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Global Expansion Guide

Uzbekistan

Manage and pay your employees easily with BIPO in Uzbekistan and 170+ other markets. Build your international teams today with our global Employer of Record service!

employment guide_currency

Currency

Uzbekistani Som (UZS)

employment guide_language

Language

Uzbek

employment guide_capital

Capital

Tashkent

Employer of Record Uzbekistan

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service Uzbekistan

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  • Global Hiring Guide
  • Uzbekistan

Employer of Record Uzbekistan

Embark on your business expansion in Uzbekistan with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Uzbekistani market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

Employment Contract

Mandatory Provisions (Must Be Included in the Contract)

  • Workplace: The specific location where the employee performs work duties;
  • Job Duties: Detailed position, profession, or work type;
  • Start Date of Work;
  • Wage Payment Terms: Including basic salary, additional bonuses, allowances, and other remuneration-related items;
  • Contract Term: For fixed-term contracts, the valid period and corresponding legal basis must be clearly specified;
  • Working Hours and Rest Periods System: Must be explicitly stated if different from the system applicable to employees in the same job category;
  • Compensation for Special Working Conditions: Protection and compensation for positions involving special circumstances (e.g., high-temperature work, high-altitude work, night shifts);
  • Necessary Work Characteristics: Special conditions for work such as field work or mobile positions;
  • Other Provisions Stipulated by Law.

Additional Provisions (Shall Not Impair Employees’ Rights and Interests)

  • Detailed workplace (e.g., department, specific office location);
  • Probation period clauses;
  • Description of work experience in multiple positions;
  • Confidentiality obligation clauses;
  • Service commitment clauses after employer-sponsored training;
  • Additional insurance clauses for employees;
  • Social and living conditions for employees and their family members;
  • Social and living conditions for employees and their family members; 

Statutory Contributions

Scope of Application: Private Enterprises

Social Insurance Type Employee Contribution Employer Contribution
Social Insurance 4% 12%
Unemployment Insurance 0.50% –
Housing Loan Contribution 1% –
Pension Insurance – 0.10%
Employee Training Contribution 0.50% –

Minimum Wage

  • Effective Date: August 1, 2025
  • National Minimum Wage: Adjusted to 1,271,000 UZS/month
  • Basic Calculation Base: Adjusted to 412,000 UZS/month

Public Holidays

Scope of Application: Private sector employees.

Holiday Name Date
New Year’s Day 1 January 2025
Day of the Defenders of the Native Land 14 January 2025
Women’s Day 8 March 2025
Navruz 21 March 2025
Ramadan Hayit 30 March 2025
31 March 2025
Day of Memory and Honor 9 May 2025
Qurbon Hayit 6 June 2025
7 June 2025
Day of Independence 1 September 2025
Day of Teachers and Educators 1 October 2025
The Constitution Day 8 December 2025

Holiday Overtime Compensation: At least twice the employee’s regular wage rate.

Exemptions from Overtime (on public holidays) Compensation: None.

Working Hours

Normal Working Hours

Per Day Per Week
5-Day Workweek 6-Day Workweek 40 hours
8 hours 7 hours

Rest Time

  • During workdays or shifts, employees shall be granted rest and meal breaks, which are not counted as working hours.
  • The daily rest period between the end of one workday (shift) and the start of the next workday shall not be less than 12 hours.

Night Work

Work performed between 10:00 p.m. and 6:00 a.m. of the following day is defined as night shift work.

Overtime

  • Overtime Hours: Any working hours exceeding the standard working hours shall be deemed overtime.
  • Overtime Restrictions: Consecutive overtime hours within two days shall not exceed 4 hours; total overtime hours within one year shall not exceed 120 hours.
  • Overtime Compensation: At least twice the employee’s regular wage rate.

Leave

Annual Leave

  • Type of Employer: Single Employer
  • Eligibility: All employees; eligible to take annual leave after 6 months of employment (early leave may be arranged upon mutual agreement of both parties).

  • Duration: Minimum 21 calendar days. Extended annual leave is available for specific groups:

    • Employees under 18 years old and employees with Grade I or II disabilities: 30 calendar days;
    • Civil service employees: 27 calendar days.
  • Benefits During Leave: Paid by the employer at 100% of the employee’s average monthly salary.
  • Conversion of Unused Annual Leave: If an employee leaves the company (dismissed without fault), unused annual leave may either be taken in full before departure or applied for conversion into cash.

