Uzbekistan, officially the Republic of Uzbekistan, is a Central Asian country. It is bounded to the north by Kazakhstan, to the northeast by Kyrgyzstan, to the southeast by Tajikistan, to the south by Afghanistan, and to the southwest by Turkmenistan. The Uzbek economy is gradually transitioning to a market economy, with an import substitution-based foreign trade policy.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Uzbekistan.
Fast-track your talent onboarding while ensuring 100% compliance with local regulations. using an Employer of Record in Uzbekistan
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Easily onboard your remote talent in Uzbekistan through our Employer of Record (EOR) solution. Our subsidiaries and network partners make this process fast and 100% compliant.
Uzbekistan, officially the Republic of Uzbekistan, is a Central Asian country. It is bounded to the north by Kazakhstan, to the northeast by Kyrgyzstan, to the southeast by Tajikistan, to the south by Afghanistan, and to the southwest by Turkmenistan. The Uzbek economy is gradually transitioning to a market economy, with an import substitution-based foreign trade policy.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Uzbekistan.
The national holidays mentioned below are valid for the year 2026 and are critical for hiring in Uzbekistan planning:
The holidays mentioned below are valid for the year 2026.
| January 1 | New Year's Day | |
| January 14 | Day of Defenders of the Native Land | |
| March 8 | International Women’s Day | |
| March 20 | Eid al-Fitr | Movable |
| March 21 | Navruz | |
| May 9 | Day of Memory and Honour | |
| May 27 | Eid al-Adha | Movable |
| September 1 | Independence Day | |
| October 1 | Teacher's Day | |
| December 8 | Constitution Day |
Insured employees, and, in appropriate cases, their families are provided at the expense of state social insurance funds:
Only the employer contributes a total of 12.01% to the social security, as follows:
| Benefit | Employer Contribution | Employee Contributions |
| Unified Social Fund | 12% | – |
| Individual Pension Accounts | 0.1% | – |
| Total | 12.01% | – |
Normal hours of work for an employee may not exceed 40 hours per week. With a six-day working week, the duration of daily work cannot exceed seven hours, and with a five-day working week – eight hours.
The duration of daily work (shift) on the eve of holiday (non-working) days is reduced for all employees by at least one hour.
Overtime is considered work in excess of the duration of daily work established for the employee. Overtime work may be applied with the consent of the employee.
The duration of overtime work should not exceed for each employee four hours for two consecutive days (for jobs with harmful and difficult working conditions – two hours a day) and 120 hours a year.
The term of the preliminary test may not exceed three months.
An employment contract may be concluded with a preliminary test (probation period) in order:
By agreement between the employee and the employer, the employment contract may be terminated before the expiration of the notice period. Payment in lieu of notice is permissible.
The notice period depends on the contract stage and reasons for termination:
| Contract Stage / Reasons For Termination | Length of Notice |
| Probation (Preliminary Test Period) | 3 days |
| Redundancy | 2 months |
| Inability to perform duties due to a lack of qualifications or a medical condition | 2 weeks |
| Change in the company’s ownership | 2 months |
| Gross misconduct or performance | 2 days |
Normal hours of work for an employee may not exceed 40 hours per week. With a six-day working week, the duration of daily work cannot exceed seven hours, and with a five-day working week – eight hours.
The duration of daily work (shift) on the eve of holiday (non-working) days is reduced for all employees by at least one hour.
Overtime is considered work in excess of the duration of daily work established for the employee. Overtime work may be applied with the consent of the employee.
The duration of overtime work should not exceed for each employee four hours for two consecutive days (for jobs with harmful and difficult working conditions – two hours a day) and 120 hours a year.
The term of the preliminary test may not exceed three months.
An employment contract may be concluded with a preliminary test (probation period) in order:
By agreement between the employee and the employer, the employment contract may be terminated before the expiration of the notice period. Payment in lieu of notice is permissible.
