乌兹别克斯坦于2023年4月30日正式通过《劳动法典》（https://lex.uz/docs/6257291），该法典自生效以来，已成为当前乌兹别克斯坦调节劳动关系、规范劳动领域各项权利义务的核心劳动法律。本文将从以下五大内容对乌兹别克斯坦劳动用工政策进行介绍。

最低工资不能低于乌兹别克斯坦政府规定的标准，2025年9月的最新标准显示，最低工资标准为每月127.1万苏姆（约102美元）。

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若劳动者自愿解除劳动合同，应提前两周（十四个自然日）向用人单位发出书面通知。若用人单位主动解除劳动合同必须有正当理由，且提前两周至两个月书面通知劳动者。主动解除的理由包括：重大技术变革或企业清算裁员；技能资质或健康状况不满足岗位要求；一年内多次违反劳动纪律、重大过失、达到法定退休年龄并有权领取退休金等。用人单位应根据法律规定支付离职津贴。

对于有固定期限的劳动合同，任何一方想解除劳动关系需要在劳动合同到期前三日（自然日）向对方发出书面解除通知。若期限届满而没有任何一方在一周之内提出终止劳动关系，则视为劳动关系依然存续，合同自动转为无固定期限劳动合同。

固定期限劳动合同可以规定双方在提前终止劳动合同时相互支付违约金的义务。根据该规定，如果个人劳动关系是用人单位主动终止的，且原因与劳动者的过失行为（不作为）无关，则用人单位应向劳动者支付违约金；如果个人劳动关系是劳动者主动终止的，且原因与劳动者的过失行为（不作为）有关，则劳动者应向用人单位支付违约金。如果劳动合同未明确违约金金额，则双方无需支付违约金。违约金的金额可自由约定。提前解除固定期限劳动合同，劳动者支付的违约金不得超过用人单位支付的违约金数额。

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1. 强制缴纳社会税（类似国内社保，适用乌籍劳动者）：用人单位应按劳动者工资额12%的标准为其缴纳社会税；劳动者为残疾者的，按照其工资额的4.7%的标准为其缴纳社会税。

2. 特殊情形强制体检：用人单位必须对以下人员组织初步（签订雇佣合同时）和定期（雇佣期间）强制性体检：未满十八岁的人（《劳动法典》第三十一条规定，十五岁至十六岁经父母双方的其中一方的书面同意可以成为劳动者）；已达到一般规定退休年龄的人员；残疾人；从事工作条件恶劣的工作、夜间工作以及与车辆移动相关的工作；在食品工业、贸易和其他直接为民众服务的行业就业；普通中等教育机构、学前教育机构以及其他直接从事儿童教育、抚养工作的机构的教师及其他从业人员。

3. 保证工作场地符合安全标准，工作场地的范围包括建筑物、工作设备、房间的温度、照明、通风等。

4. 进行培训：对所有新员工以及调动其他工作岗位的员工，有义务进行职业安全培训，组织安全工作方法和技术的培训，并为工作事故受害者提供帮助。对于进入高危行业或需要专业选拔的岗位的劳动者，要进行初步的安全工作方法和技术培训，进行为期一个月的劳动保护培训并经考试合格，随后必须定期进行劳动保护方面的认证。

5. 雇佣外籍员工代缴税：外国劳动者在乌工作应缴纳12%的个人所得税（用人单位代扣代缴）和12%的社会税（用人单位缴纳）。

6. 雇佣外籍员工时支付其他相关费用：涉及外国劳动者的工作签证，半年多次往返签证费约330美元/人，且费用 不定期变动。外国劳动者抵乌后，需在3天内办理临时居留登记手续。上述劳动卡（个人劳动许可）费用、临时居留登记费用、体检费、签证续签费及税费等总计约1800-2000美元/人/年。

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乌兹别克斯坦允许聘用外籍员工，但需要经过政府审核：外国劳动者个人劳动许可申请和延期可在网上办理，乌就业和劳动关系部所属对外劳务移民署负责审核，并在15个工作日之内确认。个人劳动许可延期需在到期前的20个工作日提交申请。

依据劳动合同和协议为外国劳动者办理超过3个月的签证时，必须先到乌劳动部门办理劳动许可，获得许可后方可办理签证和居留手续。个人劳动许可的有效期通常为1年。外国公民获得劳动许可后，可以办理以S-3公务类和E工作类为主的签证，有效期通常不超过1年。

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1.5.1 工作时间：

正常工作时间为每周40小时。正常工作时间有两种方式：每周工作六天，每天七小时；或是每周工作五天，每天八小时。

对于未满18岁的劳动者、第一类和第二类残疾劳动者（《劳动法典》第427条第一部分详细规定）、从事恶劣工作条件工作的劳动者（《劳动法典》第477条详细规定）、医务工作者、教师以及其他工作中承受较大情绪、精神和神经压力的工作者（《劳动法典》第184条详细规定）、在由预算资助的组织中工作的三岁以下儿童的父母之一（监护人）需要在不减少工资的情况下减少其工作时间。

