Employee Benefits in Uzbekistan

Bonuses and additional payments

In Uzbekistan, while the payment of an annual bonus is not legally mandated, it is a common practice among many companies to provide a 13th-month salary or similar bonus. These bonuses are typically performance-based and are stipulated in employment contracts or company policies, with disbursement according to the specified terms. 

Annual leave

Employees in Uzbekistan are entitled to paid vacation leave after completing one year of service. The statutory entitlement is 15 calendar days per year, with potential increases for certain categories of employees, such as those working in hazardous conditions or with disabilities. This leave is fully paid and can be taken throughout the leave year, as agreed between employer and employee. 

Additional leave may be offered as part of an employment contract, though it is not required by law. Many employers offer enhanced leave policies to stay competitive and improve retention. 

Unused statutory leave must be taken within the prescribed period after it is earned, depending on the employer's policy or collective agreements. Payment in lieu of unused leave is only permitted upon termination of employment. 

Sick leave

In Uzbekistan, employees are entitled to paid sick leave. The duration and compensation depend on several factors, including the seriousness of the illness, recovery period, and length of service. Employees must provide a medical certificate to qualify for paid sick leave. In cases of a labor-related injury or occupational disease, the amount of sick leave compensation is 100% of the employee’s average earnings.

Parental leave

Employers must provide 126 calendar days of paid maternity leave, typically consisting of 70 days before and 56 days after childbirth, for each pregnancy. In cases of complicated or multiple births, the leave extends to 156 days. Pregnant employees are eligible for full pay during maternity leave, funded by social security. Written notice and medical documentation are required to be submitted to the employer confirming the pregnancy and expected delivery date.