The notice period depends on the contract stage and reasons for termination:
| Contract Stage / Reasons For Termination | Length of Notice |
| Probation (Preliminary Test Period) | 3 days |
| Redundancy | 2 months |
| Inability to perform duties due to a lack of qualifications or a medical condition | 2 weeks |
| Change in the company’s ownership | 2 months |
| Gross misconduct or performance | 2 days |
Insured employees, and, in appropriate cases, their families are provided at the expense of state social insurance funds:
Only the employer contributes a total of 12.01% to the social security, as follows:
| Benefit | Employer Contribution | Employee Contributions |
| Unified Social Fund | 12% | – |
| Individual Pension Accounts | 0.1% | – |
| Total | 12.01% | – |
WorkMotion provides employer of record services in Uzbekistan through its established partner network, giving your company a compliant path to hire Uzbek talent without setting up a local entity.
Here is how the process works from contract to payroll.
WorkMotion generates an employment contract aligned with Uzbekistan’s Labor Code, the updated edition that came into force on April 1, 2023.
Contracts must be in Uzbek or Russian to be legally valid, and they must specify:
WorkMotion handles the drafting in the required language, covering all mandatory terms so nothing is left out or misaligned with local requirements.
Every employment contract in Uzbekistan must be registered on the national Labor Records Information System, the my.mehnat.uz platform, within five working days of the employment start date. This applies to all employers, including foreign-owned companies and EOR entities.
WorkMotion’s partner network handles this registration on your behalf, including updating the employee’s electronic labor book.
Any subsequent changes to employment terms, such as salary adjustments, role changes, or location, must also be updated within the same five-working-day window.
Salaries in Uzbekistan must be paid in Uzbek soʻm (UZS), at least twice a month, via bank transfer to a local Uzbek bank account in the employee’s name. WorkMotion sets up payroll to meet these requirements from the first pay cycle.
On the tax side, WorkMotion withholds a flat 12% personal income tax (PIT) from the employee’s gross salary and remits it to the State Tax Committee by the 15th of the following month.
Employer social tax, the Unified Social Tax (UST), is calculated at 12% of gross payroll for standard enterprises and remitted separately.
A 0.1% individual pension contribution is embedded within the PIT calculation.
WorkMotion enrolls your employee in Uzbekistan’s statutory benefit framework. This includes mandatory civil liability insurance, as all employers in Uzbekistan are legally required to insure their liability to employees for work-related injury or death.
Employees are entitled to a minimum of 15 working days of paid annual leave after six months of continuous employment.
Maternity leave runs 70 days before birth and 56 days after (extended to 70 days in cases of multiple births or complications), funded through the state social insurance system.
WorkMotion tracks these entitlements and manages the administration so your HR team does not have to.
Each month, WorkMotion calculates and processes payroll in UZS, applies the correct PIT and UST rates, and files the consolidated monthly tax report with the State Tax Committee by the statutory deadline.
Payroll records are maintained in compliance with both the Labor Code and the Tax Code.
WorkMotion also manages any travel allowances within legally established norms. Amounts above those norms are subject to PIT and employer contributions, a detail that catches many companies off guard.
Uzbekistan’s employment regulations have been actively updated. The Labor Code was substantially revised in 2023, and minimum wage rates are adjusted periodically (the rate as of August 2025 was UZS 1,271,000 per month).
WorkMotion monitors regulatory changes through its partner network and applies updates to payroll calculations and employment terms as they take effect.
If your employee’s role qualifies for IT Park registration, which carries a reduced 7.5% PIT rate, WorkMotion can advise on eligibility and the appropriate pathway.
Using an employer of record in Uzbekistan removes the need to build local legal infrastructure before you can make your first hire. Here is how the two approaches compare:
| Factor | EOR with WorkMotion | Setting up a local entity |
|---|---|---|
| Setup cost | No entity setup cost; per-employee monthly fee | Estimated professional services from ~$2,500 for basic LLC registration, plus legal address, bank account, digital signature, and ongoing compliance costs |
| Time to first hire | Days from signed contract to payroll enrollment | 1–3 weeks for LLC registration; additional time for bank account opening, tax registration, and payroll system setup before any hire can begin |
| Ongoing legal exposure | Compliance managed by WorkMotion’s partner network; labor law updates applied automatically | Your entity carries full employer liability; requires local legal and accounting support to stay current with Labor Code changes and monthly filing deadlines |
| Ongoing admin burden | WorkMotion handles my.mehnat.uz registration, monthly tax filings, payroll in UZS, and statutory benefit administration | Internal or outsourced HR and accounting team required for all payroll, tax, and labor authority reporting obligations |
| Exit flexibility | Wind down employment without entity dissolution; no fixed overhead | Closing a local entity involves a formal liquidation process with regulatory and tax authority sign-off |
EOR is the right fit when you need to hire in Uzbekistan quickly, for one or a handful of roles, without committing to the overhead of a permanent local structure.
