Legal Requirements for Employing Foreign Workers in Uzbekistan

Introduction

The employment of foreign workers in Uzbekistan is regulated through a clearly defined legal framework aimed at ensuring the protection of the national labor market while simultaneously accommodating the country’s growing demand for skilled international specialists. Recent amendments – particularly those enacted by the Law of 11 November 2025 (LRU-1095) – have significantly modernized procedures for issuing work authorizations, strengthened oversight mechanisms, and introduced separate categories for highly qualified and qualified specialists.

Additionally, the general legal status of foreign citizens and stateless persons engaged in labor activities in Uzbekistan is governed by the Law “On the Legal Status of Foreign Citizens and Stateless Persons in the Republic of Uzbekistan” (2021). These norms establish the core rights, duties, and restrictions applicable to all foreign nationals working in the country.

This article provides an overview of the legal requirements for attracting and employing foreign labor in Uzbekistan based on the updated provisions of Articles 107-113 of the Law on Employment of the Population (approved by Law of the Republic of Uzbekistan No. LRU-642 dated 20 October 2020), supplemented by the fundamental guarantees of Article 15 of the Law “On the Legal Status of Foreign Citizens and Stateless Persons in the Republic of Uzbekistan”.

1. General Labor Rights of Foreign Citizens (Article 15 of the 2021 Law)

Foreign citizens and stateless persons working in the territory of Uzbekistan enjoy the same labor rights and bear the same obligations as citizens of Uzbekistan, in accordance with national labor legislation. This includes rights relating to working conditions, remuneration, occupational safety, and social protection.

The procedure for their employment is regulated by the legislation on employment of the population, meaning that foreign nationals must comply with general labor rules and specific mechanisms governing foreign labor attraction.

However, certain positions or types of labor activities may be restricted to Uzbek citizens only. If the law requires that a specific position (e.g., in public administration, national security, or other restricted sectors) be occupied exclusively by Uzbek nationals, foreign citizens and stateless persons may neither be appointed or elected to such roles nor engage in the relevant activity.

These foundational norms form the legal basis upon which the more detailed procedures of Articles 107–113 are applied.

2. State Oversight and Control Mechanisms

Monitoring tasks are performed by the State Labor Inspectorate and include:
• assessing the relevance and necessity of foreign labor in specific sectors;
• verifying compliance with labor legislation, occupational safety, and mandatory employer liability insurance;
• verifying the qualifications of foreign workers;
• conducting quarterly checks (together with the Tax Committee) on taxes paid by highly qualified and qualified specialists;
• issuing written instructions for eliminating violations.

Non-compliance with these instructions may lead to termination of the authorization.

Furthermore, the Presidential Decree mandates strict observance of visa, residence permit, and registration deadlines by all state authorities, including the Ministry of Foreign Affairs, Ministry of Internal Affairs, and labor bodies.

3. Categories of Foreign Specialists

Uzbekistan adopts a differentiated system for attracting foreign labor, aligned with the Presidential Decree on highly qualified specialists.

3.1. Highly Qualified Specialists

These are foreign citizens who:
• graduated from universities ranked among the top 1,000 globally, as approved by the Ministry of Higher Education, Science and Innovation of the Republic of Uzbekistan;
• have minimum 5 years of professional experience;
• receive an annual salary of at least USD 60,000.

They enjoy significant benefits, including simplified visas, extended residence periods, and part-time work without additional permits.

3.2. Qualified Specialists

These are individuals who:
• possess higher education qualifications;
• have at least 5 years of experience;
• receive an annual salary of at least USD 30,000.

Both categories may work for multiple employers as part-time staff without obtaining separate authorizations.

4. Exempted Categories

Several categories of foreign nationals are exempt from the general authorization procedure, including:
• diplomats and accredited international organization staff;
• individuals appointed by presidential or Cabinet decisions;
• tourism sector specialists engaged for up to three months;
• founders of foreign or joint ventures arriving for up to three months;
• foreign scholars, cultural figures, and teachers under international cooperation programs;
• accredited journalists;
• employees of NGOs and commercial representative offices;
• teachers and invited specialists in Presidential and higher educational institutions;
• holders of temporary or permanent residence permits;
• individuals covered by international treaties with alternative employment procedures.

