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From
$249/month
$49/month
2% of gross salary / month
Recent years have seen great improvement in Tajikistan’s economic performance with an average growth rate of over 7.1%. Its government is ambitious, aiming to double or triple domestic incomes by 2030 as it takes advantage of the growing population to harness untapped potential in industries including hydropower, food processing, mineral resources, tourism, and more. From a population of approximately 10 million, Tajikistan has an estimated labor force of almost 2.7 million and average wages equating to a little over $200 per month. This makes it an attractive proposition for global businesses seeking to hire a labor force in Central Asia.
Hire in Tajikistan, and pay employees through our platform or app.
Our Tajikistan EOR solution is the most affordable on the market.
Fast Tajikistan onboarding, hire in as little as 24 hours.
We draft compliant Tajikistan labor contracts.
We manage all Tajikistan mandatory benefits.
It doesn’t stop with Tajikistan — we hire employees globally.
Hiring and managing labor in a foreign nation can present many challenges. In Tajikistan, an Employer of Record (EOR) is a service that helps global businesses navigate those challenges so they can recruit quickly and efficiently. An EOR takes on the role of human resource manager for the hiring business. An EOR sources talent, looks after contracts, and handles payroll. It becomes the official employer of workers in Tajikistan who it then assigns to roles in the business of the foreign company. In doing so, it becomes the local entity of its foreign client, removing the need for that business to establish a legal entity within the country itself, usually a requirement for anyone seeking to hire in Tajikistan.
When discussing the role and merits of an EOR in Tajikistan, it’s important to note the difference between an EOR and a Professional Employer Organization (PEO). While both will serve as recruiters and human resources managers within Tajikistan, a PEO does not act as a legal local identity for its clients. This means any foreign business choosing to use a PEO instead of an EOR will need to go through the costly, complex, and often challenging process of establishing an EOR independently.
There are many potential advantages for a business hiring workers in Tajikistan, but achieving this comes with a range of challenges. Recruiting independently can be a lengthy and costly process with no guarantees of success. A Tajikistan EOR is an expert in local employment and can help any foreign business to create and maintain a labor force more quickly, efficiently, and without risk. In addition to handling every aspect of the employment cycle for every worker, a Tajikistan EOR also offers several specific benefits:
Horizons stands out as a Tajikistan EOR through:
Once contracted by a foreign business to provide a package of services for an agreed fee, a Tajikistan EOR will assume the role of local entity, recruiter, and human resources manager for all Tajikistan-based workers. During the employment cycle of a standard worker, a Tajikistan EOR will:
Ensuring and maintaining full compliance with all local labor laws is a primary function of any EOR in Tajikistan. As the legal employer and official local entity, a Tajikistan EOR accepts full liability for this task when agreeing to work on behalf of a foreign business recruiting in the region.
Employment contracts in Tajikistan allow for a mix of protecting workers while offering the flexibility to create the right agreement for the right situation.
No probationary period.
At completion of the project.
Not applicable
Typically up to 3 months
2 weeks
Not applicable
Typically up to 3 months
2 weeks
Up to 2 months' average wage
Tajikistan has a framework of regulations regarding the maximum hours any employee should be asked to work. A standard working week is 40 hours with a maximum of eight hours to be worked each day. In some circumstances, for instance, when the job is hazardous, the employee is disabled, or the employee is a teenager, this is reduced. Overtime must be worked only in exceptional circumstances, and by mutual consent, it should be paid at 200% of standard or rewarded by time in lieu, totaling 150% of the completed overtime hours. No worker should be asked to undertake more than four hours of overtime in a two-day period, or more than 120 total hours in a year.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Workers in Tajikistan are entitled to paid time off for several public holidays every year. Some of these are national holidays such as Labor Day and Independence Day while others are to observe significant events of the Islamic religious calendar.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 8 Mar 2025 | International Women’s Day |
| 21 Mar to 24 Mar 2025 | Navruz Celebration |
| 31 Mar 2025 | Eid ul Fitr (Tentative Date) |
| 1 May 2025 | Labour Day / May Day |
| 9 May 2025 | Victory Day |
| 6 Jun 2025 | Eid al-Adha (Idi Qurbon) |
| 27 Jun 2025 | Day of National Unity |
| 9 Sep 2025 | Independence Day |
| 6 Nov 2025 | Constitution Day |
The amount of paid time off employees are eligible to receive is based on how long they have been employed at their current company:
no leave entitlement
28 days of paid leave annually
28 days of paid leave annually
28 days of paid leave annually
Workers in Tajikistan are entitled to be paid while absent due to illness or injury, so long as this is confirmed with proper medical documentation.
