Hiring in Uzbekistan

Uzbekistan's labor laws can be complex. Employment relationships in Uzbekistan are governed by its constitution, treaties, statutes, and judicial precedents, as well as collective and individual contracts. The primary legal framework is the Labor Code, which outlines employment contracts, working conditions, and employee rights.

Additionally, Uzbek law mandates that employment contracts be in writing, specifying terms such as job description, salary, and duration. Employers are obligated to adhere to regulations on working hours, typically set at 40 hours per week, and provide statutory benefits including paid leave, maternity leave, and social security contributions.

Employment contracts must comply with Uzbekistan’s laws, and with Safeguard Global as your partner, you can employ workers in Uzbekistan with confidence, knowing that every contract for every worker meets all requirements. We can also provide you with guidance about cultural norms and hiring best practices and keep you up to date with employment regulations as they change.

Relying on an employer of record (EOR) in Uzbekistan

An employer of record (EOR) provides an easier way for organizations to hire and pay local talent in Uzbekistan. Because of its in-country presence, the EOR can employ the workers a company needs and lease them to that company, taking care to comply with Uzbekistan’s labor laws. As a result, the organization doesn’t have to establish a legal presence or manage compliance in Uzbekistan. 

The EOR can hire and onboard employees in as little as two weeks and manage ongoing responsibilities such as payroll, benefits, and taxes. A full-service EOR can also manage recruitment. Together, these EOR services significantly reduce the administrative burden for an organization.

Visit our employer of record services page to learn how we can help you meet your international employment needs in Uzbekistan.