Additional exemption under Presidential Decree:

Foreign citizens who invest at least 8,500 BCA into acquiring shares/interests of Uzbek enterprises may work in any position within the enterprise without any work permit.

5. Work Authorization Procedure

5.1. Application

Employers apply through:
• Public Service Centers, or
• the Unified Portal of Interactive Public Services to the Ministry of Poverty Reduction and Employment of the Republic of Uzbekistan and the relevant regional labor authority.

A one-BCA fee applies (412.000 Uzbek sums).

5.2. Regional Assessment

Within five working days, regional labor bodies:
• analyze labor market demand and availability of local specialists;
• issue a recommendation on whether engagement of foreign labor is appropriate.

5.3. Ministerial Decision

Within fifteen working days, the Ministry:
• evaluates compliance with staffing needs;
• issues approval or denial.

5.4. Payment

After receiving the notification regarding the issuance of a Work Activity Authorization Certificate in the territory of the Republic of Uzbekistan, the employer shall make the payment of the following fees within five working days:
• For highly qualified specialists, as well as teachers and specialists recruited to work at Presidential schools and higher education institutions – an amount equivalent to 1 (one) base calculation amount;
• for qualified specialists – an amount equivalent to 2 (two) base calculation amounts;
• for “Vatandoshlar” (ethnic compatriots) – an amount equivalent to 2 (two) base calculation amounts;
• for other foreign citizens – an amount equivalent to 30 (thirty) base calculation amounts.

5.5. Grounds for Refusal

Refusal is allowed only when:
• false information is submitted,
• the regional labor body issues a negative conclusion,
• employer needs do not justify the request,
• the worker was previously employed unlawfully.

Any refusal outside these grounds is prohibited.

6. Termination of Authorization

Authorization may be terminated due to:
• voluntary withdrawal,
• early termination of the employment contract,
• liquidation of the employer entity,
• death/incapacity of an individual employer,
• failure to remedy violations,
• unlawful issuance,
• expiration of the authorization period.

Additional guarantee under the Presidential Decree:

Highly qualified and qualified specialists retain a 30-day grace period to find a new employer. During this time, their visas, residence permits, and authorizations remain valid.

7. Duration and Renewal

• Highly qualified and qualified specialists:
Authorization is issued for until the period of their labor contract, but up to 3 years at most, with unlimited renewals (each for up to 3 years).
• Other categories:
Authorization is issued for up to 1 year, with unlimited one-year renewals.

Both highly qualified and qualified specialists may work part-time without extra authorization.

8. Visa, Residence, and Registration Benefits

The Presidential Decree provides several simplifications:
• Multiple-entry work visas issued for the duration of the employment or civil-law contract, up to 3 years.
• Extensions possible inside Uzbekistan, without exiting the country.
• Highly qualified specialists and their family members may obtain residence permits for the duration of their contract.

9. Education and Qualification Recognition

Graduates of Top 1000 international universities receive automatic approval of their diplomas without exams, under the joint decision of the Ministry of Higher Education, Science and Innovation of the Republic of Uzbekistan.

Conclusion

Uzbekistan’s legislation on employing foreign workers combines the general rights framework established in Article 15 of the Law on “the Legal Status of Foreign Citizens” with the detailed regulatory mechanisms of Articles 107–113 of the Law on Employment of the Population. Together, they create a system that guarantees equal labor rights, prevents unauthorized employment, and ensures that only Uzbek citizens occupy positions requiring national allegiance.

The modernized procedures, differentiated specialist categories, and strengthened oversight help balance the protection of domestic labor interests with the country’s need for international expertise. As Uzbekistan continues to integrate into the global economy, coherent implementation of these norms will remain essential for sustainable and well-regulated labor migration policy.

Author:
Ruslan Kholmatov, LL.M. (Pennsylvania) – Senior Associate
Email: info@lexminster.com
Website: lexminster.com