(percentage of regular wages owed to the employee)
no leave entitlement
no specified maximum duration
no specified maximum duration
no specified maximum duration
Benefits depend on medical reassessment and the terms of the employment contract.
Benefits depend on medical reassessment and the terms of the employment contract.
Benefits depend on medical reassessment and the terms of the employment contract.
In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.
Mandatory maternity leave in Tajikistan is 140 days, to be taken equally before and after the birth. No paternity leave is legally guaranteed and, along with all other forms of paid leave, must be negotiated at the time of hire.
In addition to public holidays, all full-time workers in Tajikistan should be given at least 28 days of paid leave each year. Under 18s, disabled employees, and those working in hazardous conditions may be entitled to more.
When an employee wishes to leave their position in Tajikistan, they must give at least two weeks’ written notice. When an employer wishes to terminate employment, the worker must be given at least one month’s notice in writing, or two months in the case of company closure or restructuring. Severance pay will depend on the circumstances of termination and length of service but is usually expected to total at least three months of the employee’s average monthly salary.
Social security contributions are mandatory payments made by both employers and employees to fund the country’s social security system, which provides benefits such as pensions, healthcare, and other social services.
Social security contributions cover various benefits, including old-age pensions, disability pensions, survivor benefits, healthcare, and maternity benefits.
Foreign employees working in Tajikistan are typically subject to the same social security contribution requirements as local employees. This means both the employer and the foreign employee must make the necessary contributions to the social security system.
Income tax rates are progressive, meaning they vary depending on the level of an individual’s income.
Social security contributions and other deductions may also apply to the income, impacting the overall taxable income.
The government health insurance scheme provides basic medical services, including primary health care, emergency services, and some specialized treatments.
Private health insurance is available in Tajikistan and offers more comprehensive coverage than the government-provided basic services. This includes access to private healthcare facilities, a broader range of medical services, and shorter waiting times.
While it remains subject to change, the minimum wage in Tajikistan has been TJS 2,108 per month since November 2023. This converts to approximately $200.
Bonuses such as 13th-month salary payments are not expected or required in Tajikistan. Performance-based bonuses and allowances, such as those for workers’ transportation or meals, are at the employer’s discretion.
Employers in Tajikistan must contribute the equivalent of 20% of each worker’s wages in social security payments. The workers themselves should also contribute an additional 2% of their gross salary.
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Understanding and adhering to local labor laws is one of the fundamental responsibilities of any EOR operating in Tajikistan. This is achieved by applying the combined knowledge generated through first-hand experience and diligent research by trained legal operatives within the region. An EOR ensures it is aware of all regulations and any potential upcoming changes in all elements of Tajik employment. It then provides guarantees to its foreign clients by accepting liability for handling compliance and resolving disputes.
When looking to hire in Tajikistan, working with an EOR will allow any business to begin recruiting immediately. It can then proceed knowing all elements of its Tajik labor force will be managed efficiently by an organization with both expertise and experience. Without an EOR, hiring even one worker in a foreign territory can take months, be prohibitively expensive, and expose the foreign employer to unnecessary risk.
Holiday Schedule in Tajikistan [2025]
