Uzbekistan is a landlocked country in central Asia, bordered by Kazakhstan, Kyrgyzstan, Tajikistan, Afghanistan, and Turkmenistan. The country is comprised of 12 regions, Tashkent City, and one autonomous republic named Karakalpakstan. Since the country has giant power-generation facilities left from the Soviet era and an ample supply of natural gas, Uzbekistan has become the largest electricity producer in Central Asia.
Employees are entitled to paid maternity leave of 126 days, where 70 days are usually taken before the due date and 56 days are taken after the birth. This leave is paid at 100% by social security.
There are no statutory requirements for paternity leave, and parents can also take adoption leave.
Employees can take sick leave paid by the employer, either to care for themselves or for a sick family member. The payment for this leave is paid between 60%-80% of the regular salary.
There are 9 public holidays in Uzbekistan, and employees are entitled to at least 15 days of paid time off each year (after completing 6 months at their company).
The minimum wage in Uzbekistan is UZS 920,000 per month, and a standard workweek is 40 hours over 5 or 6 days per week. Overtime work is regulated by the employment contract or collective agreements, and is paid at around 200% of the regular salary.
The termination process depends on the employment contract or collective agreement and reason for termination. If the employee is a member of a trade union, the employer has to receive approval before terminating the contract.
Notice periods for terminations depend on the reason for termination, and payment can be made in lieu of notice.
The average severance payment for terminations is equal to 1 month of wages for every 2 years of work at the company.
★ 12% - Social Security
★ 0.1% - Pension
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You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.