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How to hire and pay employees in Uzbekistan
Slasify
Jun 21, 2025
| Key Takeaways |
|---|
| 1. Payroll is semi-monthly or monthly, with the minimum wage set at UZS 1,271,000 per month starting October 2025. |
| 2. Personal income tax is 12% for all residents, with no local taxes on employment income. |
| 3. Employer and employee contributions include social tax (12% employer / 4% employee), pension (0.1% employer), housing loan, unemployment insurance, and training contributions. |
| 4. Working hours are 8 per day for 5-day week, 7 per day for 6-day week, with overtime limited to 4 hours per 2 consecutive days and paid at 200% of the normal rate. |
| 5. Annual leave is 21 calendar days, with extended leave for employees under 18 or with disabilities, plus 10 public holidays and additional leave for long service. |
| 6. Maternity leave is 70 days pre-natal and 56 days post-natal, paid at 75% of average salary. Parental leave is available until a child turns 2 years old, with additional unpaid leave up to 3 years. |
| 7. Termination and severance rules: notice periods vary (3 days–14 days depending on reason), and severance ranges from 50% to 200% of average monthly salary based on length of service. |
| 8. Probation periods are up to 3 months, or 6 months for senior positions; during probation, either party may terminate with 3 days' notice. |
| 9. Weekly rest days and public holidays: employees get 1–2 rest days per week depending on workweek and 10 public holidays; work on holidays is paid at 200% rate. |
| 10. Additional leave types include sick leave, antenatal care, carer's leave, creative leave, and disability leave, with varying paid/unpaid status and durations according to the Labor Code. |
Discover the global hiring and employment landscape in Uzbekistan – a rapidly growing market in Central Asia, undergoing economic transformation with pro-business reforms and increasing foreign investment.
Personal Income Tax
Employment income in Uzbekistan is taxed at a flat rate of 12%.
Local Taxes
There are no local taxes on employment income in Uzbekistan.
Statutory Contributions
Employer Contributions
| Contribution rate | |
|---|---|
| Social Tax | 12% |
| Pension | 0.1% |
Employee Contributions
| Contribution rate | |
|---|---|
| Social Tax | 4% |
| Housing Loan Regime | 1% |
| Unemployment Insurance | 0.5% |
| Training Contribution (INCES) | 0.5% |
Payment of Wages
As a rule, employees are paid monthly wages in 2 parts, with a break of not more than 16 days. The Cabinet of Ministers of the Republic of Uzbekistan may determine certain categories of employees whose salary is paid once a month.
Minimum Wage
Effective October 1, 2025, the minimum wage in Uzbekistan is set at UZS 1,271,000 per month.
Statutory Bonus
There are no statutory bonuses in Uzbekistan.
Termination
An employment contract may be terminated by the mutual agreement of its parties or unilaterally by either party, provided that the proper procedure is followed.
| Termination of the employment contract at the employee's initiative | Termination of the employment contract at the employer's initiative |
|---|---|
|
Employees have the right to resign from an indefinite and fixed term employment by notifying the employer in writing 14 calendar days in advance. The employer must terminate the employment contract within the period requested by the employee if the reason for their resignation is the fact that they cannot continue their work, e.g. retirement, accepted to an educational organization, etc. |
Dismissal of an indefinite or fixed term employee must be justified as per the Labor Code. Termination of the employment contract for the culpable actions or inaction of the employee is a measure of disciplinary punishment, which must be carried out in accordance with the procedure of applying disciplinary punishments specified in Articles 300–315 of the Labor Code. |
Notice Period
When dismissing an employee, the following notice periods must be observed:
| Reason for dismissal | Notice period |
|---|---|
| Lack of employee's qualifications for the work they are performing | 2 weeks |
| Employee's culpable actions or inaction | 3 days |
Employees have the right to resign from an indefinite and fixed term employment by notifying the employer in writing 14 calendar days in advance, with different notice periods applying for certain categories of employees. The calculation of the notice period begins on the next day after the date of receipt of the termination notice by the employer.
