational illness: 100%
• Maternity Leave:
  70 calendar days pre-birth, and 70–110 days post-birth (depending on complications or multiple births). Paid via the social insurance fund.
• Paternity and Parental Leave:
  Fathers or guardians may take unpaid childcare leave until the child reaches age 3. Parental benefits apply in cases where the mother is unavailable.

Non-Mandatory Benefits

Employers may offer additional perks to attract talent, including:

• Health or life insurance
• Transport or housing allowance
• Education support
• Bonuses or performance pay
• Extended leave or flexible schedules

Probation Period

Probation is optional and must be mutually agreed. It cannot exceed three months.

Overtime Regulations

• Must be voluntary and approved by the employee
• Prohibited after 12-hour shifts or in high-risk roles
• Daily limits:
  • 2 hours (hazardous work)
  • 4 hours (standard work)
• Annual cap: 120 hours
• Compensation: 100% pay on top of regular hourly rate.

Working Hours

The standard workweek in Tajikistan is 40 hours. Any deviation must be stated in the employment contract and justified by job nature or shift requirements.

How Acumen International Supports Your Employment Strategy in Tajikistan

Acumen International Global Employer of Record offers robust hiring solutions for companies that need to hire or relocate talent in Tajikistan without navigating the cost, delay, or complexity of setting up a local entity.

Hire Without Incorporation

Whether you’re exploring Tajikistan as a potential market or responding to project needs on the ground, we make it possible to engage local or foreign employees legally and rapidly without establishing a branch or subsidiary.

Legal Employment Without Compliance Risk

We act as the legal employer of record, taking full responsibility for employment contracts, payroll processing, statutory benefits, and tax compliance. You maintain operational oversight while we ensure your workforce setup adheres to Tajik labour law, avoiding risks tied to misclassification or non-compliance.

Support for Cross-Border Talent Mobility

If your workforce strategy includes relocating talent into Tajikistan or transferring Tajik-based professionals abroad, we manage work permits, visa sponsorships, and immigration compliance. Our mobility support helps avoid delays, rejected applications, and regulatory bottlenecks.

Insight-Driven Global Employment Planning

Use our Global Payroll Calculator to model employment costs, plan headcount budgets, and compare employment scenarios across multiple countries, including Tajikistan. This tool supports more accurate financial planning and helps you avoid hidden costs before committing.