Global HR Compliance in Uzbekistan

Uzbekistan has a codified labour system with a heavily formalised approach to employment regulation. Employment relationships are subject to mandatory contract formalities, strict termination rules, and state-monitored compliance obligations.

Foreign companies entering the market without a legal entity face specific risks related to contract type enforcement, leave and severance entitlements, and limitations on unilateral dismissal. Immigration and employment regulations are interlinked, particularly for foreign nationals, and failure to follow local procedures can result in legal invalidation of work status or exposure to fines.

This guide provides a factual and procedural overview of how to hire, employ, and lawfully terminate staff in Uzbekistan. It is designed for experienced operators managing global headcount, assessing compliance frameworks, or exploring in-country presence without permanent establishment.

Hiring and Firing Workforce in Uzbekistan

Employment Agreements

Employment contracts must be concluded in writing, with signed copies retained by both the employer and the employee. Contracts can be indefinite, fixed-term (not exceeding five years), or tied to the completion of a specific project. A contract not stating duration is deemed indefinite by default. Contract content must include the employee’s function, work location, start date, remuneration terms, and both parties’ legal addresses. Signature by a duly authorised official is mandatory, and if the company uses a seal, this must be affixed.

Fixed-term contracts are permitted only when justified by objective circumstances. These include the nature of the work, employee preference, or other legally recognised factors. Misuse of fixed-term formats to avoid the protections of indefinite contracts can lead to reclassification and legal liability.

Probation Period

The probation period must be defined in the contract and generally may not exceed three months. During this period, either party may terminate the agreement with written notice. Employers must observe formal process and cannot bypass notice or severance if dismissal occurs outside probation or in breach of contract.

Working Hours and Overtime

The statutory working week is limited to 40 hours. Employees working six days per week may not exceed seven hours per day; those on a five-day schedule are limited to eight hours daily. Overtime is permitted only with the employee’s consent and is capped at four hours over two consecutive days, or 120 hours annually. Overtime is compensated at double the standard hourly rate or exchanged for equivalent time off at the employee’s request. Overtime is prohibited in roles involving hazardous or physically intensive work performed over long shifts.

Annual Leave

Employees are entitled to no less than 15 working days of paid annual leave. Leave accrual is based on calendar years of service. Extended leave of 30 calendar days applies to employees under 18 and to persons with certified disabilities. Leave must be scheduled in agreement with the employee and paid at a rate not less than average earnings over the previous period.

Sick Leave

Sick leave is not time-limited by statute. Employers must pay for temporary disability from their own funds. Continued absence due to illness triggers a referral to a medical commission, which determines the employee’s capacity for continued employment. Medical certification is required for all absences, and unapproved sick leave can justify disciplinary action. Employers may not dismiss employees on sick leave except in the case of full company liquidation.

Parental Leave

Women are entitled to 126 calendar days of paid maternity leave, split between 70 days pre-delivery and 56 days post-delivery. This is fully funded by the employer at the employee’s average wage. After this period, employees may take up to two years of childcare leave, compensated at a state-determined rate equivalent to two monthly minimum wages. During this time, part-time work is permitted, and all employment protections remain in place.

Paternity leave is not defined separately in law. However, in cases where the mother is unavailable due to medical or custodial reasons, the father, guardian, or other immediate relative may assume care and become eligible for equivalent leave rights.

Termination of Employment

Employees may resign by giving two weeks’ written notice. Employers may not refuse the resignation or require further justification unless specified otherwise in law. If the employer initiates termination, legal grounds must be met and formally documented. Termination is prohibited during an employee’s illness or approved leave, except in cases of employer liquidation.

Dismissal of pregnant women or those with a child under three years old is prohibited under all circumstances except company closure. If such dismissal becomes necessary due to liquidation, the employer must attempt to arrange re-employment elsewhere. Fixed-term contracts with these employees are extended automatically until the end of the protected period.

Mutual termination is allowed at any time and must be documented as an amendment to the employment contract, signed by both parties. Terms, compensation, and final payments must be clearly recorded.

Notice Periods

Dismissal by the employer requires two months’ written notice in cases of redundancy or liquidation. Where termination is due to the employee’s lack of qualification or fitness, two weeks’ notice is required. In all other cases, statutory procedures apply depending on the grounds for termination. Failure to issue notice within the correct timeframe—particularly at the end of a fixed-term contract—results in the contract being converted to indefinite status.

Employees must also provide two weeks’ written notice of resignation. After this period expires, the employer must issue final payment and documentation, including a signed employment record book.

Severance Pay

Employees dismissed due to redundancy, refusal to accept new working conditions, or circumstances beyond their control are entitled to severance of not less than one month’s average wage. No severance is payable in cases of voluntary resignation or dismissal for misconduct. In all redundancy cases, severance is payable regardless of the employee’s length of service, provided lawful procedures have been followed.

Employee Benefits and Contributions

Employers are required to provide statutory benefits including paid annual leave, paid maternity leave, sick leave, and time off for state holidays or bereavement.

Monthly employer contributions must be made to the employee’s personal pension account through the Unified Social Payment (USP) system. Failure to remit contributions results in fines and back-payment obligations.

Non-mandatory benefits are not regulated, but commonly include transport allowances, housing assistance, performance bonuses, and education support. Such benefits, if included in the employment contract or company policy, must be administered in a non-discriminatory and auditable manner.

Acumen International: Global Employment Services in Uzbekistan

Scope of Employment Support

Acumen International provides fully compliant employment structuring for foreign companies operating in Uzbekistan without a registered local entity. We act as the legal employer of record, executing employment contracts under national law while allowing our clients to retain operational direction of the employee. Our structure is built to support both indefinite roles and defined projects.

Employment and Payroll Delivery

We issue written employment agreements that meet Uzbekistan’s Labour Code requirements, file contracts with relevant local authorities when necessary, and maintain statutory records. We fully manage payroll: Salaries are calculated, taxed, and disbursed locally in line with current wage, pension, and tax rates. Termination processes, where applicable, are executed lawfully and documented in full.

Immigration and Work Authorisation

We facilitate legal employment of foreign nationals in Uzbekistan, managing work permits and compliance registrations. For local hires, we handle registration, tax ID setup, and mandatory fund contributions. Immigration timelines and permit quotas are managed in close coordination with local authorities.

Legal Compliance and Risk Mitigation

All employment is structured to eliminate legal ambiguity. Acumen assumes liability for tax reporting, payroll errors, and regulatory breaches tied to employment activity. Clients remain insulated from statutory audit exposure or misclassification risk. Our on-the-ground capability ensures that procedural requirements, such as contract formality, notice, and severance—are never mishandled.

Practical Use Scenarios

We support international employers entering Uzbekistan for project work, talent acquisition, or market testing. Our services allow you to operate immediately with a fully compliant workforce, without the delays or liabilities of establishing a permanent legal entity.