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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Labor costs in Uzbekistan are generally lower compared to many Western countries. This can lead to significant cost savings for businesses, especially when hiring skilled professionals.
Many professionals in Uzbekistan are fluent in English and other languages, making communication with international teams smooth.
Uzbekistan boasts a diverse and talented workforce with individuals skilled in various fields, including IT, engineering, design, and customer service.
Uzbekistan is emerging as a hub for tech talent. The country has a growing number of IT professionals with expertise in software development, data science, and other tech-related fields.
The employment relationships in Uzbekistan are governed by the Labour Code of the Republic of Uzbekistan, enacted in 1996. An employment contract in Uzbekistan should include the following key elements:
The probationary period for regular employees is limited to three months in Uzbekistan. For key positions such as heads of organizations, their deputies, chief accountants, and heads of distinct divisions within organizations, the probationary period is extended to six months.
Regular working hours is set at a maximum of 40 hours. For a six-day workweek, the daily working duration must not surpass seven hours, while for a five-day workweek, it is limited to eight hours per day.
Employees can work up to four extra hours for two days in a row and up to 120 hours in a year. Overtime pay, set at 200% of the regular pay, applies for hours beyond the standard 40 hours per week.
The national minimum wage in Uzbekistan stands at 980,000 UZS.
In Uzbekistan, the labour code does not include a mandatory provision for a 13th-month pay.
The income tax in Uzbekistan is levied at a flat rate of 12%.
Employers contribute 12% to the Unified Social Fund and 0.1% to Individual Pension Accounts. Workers can receive an old-age pension if they are men aged 60 with at least 25 years of service or women aged 55 with at least 20 years of service. Some workers may qualify for a pension at a reduced age or with less service time, depending on their category.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Uzbekistan tailored to your needs.
The termination process in Uzbekistan depends on the employment or collective agreement, the type of contract, and the reason for termination. Economic layoffs or terminations due to long-term disability require approval from the Employee Insurance Agency (UWV). Here are the grounds for which an employer can terminate a contract:
In Uzbekistan, the notice period for termination varies based on the reason:
Severance pay in Uzbekistan, under the new code, is determined based on the length of service with the employer and cannot be less than the average monthly wage. The severance pay rates are as follows:
The local government annually decides whether holidays that fall on the weekend will be forfeited or shifted to a working day. Religious holidays, which are determined by the lunar cycle, are labeled as 'tentative' until their confirmation closer to the holiday date.
Insured employees in Uzbekistan, along with their families in relevant situations, receive various benefits financed by state social insurance funds. These include:
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
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