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$249/month
$49/month
2% of gross salary / month
Uzbekistan is a Central Asian state in a period of growth and transition. Its government recently introduced a series of measures intended to put the country on the right trajectory for a successful future. These include energy reforms, redevelopment of infrastructure, and increasing competition while diversifying into new industries. Uzbekistan has a rapidly growing population with strong competition for employment. When combined with an average monthly wage of under $400, this translates to a territory that offers huge opportunities for foreign businesses seeking to expand their labor force into the area.
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We draft compliant Uzbekistan labor contracts.
We manage all Uzbekistan mandatory benefits.
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An Employer of Record (EOR) is a recruitment and human resource management service that focuses on providing local labor forces for global businesses. In Uzbekistan, this means creating opportunities for local talent while allowing foreign companies to benefit from the ready supply of cost-effective workers seeking employment beyond what is available in their home country. The EOR achieves this by acting as the legal employer of Uzbek workers, who it then assigns to roles required by foreign clients. This significantly streamlines the process of hiring in Uzbekistan, not least because it removes the requirement for the foreign employer to go through the challenging process of establishing its own local entity within the region.
It is this role as a proxy local entity that marks out an EOR from the similar services offered by a Professional Employer Organization (PEO). While these two terms are often used interchangeably, a PEO acts only as a human resources management service and does not fulfill the essential role of a local entity. Therefore, while working with a PEO does offer some benefits to a foreign employer, it doesn’t remove the complex and costly need to establish a legal entity in Uzbekistan.
In Uzbekistan, working with an EOR is one of the most efficient ways of creating and managing a successful labor force. By assuming the role of a local entity, and liability for compliance with all laws, an EOR allows businesses to begin recruiting quickly and onboarding a new team without complications.
Included in the several benefits offered by an Uzbekistan EOR are:
Horizons stands out as a Uzbekistan EOR through:
An Uzbekistan EOR works by connecting global businesses to local talent and local workers to opportunities with foreign employers. It achieves this by applying specialist knowledge of the labor market and the laws which govern it. A high-quality EOR will also have a fluent understanding of local cultures and how to establish respectful and productive relationships to ensure all parties receive maximum benefits with minimum complications. By assuming the role of a local employer, an Uzbekistan EOR allows its foreign clients to outsource all elements of handling a labor force within the region while the business itself focuses on its goals for growth.
As part of performing its services, an Uzbekistan EOR will:
One of the primary services of an Uzbekistan EOR is to ensure compliance with all local labor laws. As the legal employer of each worker, the EOR is liable for any issues or disputes caused by incorrectly followed regulations.
Uzbekistan law requires written contracts to be drafted and signed for any employment. While these vary from role to role, they must all contain clauses that detail the parties involved, the job description, the type of employment, the compensation and benefits package, and the termination processes. When appropriate, they should also cover protocols for grievances and ownership of intellectual property.
No probationary period.
At completion of the project.
Not applicable
Typically up to 3 months
2 weeks
Not applicable
Typically up to 3 to 6 months
30 days (minimum and maximum allowed by labor law)
1 month salary per year of service
In Uzbekistan, a standard working week is considered to be 40 hours spread across no more than six days. This converts to seven hours per day if working a six-day week or eight hours per day if working for five. Except in certain situations, overtime can only be worked by mutual consent and should total no more than four hours in two days or 120 hours in a calendar year. Any overtime hours should be paid at least double the worker’s standard rate.
200% of the standard hourly rate
200% of the standard hourly rate
300% of the standard hourly rate
Uzbekistan workers should be granted paid leave for several public holidays each year. In 2025, this includes six secular holidays on fixed dates plus other moveable dates in line with the Islamic calendar.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 8 Mar 2025 | International Women’s Day |
| 21 Mar 2025 | Nowruz |
| 31 Mar 2025 | Eid al-Fitr (Tentative Date) |
| 9 May 2025 | Day of Remembrance and Honor |
| 7 Jun 2025 | Kurban Khait (Eid al-Adha) |
| 1 Sep 2025 | Independence Day |
| 1 Oct 2025 | Teacher’s Day |
| 8 Dec 2025 | Constitution Day |
Paid leave should be granted to both male and female employees required to perform jury duty. Other types of paid leave, such as paternity, parental, and bereavement, are at the discretion of the employer.
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
15 days of paid leave annually
15 days of paid leave annually
15 days of paid leave annually
While there is no official limit on sick leave defined by law in Uzbekistan, it is generally agreed that employees should receive a maximum of 30 days of paid sick leave each year, occasionally extended to 60 for extended illnesses if agreed by a medical commission.
(percentage of regular wages owed to the employee)
no leave entitlement
30 days of paid leave annually
30 days of paid leave annually
30 days of paid leave annually
Unpaid (unless specified in the employment contract or under special circumstances)
Unpaid (unless specified in the employment contract or under special circumstances)
Unpaid (unless specified in the employment contract or under special circumstances)
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.
Minimum maternity leave entitlement in Uzbekistan is set at 126 days with full pay. This is divided into 70 days before birth and 56 days after. Employees who adopt should also be given 56 days paid leave after the arrival of the child or 70 days in the case of multiple children.
In addition to public holidays, every worker in Uzbekistan who has completed at least six months of service is entitled to a minimum of 15 days paid annual leave each year. Employees such as minors and disabled workers may also be entitled to more.
Notice periods required to be given to Uzbek employees are two months when termination is due to changes in the business, two weeks if the worker is unable to fulfill their duties due to health or insufficient qualifications, and two days if termination occurs during a probationary period. If termination is not due to employee fault, severance must be paid beginning at 50% of monthly salary for the first three years and rising in intervals to a maximum of 200% after 15 years of continuous service.
In Uzbekistan, the social security contributions are part of the national social insurance system, which includes contributions to pension, healthcare, and other social benefits.
Employers are required to contribute a percentage of their payroll towards social security, usually around 25% and employees also contribute around 8 to 10%.
A significant portion of the contributions goes towards the pension fund, which provides retirement benefits to employees. Contributions also cover other social insurance benefits, such as maternity leave, disability benefits, and family support programs.
Foreign employees working in Uzbekistan are generally required to participate in the social security system, unless exempted by specific international agreements or treaties.
Uzbekistan employs a flat tax rate of 12% on individual income. This applies to most forms of personal income, including salaries, wages, and other earnings.
The government has introduced a Mandatory Health Insurance Fund (MHIF) to improve the quality and accessibility of healthcare services. In addition to the state-funded system, private health insurance options are available for those who want additional coverage or access to private healthcare facilities.
Since March 26, 2024, a minimum wage has been set in Uzbekistan by presidential decree. This is currently UZS 1,050,000, or a little over $80, and is subject to reevaluation and adjustment each year.
No 13th-month salary payments or any other bonuses and allowances are mandated by law in Uzbekistan.
Workers in Uzbekistan are required to contribute 4% of their salary to a state social security fund. Employers must also make payments totaling between 12% and 25% to a Social Tax in addition to pension fund contributions on behalf of each employee.
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Compliance with local labor law is one of the prime responsibilities of an Uzbekistan EOR. It does this by maintaining a thorough and up-to-date knowledge of all employment regulations and assuming full responsibility for ensuring they are followed at every step of the employment cycle.
Working with an EOR in Uzbekistan allows a foreign business to begin hiring without delay and to know it is getting the best access to the right talent at the most competitive price. As a specialist service with strong local knowledge and experience working in the Uzbek labor market, an EOR is best placed to deliver an effective labor force for any global client.
Holiday Schedule in Uzbekistan [2025]
