.webp){kind=small}
How to hire remote employees in
Laws about hiring are complicated, and the same is true in Turkmenistan. But there are ways to sidestep the headaches—if your company hasn’t already established a physical presence in Turkmenistan, you have two real options when it comes to hiring. We’ll detail both below.
If you want to successfully hire in
Turkmenistan
, you have two options:
Laws about hiring contractors are significantly more simple in
Turkmenistan
. 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
Turkmenistan
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
Turkmenistan
.
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
Turkmenistan
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
Turkmenistan
, 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 Turkmenistan 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 Turkmenistan.
PTO is calculated by the:
An employee has the right to postpone or extend the annual basic leave if:
There are 9 public paid holidays in Turkmenistan:
There is no specific statutory right to sick leave in most cases.
However, employees are entitled to unpaid leave to care for a sick family member, with the length of the leave based on the recommendations of the medical institution that is caring for the relative.
Female employees under Article 68 of the Social Security Code receive 112 days of fully paid maternity leave with 56 days before the estimated date of birth and 56 days after giving birth.
The paid maternity leave is extended by 16 days if there are birth complications, and by 40 days in the event of multiple births.
There is no statutory paternity leave beyond the option for the father to take parental leave, except for in a few circumstances where the mother is not present in the child’s life.
A woman, regardless of the length of service, after the expiration of maternity leave, has the right to unpaid parental leave until the child reaches the age of three years.
Leave to care for a child may also be granted to the person actually caring for the child, including the father, guardian of the child, as well as, in cases established by the legislation of Turkmenistan, to another relative.
Parental leave can be used in whole or in parts. A person who is on parental leave until the child reaches the age of three has the right to interrupt the vacation and start work before the expiration of the parental leave, notifying the employer about this two weeks before going to work. In this case, the annual basic leave is provided for the actual time worked.
In Turkmenistan an additional leave for upon reaching the Age of 62 – 3 calendar day is provided to citizens upon reaching the age of 62 years, or such leave can also be added to the main annual leave.
A person injured as a result of a radiation catastrophe shall be granted additional leave of up to fifteen calendar days.
10 calendar days, given 5 days before marriage.
An additional leave of 10 calendar days to complete the funeral rite and commemoration on the basis of a certificate issued by the state civil registry office are provided to two close relatives of the deceased.
Employers can terminate an employment contract for economic or business reasons which render the employee redundant or based on the employee’s conduct or performance.
The employer is obligated to notify the employee in writing.
Special rules and procedures apply to redundancy dismissals and employee misconduct.
The notice period is either two weeks or two months depending on the reason for the termination.
Only three days of notice is required during the probation period.
Severance pay must be paid in most situations when the employer terminates an employment contract for a reason other than the employee’s misconduct.
Probation period does not exceed 3 months.
Once the employment contract ends, the probationary period does not apply to people belonging to the below-mentioned categories:
The standard work duration for a full-time employee does not exceed 40 hours per week.
For teenagers (aged between 16 and 18 years), the work hours cannot exceed 36 hours per week and 24 hours a week for persons below sixteen years of age. Typically, office timings in Turkmenistan are from 9 am to 6 pm.
Overtime work must not exceed 4 hours for each employee on 2 consecutive days and 120 hours per year.
.png)
Book a demo to get started.
