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How to hire remote employees in
Want to hire someone in Uzbekistan? Excellent. But, no matter where you’re from, labor laws in Uzbekistan are different from those in your home country (unless you’re from Uzbekistan, of course). Read on to learn about your options, plus as the easiest way to make remote hires in Uzbekistan.
If you want to successfully hire in
Uzbekistan
, you have two options:
Laws about hiring contractors are significantly more simple in
Uzbekistan
. 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
Uzbekistan
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
Uzbekistan
.
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
Uzbekistan
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
Uzbekistan
, 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 Uzbekistan 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 Uzbekistan.
Employees are entitled to 15 working days of paid annual leave.
For disabled or employees under the age of 18, annual leave is 30 working days.
There are 9 public holidays.
An employee is entitled to up to 4 months paid sick leave or 6 months if the employee suffers from Tuberculosis. A medical certificate must be provided.
Maternity leave is 126 days and starts 70 days before the expected birth of the child and 56 days after. If there are multiple births or complications, maternity leave can be extended by an additional 14 days.
The employee is entitled to 100% of their regular pay.
There are no provisions in the law regarding paternity leave.
Adoption leave - 56 days for the adoption of 1 child and 70 days for multiple adoptions.
None.
None.
Termination of an employment agreement initiated by the employer must be for just cause (I.e. performance, reorganization of the company, or gross misconduct). Notice of termination must be submitted to the employee in writing and in turn, signed upon receipt.
If the employee is a member of a trade union, the employer must first receive approval before termination. Once approval is received, the employer has one month to proceed with the dismissal of the employee.
Notice period depends on the reason for termination:
Payment in lieu of notice is permissible.
1 months salary
A standard full time work week is 40 hours or 8 hours per day.
Overtime and work over a rest day are paid at the rate of 200% of the regular pay.
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