Entity setup becomes worth evaluating when you are building a substantial, long-term operational presence in Uzbekistan, typically when the scale and permanence of your hiring justifies the ongoing administrative and compliance investment.
Uzbekistan’s employment framework has been modernized significantly since the 2023 Labor Code revision, but several compliance requirements still catch companies unprepared. These are the ones that matter most.
Employment contracts in Uzbekistan must be in Uzbek or Russian to be legally valid. An English-language contract, even if signed by both parties, does not satisfy this requirement.
Companies that issue contracts in English only, or who rely on informal offer letters, are operating without a legally enforceable employment relationship.
WorkMotion generates contracts in the required language, covering all mandatory terms under the Labor Code.
Every employment contract must be registered on the national labor platform within five working days of the hire date. This applies to all employers operating in Uzbekistan, including EOR entities and foreign-owned companies.
Missing this window is not a minor administrative oversight. It is a compliance failure that creates exposure under Uzbek labor law.
WorkMotion’s partner network handles this registration as a standard step in every onboarding, not an afterthought.
Salaries cannot be paid in foreign currency. Uzbek law requires payment in Uzbek soʻm, via bank transfer to a local Uzbek bank account in the employee’s name, at least twice a month with a maximum interval of 16 days.
Companies that attempt to pay Uzbek employees in euros or dollars, or monthly, are in breach of the Labor Code.
WorkMotion runs payroll in UZS from the first pay cycle, with payment frequency aligned to statutory requirements.
PIT, social tax, and pension fund contributions must be declared and paid to the State Tax Committee by the 15th of the month following the reporting month. Missing this deadline triggers fines and potential audits.
Companies managing payroll manually across time zones frequently miss these deadlines.
WorkMotion’s partner network manages the monthly filing cycle as part of standard payroll delivery.
If you want to relocate an existing employee to Uzbekistan, or hire a foreign national into a role there, the process is more involved than most companies expect.
The employer must first obtain a Corporate Work License, then apply for a Confirmation (the individual work authorization) from the Agency of External Labor Migration, and only then can the employee apply for an E-type work visa. The sequence is rigid, with each step depending on the previous one being complete. Processing can take up to three months.
WorkMotion’s partner network manages this process, including ULCRS registration of the foreign employee’s contract as part of work permit compliance.
Overtime in Uzbekistan is compensated at 200% of the regular hourly rate. Night work, defined as hours between 22:00 and 06:00, carries an additional premium. Work on public holidays is also compensated at 200%.
Companies that apply their home-country overtime rules, or who do not track hours carefully, face back-pay claims and penalties from the Ministry of Employment and Labour Relations.
WorkMotion applies the correct rates from day one and monitors working time compliance as part of ongoing payroll management.
SMEs based in Germany, the Netherlands, and the UK, particularly B2B SaaS, AI, and fintech companies, are increasingly looking beyond Western Europe for senior software engineers and product specialists.
Uzbekistan has a growing tech ecosystem, with Tashkent recognized as one of the fastest-growing startup cities in Central Asia.
A 50–300 person tech company that has exhausted its local talent pool can hire a senior developer or data engineer in Uzbekistan through WorkMotion’s EOR service, with a compliant contract and payroll in UZS, without opening a local entity.
Companies with a remote-first or hybrid operating model, where 30–50% of their workforce is already hired through EOR arrangements across multiple countries, use WorkMotion to add Uzbekistan to their hiring footprint without adding operational complexity.
