Legal and compliance checklist for Employer of Record (EOR) services in Uzbekistan

Table of contents:

• Employer of Record (EOR) in Uzbekistan: Quick overview

• The critical compliance areas when hiring via EOR in Uzbekistan

• Legal risks of hiring in Uzbekistan without an Employer of Record

• Employer of Record (EOR) vs PEO vs direct hiring in Uzbekistan: Who's liable?

• Hiring independent contractors through an EOR: Is it possible?

• The ultimate 12-point EOR compliance checklist for Uzbekistan

• Employee benefits, equipment, and workspace policies via EOR in Uzbekistan

• Talent pool: Skills and roles accessible via EOR in Uzbekistan

• How to choose a reliable Employer of Record provider in Uzbekistan

• Conclusion: Start hiring compliantly and confidently in Uzbekistan

Employer of Record (EOR) in Uzbekistan: Quick overview

Uzbekistan is the next Silicon Valley.

(Wait, what?)

Okay, maybe not quite yet. But if you’re thinking the landlocked nation famous for its ancient Silk Road cities is only about carpets and plov, you're missing out on something big. Uzbekistan is quietly becoming Central Asia’s talent goldmine, especially in tech.

Here’s the catch: hiring in Uzbekistan without a local presence is as complicated as navigating a bazaar in Samarkand without knowing Uzbek; one wrong step and suddenly you're stuck in negotiations you never signed up for. Local labor law is detailed, strict, and unforgiving. Trying to DIY here is less “innovative” and more “asking for trouble.”

That's exactly why smart companies expanding to Uzbekistan aren’t rushing to open costly local entities. Instead, they’re opting for an Employer of Record (EOR), a model that’s basically your local fixer, accountant, HR team, and compliance specialist rolled into one.

An EOR allows you to hire talent in Uzbekistan quickly, legally, and painlessly, no local entity required, no tax code memorization needed, and definitely no midnight emails from the Uzbek tax authorities asking uncomfortable questions about missing pension contributions.

Here’s exactly what an EOR does for you in Uzbekistan:

• Acts as the legal employer (so you don’t have to set up a local company)

• Handles payroll and taxes in local currency (the Uzbek som—yes, really)

• Registers your employees with local social security and pension funds

• Drafts of compliant Uzbek-language contracts (Google Translate doesn't count, sadly)

• Provides mandatory benefits (annual leave, public holidays, maternity, the whole nine yards)

• Keeps you out of legal trouble (audits and fines in Uzbekistan aren't small or cute)

In other words, you can onboard talented Uzbek software engineers, product designers, and sales leaders within days, fully compliant from day one, without ever needing to set foot in Tashkent (though the kebabs alone might make you want to visit).

Still tempted to DIY? Fair warning: The Uzbek Tax Authority is watching closer than your CFO watches expense reports.

If you’re ready to expand quickly into Uzbekistan without turning your compliance into an adventure story, an EOR isn’t just convenient, it’s essential.

Ready to find out how? Let's dive in.

The critical compliance areas when hiring via EOR in Uzbekistan

Think hiring in Uzbekistan is just about cutting payroll costs and tapping into untapped dev talent?

Cool.

Just don’t forget to pay the Pension Fund, in Som, on time, with the correct codes, or that “cost-effective” hire might invite a government fine that eats your Q3 profit margin.

Hiring through an Employer of Record (EOR) in Uzbekistan sounds like a cheat code, and it is. But like all cheat codes, it only works if you play by the rules. Uzbekistan’s employment laws aren’t just bureaucratic hurdles; they’re legal guardrails. Skip them, and you won’t just get a slap on the wrist, you’ll risk:

• IP disputes with no legal ground to stand on

• Retroactive payroll liabilities you never budgeted for

• Regulatory audits that kill your speed-to-hire advantage

• A talent brand no senior engineer wants to be associated with

Let’s break down what must be handled flawlessly when remote hiring in Uzbekistan via EOR:

Labor contracts must be registered and localized

Why it matters: Uzbek labor law mandates that every employment contract be written in Uzbek or bilingual (Uzbek + English/Russian). These contracts must also include specific clauses: job title, salary in local currency, termination terms, and benefits.

What your EOR must do:

• Draft compliant contracts per the Uzbek Labor Code

• Register contracts with the Ministry of Employment

• Update contracts if job scope or salary changes

What happens if not?

• Employee disputes can void contract terms

• Government fines for undeclared labor

• Zero legal recourse if IP or confidentiality is violated

Social contributions & taxes must be filed correctly, Monthly, and in Som

Why it matters: Uzbekistan requires monthly deductions for:

• Pension Fund (12%)

• Medical insurance (Mandatory)

• Personal income tax (12%)

What your EOR must do:

• Calculate contributions accurately

• Deduct from gross salary in UZS

• File declarations with tax authorities on time

What happens if not?

• Accrued penalties + interest

• Blocking of company tax IDs

• Employee dissatisfaction over missing benefits

All salaries must be paid in UZS, not EUR or USD

Why it matters: Foreign currency payroll may be attractive to remote workers, but it is not legal in Uzbekistan under employment contracts. The Central Bank mandates wage payments in local currency only.

What your EOR must do:

• Convert invoice payments into UZS

• Disburse salaries to local bank accounts

• Maintain currency transaction records

What happens if not?

