Uzbekistan

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Country Snapshot

The GPS Country Snapshot includes 25 sections of information about labor law compliance in Uzbekistan. See a sample of popular sections below.

Termination of Employment

An employer must notify an employee of their termination in writing with the following advance notice depending on the reason for termination:

  • Changes in technology, production and labor organization, the reduction of the volume of work that led to a change in the number of employees or the nature of work, or in connection with the termination of the enterprise, as well as the employee reaching retirement age - Two months
  • Employee's insufficient qualifications or becoming unfit for the work due to health condition - Two weeks 
  • Employee's guilty behavior - Three days

Employees must provide 14 days' written notice to terminate the employment contract on their own initiative.

Employees and employers can agree to replace notice with monetary compensation, even in case of employee's guilty behavior. During notice period,  employees are entitled to at least one day per week of absence from work with pay to look for another job. 

Work Permits

Foreign nationals who wish to work in Uzbekistan under an employment contract require a certificate from the Ministry of Foreign Affairs. They can enter Uzbekistan with a work visa (Y) with a limited time entry. Employers who hire foreign employees must have a permit to do so. Permit is issued to the employer for a period of one year for the number and specialties (positions) specified in it. The employer shall personally apply to the State Services Center to obtain a permit for recruiting foreign employees.

Both permits and certificates are issued for a period of 1 year but can be extended as per requirement. 

Paid Annual Leave

Women employees are granted prenatal and maternity leave of 70 calendar days before giving birth and 56 calendar days after giving birth (70 calendar days in case of difficult childbirth or multiple births). Pregnant women cannot be employed in night work, overtime work, or weekend work. 

It is prohibited to refuse to hire women and reduce their wages because they are pregnant or have a child. It is not allowed to terminate the employment contract concluded with pregnant women and women with children under the age of three at the initiative of the employer, except for the cases of complete liquidation of the enterprise. In case of an employee's death in childbirth, the father of the child becomes entitled to the remaining maternity leave and benefits.   

Employees are entitled to maternity benefits in the amount of 100% of their average wages. Employees need to submit a certificate of incapacity for work. Benefits are also paid for the duration mentioned in the certificate in case of miscarriage.

Working Hours

The normal working time for employees must not exceed 40 hours per week. In a six-day working week, the duration of daily work must not exceed seven hours, and in a five-day working week, it must not exceed eight hours. Reduced working hours of 36 hours per week are set for employees under the age of 18, employees in jobs with unfavorable working conditions, and employees in jobs with high levels of mental stress. Employees under the age of 16 may only work 24 hours per week. Employees must be given a break of at least 12 hours between 2 working days.

Type of work week and working time regime are determined by the rules of the internal labor procedure in the enterprise, with other local normative documents, and in the absence of these documents, according to the agreement between the employee and the employer. On the eve of holidays, the daily work duration is reduced by at least one hour for all employees.

Maternity Leave

Women employees are granted prenatal and maternity leave of 70 calendar days before giving birth and 56 calendar days after giving birth (70 calendar days in case of difficult childbirth or multiple births). Pregnant women cannot be employed in night work, overtime work, or weekend work. 

It is prohibited to refuse to hire women and reduce their wages because they are pregnant or have a child. It is not allowed to terminate the employment contract concluded with pregnant women and women with children under the age of three at the initiative of the employer, except for the cases of complete liquidation of the enterprise. In case of an employee's death in childbirth, the father of the child becomes entitled to the remaining maternity leave and benefits.   

Employees are entitled to maternity benefits in the amount of 100% of their average wages. Employees need to submit a certificate of incapacity for work. Benefits are also paid for the duration mentioned in the certificate in case of miscarriage.

Minimum Wage

Employees cannot be paid less than the minimum amount of remuneration for labor established by law. Minimum amount of payment for labor is set at UZS 980,000 (Uzbekistani so'm) per month. The base calculation amount is set at UZS 330,000 per month. 

Country Profile

The GPS Country Profile contains detailed information on over 60 topics related to labor law compliance within Uzbekistan.
  • Type of Employment Relationship
  • Permanent Employment
  • Fixed-Term or Specific-Purpose Contracts
  • Temporary Employment Contracts
  • Part-time Employment
  • Young Worker Employment
  • Vendors and Independent Contractors
  • Types of Contracts
  • Probationary Period
  • Termination of the Contract of Employment
  • Grounds for Termination
  • Notice of Dismissal
  • Fair Dismissal
  • Redundancy
  • Unfair Dismissal
  • Suspension of Contract of Employment
  • Severance Benefits
  • Hours of Work
  • Work Week and Timekeeping
  • Night Work and Shift Work
  • Overtime
  • Remote Work
  • Required Time Off
  • Public Holidays
  • Annual Leave
  • Sick Leave
  • Maternity
  • Other Forms of Leave
  • Social Insurance and Retirement
  • Social Security Contribution
  • National Retirement Scheme
  • Dependents’/Survivors Benefit
  • Life and Disability Insurance/Benefit
  • Statutory Allowances
  • Compensation and Benefits
  • Minimum Wage (Basic Wage)
  • Bonuses, Profit Sharing and Other Compensation
  • Medical Insurance
  • Work Environment
  • Workplace Safety and Health
  • Prohibition of Discrimination
  • Prohibition of Harassment
  • Data Protection and Privacy
  • Whistleblowers and Retaliation
  • Workers’ representation in the organization
  • Freedom of Association
  • Registration and Recognition of Unions
  • Trade Union Personality
  • Collective Bargaining and Agreements
  • Disputes and Settlements
  • Strikes and Lockouts
  • Unfair Labor Practices
  • Taxation of Compensation and Benefits
  • Income Tax
  • Taxation of Employee Benefits
  • Tax Filing and Payment Procedures
  • Double Tax Relief and Tax Treaties
  • Visas and Work Permits
  • Visas
  • Work Permits and Residence Permits

 Country Snapshot

Get the full Country Snapshot with 25 sections of information about labor law in Uzbekistan.