Employment Lawyer in Uzbekistan

Employment law in Uzbekistan

Employment relations in Uzbekistan underwent a significant reform when the new edition of the Labour Code entered into force on 30 April 2023. The Code updated rules on employment contracts, working time, remote work, termination and employer obligations, and many companies have needed to review their HR documents and practices as a result. For international employers, who often bring group-wide policies and contract templates to the country, aligning these with local requirements is an essential step.

LEXGLOBAL is a law firm in Uzbekistan registered with the Ministry of Justice in 2024. Our employment practice advises local and international companies on day-to-day HR matters as well as on sensitive situations such as terminations, restructuring and disputes. Our lawyers have long-term experience with international companies and cross-border projects in Uzbekistan and Central Asia, including organisations with large local workforces and expatriate teams.

What the practice covers

Employment contracts and HR documents

We prepare and review employment contracts, job descriptions, internal labour regulations, regulations on remuneration and bonuses, and policies on confidentiality, business travel and remote work. Our focus is to make documents compliant with the Labour Code while keeping them clear and usable for HR teams and managers.

HR compliance audits

For companies that have operated in Uzbekistan for some time, we review existing HR documentation and practices against current legislation and identify gaps that could lead to claims or penalties during labour inspections. We then propose a prioritised plan for remediation, so that the most significant risks are addressed first.

Foreign employees

Hiring foreign nationals involves both labour and migration requirements. We advise on the options for engaging expatriate staff, the documents typically required, the interaction between work authorisation and the employment contract, and the position of directors and secondees sent by a foreign parent company.

Terminations and restructuring

Termination of employment is one of the most frequent sources of disputes. The Labour Code sets out specific grounds and procedures for dismissal, as well as additional guarantees for certain categories of employees. We advise on the lawful options available in each situation, including termination by mutual agreement, and prepare the necessary documents. For reorganisations and headcount reductions, we help plan the process, notifications and consultations so that the business objective is achieved with minimal legal risk.

Personal data of employees

Employers process a significant volume of personal data. We advise on compliance with the Law "On Personal Data" (2019) in the HR context, including consents, internal policies and the transfer of employee data to group companies outside Uzbekistan.

Typical matters

• Preparing a full set of HR documents for a newly established company
• Adapting group employment templates to Uzbek law
• Structuring the employment of a foreign general director
• Advising on remote and hybrid work arrangements
• Managing a dismissal for disciplinary reasons or poor performance
• Planning a headcount reduction during restructuring
• Representing employers in labour disputes and in dealings with labour inspection authorities

Legal services in Uzbekistan for international employers

Foreign companies are often surprised by the level of formality required in Uzbek employment relations: specific orders, records and notices may be needed at each stage of the employment relationship. As an employment lawyer in Tashkent working regularly with international clients, we explain these requirements in practical terms and help local HR teams implement them consistently. We work in Uzbek, Russian and English, which allows us to prepare bilingual documents and communicate directly with regional HR and legal functions.

How we work

Employment matters frequently involve people, timing and reputation as much as law. We give clear, practical recommendations, explain the risks of each option and help management choose a course of action that is lawful and proportionate. For ongoing support, we can act as an external employment counsel, answering routine questions from HR teams and reviewing documents as needed, as part of a long-term relationship with the company.