所有员工在公众假期前夕的每日工作（轮班）时间至少减少一小时。

在连续经营的组织和某些工种中，如果无法在假期前一天减少工作时间（轮班），则通过为员工提供额外的休息时间来补偿加班，或者在员工同意的情况下，按照既定的加班标准支付报酬。

1.5.2 加班：

特殊情况下，用人单位可不经劳动者同意就要求其加班：

（1）为防止或消除自然或人为灾害、生产事故、工业事故以及火灾、水灾、地震、流行病或动物流行病以及其他威胁全体或部分人口的生命或正常生活条件的特殊情况而工作时；

（2）在执行社会必要的工作过程中，消除影响集中热水供应系统、冷水供应系统和（或）排水系统、燃气供应系统、供热系统、照明系统、交通系统和通信系统正常运行的意外情况；

（3）如果替代工人未能到岗，且工作不允许休息，用人单位有权继续工作。在这种情况下，用人单位有义务立即采取措施，用其他工人替换替代工人。

除了以上的特殊情况外，加班需得到劳动者书面同意。员工加班时间连续两天不得超过四小时（在工作条件恶劣的工作中，每天不得超过两小时），每年不得超过一百二十小时。加班工资不应低于正常工资标准的两倍。

1.5.3 休假：

劳动者每年基本带薪休假时间为15个工作日。个别劳动者（在职退休人员、残疾人等）每年带薪年休假可延长至30个工作日。

用人单位无需支付劳动者短期病假或临时丧失劳动能力期间的工资，在此情况下，由国家社保基金按照工资的一定比例发放津贴。

女职工产假累计共126天，如难产或生产多胞胎的为140天。应女职工要求，产假结束后应给予其育婴假，直到婴幼儿年满两周岁。还可以根据女职工的要求向其提供无薪假期，直至婴幼儿满三周岁。

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Labor and Employment in Overseas Investment in Uzbekistan

On April 30, 2023, Uzbekistan officially adopted the Labor Code (link). Since its entry into force, this Code has become the principal legal framework governing labor relations in Uzbekistan, regulating the rights and obligations of all parties in the labor sector. This section introduces Uzbekistan’s labor and employment policies under five main aspects.

The minimum wage may not be lower than the standard set by the Government of Uzbekistan. As of September 2025, the latest minimum wage is 1,271,000 Uzbek soum per month (approximately USD 102).

If an employee voluntarily terminates an employment contract, he or she must submit a written notice to the employer at least two weeks (fourteen calendar days) in advance. If the employer initiates termination, it must have a legitimate reason and provide written notice to the employee between two weeks and two months in advance. Grounds for termination by the employer include major technological changes or company liquidation leading to staff reductions; the employee’s qualifications or health condition not meeting job requirements; repeated violations of labor discipline or gross misconduct within one year; reaching the statutory retirement age with entitlement to a pension; and similar reasons. Employers are obliged to pay severance benefits in accordance with the law.

For fixed-term employment contracts, either party wishing to terminate the relationship must provide written notice of termination at least three calendar days before the contract expires. If the term expires and neither party raises the issue of termination within one week, the employment relationship is deemed to continue, and the contract automatically converts into an open-ended employment contract.

A fixed-term employment contract may stipulate mutual obligations for the payment of penalties in the event of early termination. Under this provision, if the employment relationship is terminated at the initiative of the employer and the reason is unrelated to the employee’s misconduct (or failure to act), the employer must pay compensation to the employee. Conversely, if termination occurs at the initiative of the employee and the reason is related to the employee’s misconduct (or failure to act), the employee must compensate the employer. If the employment contract does not specify the penalty amount, neither party is required to pay. The penalty amount may be freely agreed upon, but the penalty payable by the employee for early termination may not exceed the amount payable by the employer.

1. Mandatory payment of social tax (similar to social insurance in China, applicable to Uzbek employees): Employers must contribute social tax at the rate of 12% of an employee’s salary. For employees with disabilities, the contribution rate is 4.7% of their salary.

2. Mandatory medical examinations in special circumstances: Employers are required to arrange initial (at the time of signing the employment contract) and periodic (during employment) compulsory medical examinations for the following categories of employees: persons under the age of 18 (Article 31 of the Labor Code stipulates that those aged 15 to 16 may be employed with the written consent of one parent); employees who have reached the statutory retirement age; persons with disabilities; employees engaged in hazardous work, night work, or work involving the movement of vehicles; employees in the food industry, trade, or other sectors directly serving the public; and teachers and other staff in general secondary education institutions, preschool institutions, and other organizations directly engaged in the education and upbringing of children.

