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Currency
(UZS)
Working Hours
40/Week
Uzbekistan is in Central Asia, north of Turkmenistan, south of Kazakhstan. It has a lower middle-income economy based on services, manufacturing, agriculture and construction. Uzbekistan also exports natural gas, cotton, and gold. Its labor force has almost 14 million people.
Employment contracts in Uzbekistan must be in writing. The employment contract may be for an indefinite term, for a fixed term not longer than five years, or until the contract work is complete.The employment contract must state:
the employer’s main location and the location where the employee will work,
the employee’s job function,
the date the employee will begin work,
the employee’s salary and any other compensation,
the term of the contract if it is for a fixed term.
The standard working week consists of 40 hours over the course of five or six days. Working hours are reduced for minors and employees in difficult and dangerous sectors.
Overtime
All work more than the standard working hours per week is to be paid as overtime and is regulated by employment contract/collective agreements.
When an employee is requested to work overtime or work on holidays, there are maximums in relation to the number of hours allowed.
All overtime hours in excess of 40 hours a week are paid at an overtime compensation rate; this rate is stipulated in the employment contract/collective agreements etc. This rate is commonly 200% of the employee’s regular rate of pay.
Maternity Leave
An employee is entitled to paid maternity leave of up to 126 days, 70 days of leave prior to the birth of a child and 56 days after the birth.
Employees are given 70 days in the case of multiple/complicated birth.
During maternity leave, an employee is entitled to social security benefit of 100% of their regular salary.
Paternity Leave
There are no provisions in the law regarding paternity leave.
Parental Leave
There are no provisions in the law regarding parental leave.
In Uzbekistan, an employee is entitled to 56 days of paid leave following the adoption of a child; if an employee adopts multiple children, the entitlement increases to 70 days of paid leave.
Uzbekistan has universal health care but, in practice, many costs are paid for out-of-pocket.
The notice period depends on the reason for termination:
Redundancy – 2 months’ notice
Lack of qualification or health reason that impedes the employee’s ability to carry out their duties– 2 weeks’ notice
Change in the company’s ownership – 2 months’ notice
Gross misconduct or performance- 3 days’ notice
Payment in lieu of notice is permissible.
A provisional trial can be established only when an employee is hired. It is not allowed to establish a provisional trial when transferring an employee to another job and seconding an employee to another employer.
The provisional trial period cannot exceed three months and for heads of organizations, their deputies, chief accountants, and heads of separate divisions of organizations – six months.
Most nationals require either a B-1 Business Visa or a B-2 Business Visa to enter Uzbekistan to conduct business activities in Uzbekistan and must obtain it before travel from an Uzbek Consulate or Embassy.
Foreign nationals arriving from countries without an Uzbek consulate or embassy may apply for a visa upon arrival at the airport in Uzbekistan provided that a request for a visa upon arrival is included in a visa application form and approved by the Consulate Department of the Ministry of Foreign Affairs of Uzbekistan.
Apart from Turkmenistan and Tajikistan, nationals from the Commonwealth of Independent States (CIS) do not require a business visa and are visa-waivered to enter Uzbekistan and conduct business activities.
In Uzbekistan, the requirement for a work permit is generally determined by the nature of the work assignment.
An employee can conduct most unremunerated activities on a short-term basis with a business visa.
However, a legal assessment is recommended before travel to Uzbekistan.
Whether a work permit is required depends on levels of qualifications, employer entity, and nature of work.
The most common Uzbek work authorization is a work permit (direct-hire work permit).
The national minimum wage in Uzbekistan is 980,000 UZS.
Sick leave is paid by the employer but is excluded from the employer’s taxable income.
Sick leave compensation must be paid to an employee in the event of illness, injury and in cases where an employee is caring for a sick family member, as well as in some other instances.
Sick leave compensation payment ranges between 60% to 80% of an employee’s average earnings, dependent on the employment contract, reasons for sick leave, and length of service.
In addition, employees are required to submit a medical certificate for any absence after their recovery and return to work. In cases of a labor-related injury or occupational disease or other special qualification of the employee, the amount of sick leave compensation is 100% of the employee’s average earnings.
Employees are entitled to a minimum of 15 working days of paid vacation year after completing 6 months of continuous employment.
The paid leave entitlement may increase for minors and employees with difficult and dangerous jobs.
The local government decides each year if holidays falling on the weekend are lost or moved to a working day in lieu.
Religious holidays are determined by the lunar cycle and will show as ‘tentative’ until they are confirmed nearer the date of the holiday.
Date Day Holiday Note
1 Jan 2024 - Monday - New Year’s Day
14 Jan 2024 - Sunday - Day of Defenders of the Motherland
8 Mar 2024 - Friday - International Women’s Day
20 Mar 2024 - Wednesday - Navruz
9 Apr 2024 - Tuesday - Eid al-Fitr
9 May 2024 - Thursday - Day of Remembrance & Honour
16 Jun 2024 - Sunday - Qurbon Hayit - Tentative
1 Sep 2024 - Sunday - Independence Day
1 Oct 2023 - Tuesday - Teachers’ Day
8 Dec 2023 - Sunday - Constitution Day
The termination process varies according to the employment agreement or collective agreement in place and is based on the type of contract and reason for termination.
However, no termination due to economic reasons or long-term disability can occur without the Employee Insurance Agency (UWV).
If an employee is a trade union member, the employer must receive approval before terminating the employee.
Upon receipt of approval, the employee must proceed to dismiss the employee within one month.
The amount of severance pay cannot be less than the average monthly wage, then under the new code, the amount of severance pay will depend on the length of service with the employer:
for employees with work experience of up to 3 years – from 50% of the average monthly salary
for employees with work experience from 3 to 5 years – from 75% of the average monthly salary
for employees with work experience from 5 to 10 years – from 100% of the average monthly salary
for employees with work experience from 10 to 15 years – from 150% of the average monthly salary
for employees with more than 15 years of experience – at least 200% of the average monthly salary
Employer Payroll Contributions
12.00% - Social Security
0.10% - Pension
12.10% - Total Employment Cost
Employee Payroll Contributions
4.00% - Social Security
0.50% - Unemployment Insurance
1.00% - Housing Loan Regime
0.50% - Employee training contribution (INCES)
6.00% Total Employee Cost
Employer Social Tax
12.00%- 25.00% - Flat Rate (The rate of ST is 12% for all kinds of entities with extension to certain new categories of taxpayers, including individual entrepreneurs and their employees, members of family enterprises, farming enterprises, and artisans, etc. Other organizations pay ST at the rate of 25%).
Employee Income Tax
12.00% - Flat Rate
Payroll Cycle
The payroll frequency is typically monthly. Employers must make the payment of salaries on the last working day of the month.
The standard rate of VAT in Uzbekistan is 12%.
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Local Laws & Regulations
We understand that local laws and regulations change and sourcing an accurate reference guide is not easy. Our data is researched and verified by our team of local international Employment Attorneys, HR and Benefit Professionals and Tax Accountants through our Atlas team and consultants, to ensure information up-to-date and accurate.
Our team of regional experts are here to support you with your global expansion plans. If you have any questions, contact us and we will be delighted to help.