Within the notice period granted by the employer, except for those granted due to the employee's guilty actions or inaction, the employee shall be entitled to at least a day of paid leave per week to look for another job.
Severance Pay
Unless the employee is dismissed on grounds related to their guilty actions or inaction. those who have been terminated are generally entitled to the following severance:
| Length of service | Severance |
|---|---|
| 3 years | 50% of the employee's average monthly salary |
| 3–5 years | 75% of the employee's average monthly salary |
| 5–10 years | 100% of the employee's average monthly salary |
| 10–15 years | 150% of the employee's average monthly salary |
| Over 15 years | 200% of the employee's average monthly salary |
Severance pay is not required for employees dismissed due to their culpable actions or inaction, as well as other cases stipulated in the Labor Code.
Probationary Period
Probationary period shall not exceed 3 months, or 6 months for heads of organizations and their deputies, chief accountants and heads of separate departments.
Until the end of the probationary period, each of the parties has the right to terminate the employment contract by notifying the other party in writing at least 3 days in advance.
| Termination at the employer's initiative | Termination at the employee's initiative |
|---|---|
| Employers dismissing their probationary employees must indicate the reasons that served as the basis for recognizing the employee as not having passed the test, when the result of the test is unsatisfactory | The employee's written application is the basis for their resignation, which must reflect the employee's desire to actually terminate the employment relationship. |
Work Time Rules
Standard Working Hours
Normal working hours in Uzbekistan are subject to a maximum of 40 hours per week in a 5-day or 6-day workweek.
| Duration of daily work | |
|---|---|
| Employees working 6-day work week | 7 hours |
| Employees working 5-day work week | 8 hours |
On the eve of non-working holidays, the duration of each day's work shall be reduced by at least an hour for all employees.
Break Period
During the working day, the employee must be given a break for rest and meals, the duration of which must at least be 30 minutes, and up to 2 hours. These breaks shall not be included as part of the employee's working time as long as the employee is free to use them at their own discretion.
| Duration of daily work does not exceed 4 hours | Duration of daily work exceeds 8 hours |
|---|---|
| It may be stipulated in the contract that the employee will not be given break for rest and meals | Employees must be given 2 breaks for rest and meals. |
In addition to breaks for rest and meals, breastfeeding employees with children under 2 years old shall be entitled to a 30-minute breastfeeding break every 3 hours of work, which are included in their working time.
Note: Employees with 2 or more children under 2 years of age shall have their breastfeeding breaks be at least an hour each.
Overtime
Generally, overtime can only be worked with the employee's written consent, barring certain exceptions provided for in the Labor Code.
The duration of overtime work for an employee should not exceed the following limitations:
| Daily limit | Annual limit | |
|---|---|---|
| General | 4 hours per 2 consecutive days | 120 hours |
| Harmful or dangerous work | 2 hours per day |
When the duration of the work shift is 12 hours, as well as in cases where working conditions are extremely harmful and extremely dangerous, overtime work is not allowed.
Overtime work shall be paid at 200% of the employee's normal rate for each hour worked.
Weekly Rest Days
Employees are entitled to at least 12 consecutive hours of daily rest and, depending on the number of days worked in a week, the following weekly rest:
| Number of weekly rest day per week | |
|---|---|
| Employee working 5-day workweek | 2 days |
| Employee working 6-day workweek | 1 day |
It is prohibited to work on weekends and non-working holidays, except for the cases stipulated in the Labor Code, as follows:
| General rule | Special cases not requiring the employee's consent |
|---|---|
| Article 209 of the Labor Code | Article 210 of the Labor Code |
Employees required to work on weekends or non-working holidays shall be paid at 200% of their regular rate.
