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How to hire remote employees in
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Laws about hiring are complicated, and the same is true in Tajikistan. But there are ways to sidestep the headaches—if your company hasn’t already established a physical presence in Tajikistan, you have two real options when it comes to hiring. We’ll detail both below.
If you want to successfully hire in
Tajikistan
, you have two options:
Laws about hiring contractors are significantly more simple in
Tajikistan
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Tajikistan
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Tajikistan
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Tajikistan
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Tajikistan
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Tajikistan than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Tajikistan.
Employees receive a minimum of 24 days of paid annual leave.
Employees with certain types of disabilities receive either 35 or 42 days, depending on their official category of disability
The paid public holidays in Tajikistan in 2021 are as follows.
Tajikistan does not provide specifically for paid sick leave. Employees are entitled to 14 days of unpaid leave per year to care for sick family members.
Employees are obliged to inform their employer about any sickness requiring an absence from work and the expected duration of this absence as soon as possible (generally the first day of the sick leave).
When an employee is absent due to illness for three consecutive days, they are required to provide proof of medical consultation upon returning to work.
In Article 164, the Labor Code provides that women shall be granted a maternity leave of 70 calendar days before delivery and 70 calendar days after delivery.
Leave can be extended if there are complications at birth or for multiple births. New mothers may also take leave until her child is 18 months old.
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Parents caring for two or more children up to the age of 14, or disabled children up to the age of 18, are generally entitled to additional leave and to have their job held during this leave.
Accrued leave at termination - The accrued annual leave is paid to the employee at termination. The employer adopts specific formulae for calculating the total amount of payment. This is stated in the employment contract.
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Labor contract can be terminated in the following cases:
The labor contract termination is documented by a document issued by the Employer except the cases when it is terminated due to death of the Employer or the court declares the Employer – individual entity, home worker and domestic workers to have died or missing.
The Employer is obliged to inform the Employee in writing about the termination of labor contract signed for indefinite period within the following timelines: -
In case of labor contract termination due to the liquidation of organization or termination of operation of employer- individual entity or redundancy of the number of staff or job unit - not later than two months in advance;
In case the labor contract is terminated because the Employee is not suitable to his/her work due to lack of qualification or health state - not later than one months.
During the notification period, the Employee has the right to be absent in work not less than one day a week by holding his/her full salary to search another job.
By the agreement of parties, the labor contract can be terminated for the outlined reasons before the end of notification period by providing compensation equal to not less than average daily remuneration for the everyday remaining until the end of this period.
The Employer is obliged to inform the relevant authorized public entity on labor and employment about the upcoming (expected) dismissal of staff by outlining their specialty, professional degree and salary size within the timelines defined by the legislation of the Republic of Tajikistan.
The notice period in Tajikistan is:
The Employer is obliged to inform the Employee in writing about the termination of labor contract signed for indefinite period within the following timelines:
During the notification period, the Employee has the right to be absent in work not less than one day a week by holding his/her full salary to search another job.
By the agreement of parties, the labor contract can be terminated for the outlined reasons before the end of notification period by providing compensation equal to not less than average daily remuneration for the everyday remaining until the end of this period.
The Employer is obliged to inform the relevant authorized public entity on labor and employment about the upcoming (expected) dismissal of staff by outlining their specialty, professional degree and salary size within the timelines defined by the legislation of the Republic of Tajikistan.
The employee is paid a one-time severance pay upon termination of the employment contract: at the initiative of the employer and in circumstances beyond the control of the parties.
The amount of the severance pay cannot be lower than the size of the employee’s three average monthly salaries.
Standard employment contracts are not generally time restricted.
The probationary period in Tajikistan is based on mutual agreement between the employee and employer However, the standard probation period Tajikistan is not applicable under the following conditions.
They usually include a probation period of 3 to 6 months.
Regular length of working time in Organization shall not exceed 40 hours in a week.
Reduced length of working time of not more than 35 hours a week is defined for the employees exposed to the negative impact of physical, chemical, biological and other factors during the employment process.
It shall be prohibited to work overtime in case of 12 hour shift and also the works with especially severe and harmful conditions.
Overtime cannot exceed within two days continuously: -
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