Sick Leave

  • Eligibility: All employees.
  • Length of Leave: Maximum 4 months; may be extended to nearly 1 year for special medical conditions (e.g., severe illness, surgery, or long-term rehabilitation).
  • Sick Leave Benefits: Paid by social insurance. Typically, 60%-80% of the employee’s average monthly salary; may be 100% for work-related injuries or occupational diseases.

Maternity Leave

  • Eligibility: Female employees.
  • Duration: 70 calendar days before childbirth and 56 calendar days after childbirth (total 126 days). If the delivery is difficult or involves multiple births (twins or more), the post-delivery leave shall be extended to 70 calendar days.
  • Maternity Leave Benefits: Paid by social insurance at no less than 75% of the employee’s average monthly salary.

Other Leave Types

  • Parental Leave

    • Paid leave is available for care of a child under 2 years old (benefits funded by social insurance); extended leave for care of a child under 3 years old is unpaid.
    • The employee’s position shall be retained, and part-time work is permitted during the leave period.
    • The leave period may count towards part of the employee’s work seniority but not towards the seniority required for annual leave.

  • Adoption Leave

    • Applicable to employees who adopt a newborn or are appointed as guardians.
    • Duration: 56 days (for single adoption) or 70 days (for adoption of twins or more), starting from the adoption or guardianship date.
    • Benefits: No less than 75% of the employee’s average monthly salary.

  • Study Leave

    • Applicable to in-service employees pursuing higher education, secondary vocational education, or secondary technical education (via evening classes, correspondence courses, or part-time study).
    • Duration: 10-40 days.
    • Benefits: The employee’s average salary shall be maintained during the leave.

  • Creative Leave

    • Applicable to personnel engaged in labor or teaching work while conducting scientific research.
    • Duration: Maximum 3-6 months.
    • Benefits: The employee’s average salary and position shall remain unchanged; paid annual leave shall not be affected by creative leave.

Termination and Compensation

Notice Period

  • At least 2 months in advance, applicable to:

    • Dissolution of an enterprise (or its independent branch) in accordance with a decision made by the founder (shareholder) or a competent authority;
    • Adjustments to the number of employees or positions due to changes in technology, production, or labor organization, or a reduction in workload (products or services);
    • Changes in enterprise ownership involving enterprise leaders, deputies, chief accountants, or heads of independent branches.
  • At least 2 weeks in advance, applicable to cases where the employment contract is terminated due to the employee’s insufficient work capacity.
  • At least 3 days in advance, applicable to cases where the employment contract is terminated due to the employee’s wrongful acts (or omissions).

Compensation

  • Payment Conditions:

    • Termination of the employment contract due to employer-related reasons (excluding terminations caused by employee faults, such as omissions, or company liquidation);
    • Termination of the contract due to organizational changes resulting from force majeure or circumstances not desired by the employee (e.g., enterprise dissolution, legal person’s incapacity);
    • Termination of the contract in accordance with legal provisions (excluding terminations caused by employee violations, such as providing false documents or concealing court restrictive decisions);
    • The employee refuses to continue working under new labor conditions;
    • The employee refuses to be transferred to another position due to health reasons, or the employer has no suitable position available;
    • The employee refuses to relocate with the employer;
    • The employee refuses to continue working due to changes in organizational property rights, restructuring, or affiliation.

  • Severance Amount (Based on Length of Service with the Employer):

    • ≤ 3 years: 50% of the average monthly salary
    • 3-5 years: 75% of the average monthly salary
    • 5-10 years: 100% of the average monthly salary
    • 10-15 years: 150% of the average monthly salary
    • > 15 years: 200% of the average monthly salary
  • Additional Protections: Collective agreements, internal company rules, or employment contracts may stipulate enhanced protections (e.g., increased compensation amounts, inclusion of work experience in specific industries when calculating severance).

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation: The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management: We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Uzbekistani regulations.
  • Contributions and Taxes: Our expertise in managing local social security requirements ensures your business complies with in-country financial obligations.
  • Compliance with Minimum Wage and Working Hours: We guarantee that your employment practices adhere to Uzbekistan’s minimum wage and working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management: Implement and manage leave policies that comply with Uzbekistan’s laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance: Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services: Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Uzbekistan

Unlock your growth potential with BIPO’s Employer of Record service in Uzbekistan. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

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Frequently Asked Questions (FAQ)

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees.

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from:

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies
A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:
  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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