Holiday and Leave Entitlements
Public Holidays
It is prohibited to work on weekends and non-working holidays, except for the cases stipulated by the Labor Code. There are 10 days of public holidays in Uzbekistan for 2025.
| Holiday | Date |
|---|---|
| New Year’s Day | January 1 |
| Defender of the Fatherland Day | January 14 |
| Women’s Day | March 8 |
| Nowruz Holiday | March 21 |
| Eid al-Fitr | March 30 |
| Day of Remembrance and Appreciation | May 9 |
| Eid al-Adha | June 6 |
| Independence Day | September 1 |
| Teacher’s Day | October 1 |
| Constitution Day | December 8 |
Annual Leave
Employees are generally entitled to 21 calendar days of paid annual leave, with extended leave being granted to some employees, as follows:
| Employee's status | Extended annual leave |
|---|---|
| Under 18 years old | 30 calendar days |
| With group I and II disabilities | 30 calendar days |
Employees have the right to take annual leave in their first working year after 6 months of continuous service.
Furthermore, with every 5 years of service with the same employer, the employee shall be entitled to 2 calendar days of additional leave, up to a maximum of 8 calendar days in total.
Annual leave may be divided into parts, provided that at least one of said parts is not less than 14 calendar days, and the payment for annual leave must be made no later than the last working day before the leave begins.
Annual leave may be carried over to the subsequent year at the following conditions:
| At the employee's discretion | As required by work conditions |
|---|---|
|
Employees have the right to extend or postpone their annual leave in the cases stipulated in Article 229 of the Labor Code. The employee must inform the employer in writing about the reasons that prevent them from using annual leave. If the reasons preventing the use of annual leave arise before the start of the leave, a new term for the use of the leave is determined by agreement between the parties. If such reasons arise during the leave period, the leave will either be extended accordingly or the unused part of the leave will be transferred to another period. |
In special cases where it is not possible to give full annual leave in the current year due to reasons of a production nature, with the consent of the employee, the part of the leave that exceeds 14 calendar days is transferred to the next working year. The leave must be used during that subsequent year, or it will expire. |
Note: If the employee was not informed in time about the time of the start of leave or if they were not paid for the leave before its start, the annual leave will be moved to another period upon the employee's application.
Sick Leave
Periods of temporary incapacity for work of the employee are considered periods of release from work duties. There is no stipulated maximum for sick leave in the Labor Code.
Maternity Leave
Employees shall be given pregnancy and maternity leave of 70 calendar days before childbirth and 56 calendar days after childbirth, with an allowance of at least 75% of the average monthly salary being paid.
Post-natal leave shall be extended to 70 calendar days in the case of difficult childbirth or the birth of multiple children.
Pregnancy and maternity leave are calculated cumulatively and are given to a woman in full, regardless of the number of days actually used before childbirth.
Parental Leave
After the end of pregnancy and childbirth leave, according to the employee's wish, they shall be given leave to take care of the child until the child turns 2 years old, and for this period, allowance is paid in accordance with the procedure determined by the Cabinet of Ministers of the Republic of Uzbekistan.
The employee shall also be given additional leave without pay to take care of her child until they reach 3 years of age, as per their request.
Childcare leave can be used in whole or in part by the child's father grandparent or other relatives who actually care for the child, as well as the guardian.
Note: Parents with disabled children may be entitled to additional leave, as stipulated in Articles 399–402 of the Labor Code.
Other Leave
| Leave | Paid/Unpaid | Duration | Note |
|---|---|---|---|
| Antenatal Care Leave | Paid | - | For employees to get perinatal screening and diagnosis, mandatory medical examinations and other mandatory medical procedures. |
| Carer's Leave | Unpaid | - | For employees who are taking care of a child between 2 and 3 years old, to be given at their request. |
| Child's Disability Leave | Unpaid | Up to 14 calendar days per year |
For an employee raising 2 or more children under the age of 12 or a child with a disability under the age of 16, to be given at their request. This leave can only be granted to one of the child's parents. |
| Creative Leave | Paid | Up to 3–6 months | For employees carrying out work or pedagogical activities along with scientific work. The duration of leave depends on the pedagogical activity. |
| Disability Leave | Unpaid | Up to 14 calendar days per year | For employees with disabilities of groups I and II, to be given at their request. |
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