For a 100–500 person company already running distributed teams across Europe, adding one or two Uzbek hires through WorkMotion fits directly into their existing HR workflow, with no new vendor relationships or local infrastructure required.
Companies entering Central Asian markets, in e-commerce, green tech, or IT services, sometimes need a local sales lead, business development manager, or country manager in Uzbekistan before they are ready to commit to a full entity setup.
WorkMotion’s EOR service in Uzbekistan gives these companies a compliant way to hire local commercial talent quickly, test the market, and scale the team if the opportunity proves out, without locking into the overhead of a permanent local structure from day one.
You have identified the right person for the role. The compliance requirements, such as my.mehnat.uz registration, payroll in UZS, monthly tax filings, and the correct Labor Code contract, should not be what slows you down.
WorkMotion provides employer of record services in Uzbekistan through its partner network, handling the full employment lifecycle from locally compliant contract generation to monthly payroll remittance and statutory benefit administration. Your team manages the work. WorkMotion manages the compliance.
Before you commit, use WorkMotion’s Employment Cost Calculator to estimate the total cost of your Uzbekistan hire, including gross salary, employer social tax, and service fees, so your finance team has the numbers they need before you move forward.
When you are ready to hire, Book a Demo to see exactly how WorkMotion handles hiring in Uzbekistan, and how quickly your new employee can be onboarded.
Yes. Using an employer of record in Uzbekistan means WorkMotion’s partner network acts as the legal employer on your behalf, so your company does not need to establish a local LLC or subsidiary before making your first hire. This removes the need to navigate Uzbekistan’s entity registration process, which, beyond the basic LLC incorporation, requires a local legal address, a corporate bank account, tax registration, and a minimum foreign capital contribution of 400 million UZS (approximately $32,000). The EOR model is particularly suited to companies hiring one to a handful of roles in Uzbekistan before committing to a permanent operational footprint.
Every employment contract in Uzbekistan must be registered on the national Labor Records Information System, my.mehnat.uz, within five working days of the employee’s start date. This is a hard statutory requirement under the updated Labor Code, and missing the window creates direct compliance exposure for the employing entity. WorkMotion’s partner network handles this registration as a standard step in every Uzbekistan onboarding, including updating the employee’s electronic labor book and filing any subsequent changes to employment terms within the same five-day window.
Uzbek labor law requires that salaries be paid in Uzbek soʻm (UZS), via bank transfer to a local Uzbek bank account in the employee’s name, at least twice a month, with no more than 16 days between payment dates. Paying Uzbek employees in euros, dollars, or any other foreign currency is not permitted, and monthly-only payment schedules do not satisfy the statutory frequency requirement. WorkMotion runs payroll in UZS from the first pay cycle, structured to meet both the currency and frequency obligations under the Labor Code.
As the legal employer, WorkMotion’s partner network withholds a flat 12% personal income tax (PIT) from the employee’s gross salary and remits it to the State Tax Committee by the 15th of the following month. On top of this, the employer pays a Unified Social Tax (UST) of 12% of gross payroll, a cost that sits outside the employee’s salary and must be factored into your total employment cost calculation. A 0.1% individual pension contribution is embedded within the PIT calculation and does not represent an additional line item for the employer.
With WorkMotion’s Uzbekistan EOR service, onboarding typically moves significantly faster than entity setup, which can take one to three weeks for basic LLC registration alone, before any hire can begin. The EOR process starts with contract generation in Uzbek or Russian (the only languages legally valid for employment contracts in Uzbekistan), followed by my.mehnat.uz registration and payroll setup in UZS. The exact timeline depends on the completeness of the employee’s documentation, but the absence of entity setup requirements removes the largest source of delay.
Hiring a non-Uzbek national into a role based in Uzbekistan requires a multi-step authorization process that most companies underestimate. The employer must first obtain a Corporate Work License, then apply for an individual Confirmation (work authorization) from the Agency of External Labor Migration, and only after that can the employee apply for an E-type work visa, with each step depending on the previous one being complete. The full process can take up to three months, so planning ahead is essential. WorkMotion’s partner network manages this sequence, including ULCRS registration of the foreign employee’s contract as part of work permit compliance.
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