3. Ensuring workplace safety standards: Employers must guarantee that the workplace complies with safety standards, covering buildings, work equipment, temperature, lighting, ventilation, and other relevant conditions.

4. Providing training:Employers are obliged to conduct occupational safety training for all new employees and those transferred to new positions, organize training in safe work methods and techniques, and provide assistance to victims of workplace accidents. For employees entering high-risk industries or positions requiring professional selection, employers must provide initial training in safe work methods and techniques, conduct a one-month occupational safety training course with certification upon passing examinations, and thereafter arrange periodic recertification in occupational safety.

5. Tax withholding and contributions for foreign employees: Foreign employees working in Uzbekistan are subject to 12% personal income tax (withheld and paid by the employer) and 12% social tax (paid by the employer).

6. Other expenses when hiring foreign employees:Work visas for foreign employees, including multiple-entry visas valid for six months, cost approximately USD 330 per person, with fees subject to periodic adjustment. Upon arrival in Uzbekistan, foreign employees must register for temporary residence within three days. Costs associated with labor permits (individual work permits), temporary residence registration, medical examinations, visa renewals, and taxes total approximately USD 1,800–2,000 per person per year.

Uzbekistan permits the employment of foreign workers, but government approval is required. Applications for individual work permits for foreign employees, as well as renewals, can be submitted online. The Agency for External Labor Migration under the Ministry of Employment and Labor Relations is responsible for reviewing applications and confirming them within 15 working days. Applications for the renewal of individual work permits must be submitted at least 20 working days before expiration.

When applying for visas valid for more than three months on the basis of an employment contract or agreement, employers must first obtain a labor permit from the Uzbek labor authorities. Only after the permit is issued can visa and residence procedures be processed. The validity period of an individual labor permit is typically one year. Once foreign nationals obtain a labor permit, they may apply for visas primarily under the S-3 (official business) and E (employment) categories, which generally have a maximum validity of one year.

1.5.1 Working Hours

The standard working time is 40 hours per week. Normal working time may be arranged in two ways: either six working days per week at seven hours per day, or five working days per week at eight hours per day.

For employees under the age of 18; employees with disabilities of the first and second categories (as specified in Part 1 of Article 427 of the Labor Code); employees engaged in work under harmful conditions (as specified in Article 477 of the Labor Code); medical workers, teachers, and other employees in professions subject to high emotional, mental, or neurological stress (as specified in Article 184 of the Labor Code); and one parent (or guardian) of a child under three years of age working in budget-funded organizations—their working hours must be reduced without any reduction in pay.

For all employees, the length of the working day (or shift) on the eve of public holidays must be reduced by at least one hour.

In continuous-operation organizations and for certain categories of work where it is not possible to shorten working hours (or shifts) before public holidays, employees must be compensated either with additional rest time or, with the employee’s consent, through payment at the established overtime rate.

1.5.2 Overtime

In special circumstances, employers may require employees to work overtime without their prior consent:

(1) when working to prevent or eliminate natural or man-made disasters, industrial accidents, production accidents, fires, floods, earthquakes, epidemics, epizootics, or other extraordinary situations that threaten the lives or normal living conditions of all or part of the population;

(2) when performing socially necessary work to eliminate emergencies affecting the normal operation of centralized hot water supply systems, cold water supply and/or drainage systems, gas supply systems, heating systems, lighting systems, transportation systems, or communication systems;

(3) when a replacement worker fails to report for duty and the work cannot be interrupted, the employer is entitled to require the employee to continue working. In such cases, the employer must immediately take measures to replace the absent worker with another employee.

In all other cases, overtime requires the written consent of the employee. Overtime hours may not exceed four consecutive hours over two days (or two hours per day for work under harmful conditions) and may not exceed 120 hours per year in total. Overtime pay must be no less than double the employee’s normal wage rate.

1.5.3 Leave

Employees are entitled to a minimum of 15 working days of paid annual leave each year. Certain categories of employees, such as working pensioners and persons with disabilities, may receive up to 30 working days of paid annual leave.

Employers are not required to pay wages during short-term sick leave or temporary incapacity for work; in such cases, the State Social Insurance Fund provides allowances based on a proportion of the employee’s salary.

Female employees are entitled to 126 calendar days of maternity leave in total, or 140 days in the case of complicated births or multiple births. Upon request, female employees must also be granted childcare leave until the child reaches the age of two. At the further request of the employee, unpaid leave may be granted until the child reaches the age of three.

撰稿｜毛   迈

梁思瑾

协作｜喻冰清

校对｜喻冰清

李   丹

排版｜刘晨卉

审核｜丁  静

冯颖琼

简历请投递至人资邮箱：wuhan@wsdlaw.cn