• Audit triggers from currency regulators

• Legal classification as a contractor (not an employee)

• Voided benefits and legal claims

Mandatory benefits must be provided and tracked

Why it matters: Uzbekistan mandates 15 days of paid leave, plus 11 public holidays, sick leave entitlements, and maternity/paternity rights.

What your EOR must do:

• Track accrued and used leave

• Ensure paid sick days are honored

• File any family/maternity leave requests properly

What happens if not?

• Labor court claims

• Penalties for wrongful termination

• Employer brand damage among local candidates

Working hours must be regulated and enforced

Why it matters: Standard hours are 40 per week, with overtime tightly regulated. No official “unlimited PTO” or “startup hustle culture” loopholes here.

What your EOR must do:

• Document work hours in employment contracts

• Track overtime and apply +200% pay if applicable

• Ensure weekend/public holiday work is pre-approved and compensated

What happens if not?

• Employee lawsuits

• Blacklisting by local labor authorities

• EOR termination

Termination must follow a playbook, not a mood

Why it matters: Firing someone “on the spot” is illegal. Even terminations with cause require evidence, a formal process, and severance if applicable.

What your EOR must do:

• Follow legal notice periods (up to 2 months)

• Pay full compensation + accrued leave + severance

• Submit the termination to the government labor system

What happens if not?

• Employee reinstatement rulings

• Litigation over “wrongful termination”

• Government audit of the entire employment history

Data protection & IP ownership must be locally enforceable

Why it matters: The moment an Uzbek employee builds part of your product, you need airtight IP transfer clauses, recognized by Uzbek courts.

What your EOR must do:

• Draft enforceable IP clauses in the local language

• Include data handling and confidentiality provisions

• Align with Uzbekistan’s Personal Data Law

What happens if not:

• IP leakage or replication risk

• Data fines under new privacy laws

• No local legal protection

You still need a registered EOR (don’t fake it)

Why it matters: Not every “global hiring platform” has an actual legal entity in Uzbekistan. Some rely on third-party shadow entities or illegal workarounds.

What your EOR must do:

• Be a registered local employer or partner with one

• File under their local entity (not yours)

• Offer full transparency on who holds liability

What happens if not?

• You, not them, carry all the legal risk

• Surprise labor inspections

• Your employee becomes... not your employee

Legal risks of hiring in Uzbekistan without an Employer of Record

You know what’s worse than missing a quarterly revenue target? Getting hit with a surprise labor audit in a country where you don’t speak the language and don’t have a legal entity. Welcome to hiring in Uzbekistan without an Employer of Record (EOR).

From the outside, the market looks simple, with low operating costs, strong tech talent, and fast-growing infrastructure. But scratch beneath the surface, and you’re dealing with a labor code that’s anything but DIY-friendly.

Worker misclassification isn’t a slap on the wrist; it's a lawsuit

Let’s say you onboard a frontend developer as an “independent contractor.” They work full-time. Use your tools. Follow your hours. That’s not a contractor. That’s an employee, and Uzbekistan’s labor inspectors know it.

What can happen:

• The state reclassifies your contractor as a full-time employee

• You owe back pay for social contributions, pension, and health insurance

• You pay a 0.1% daily penalty on overdue taxes

• You potentially lose IP rights (because the contract wasn’t valid under local law)

No local employment contract? No legal coverage

Uzbekistan requires all employment contracts to be in Uzbek (or bilingual with Uzbek), registered locally, and include specific clauses about pay, working hours, job scope, and benefits. If you draft a contract in English and call it a day, the labor court won’t recognize it.

The risk:

• Your contract gets thrown out in court

• Confidentiality and IP clauses become unenforceable

• You lose your right to terminate or protect your product

Payroll in USD? Not legal. Not smart.

It might feel easier to wire your dev $1,500/month in US dollars. But by Uzbek law, employee wages must be paid in UZS via a local payroll channel, with taxes withheld at source. If not, you’re violating labor and currency law.

Penalties include:

• Currency fines from the Central Bank

• Delays in cross-border payments

• Extra scrutiny from tax and compliance authorities

Termination gets messy fast

If you don’t follow the strict notice period rules, provide documented cause, and process severance correctly, your “clean break” could land in court.

Expect to deal with:

• Reinstatement orders (yes, really)

• Unpaid salary claims

• Full back pay from the dismissal date

• Employer blacklisting

Immigration violations if you're hiring expats

Bringing in talent from abroad? Work permits and visa registration are required before the person starts. Even if they’re working remotely from Uzbekistan.

Break the rule and face:

• Deportation orders for your employee

• Heavy employer-side fines

• Suspension of your right to employ expats

Employer of Record (EOR) vs PEO vs direct hiring in Uzbekistan: Who’s liable?

Hiring in Uzbekistan isn’t just about finding talent; it’s about understanding who’s legally responsible when things go wrong. And make no mistake: if you skip this part, your company could end up footing the bill for misclassified employees, missed tax filings, or unregistered contracts.

So let’s break it down: Who owns the legal risk, EOR, PEO, or you?

EOR (Employer of Record) in Uzbekistan

Liability owned by: The EOR provider

Think of an EOR like a legal firewall. The EOR becomes the official employer on paper, manages compliance, registers workers, handles payroll, and deals with local authorities. You manage the team’s day-to-day work; they manage the legal weight.

What the EOR handles:

• Contract localization in Uzbek

• Registration with local tax and social funds

• Monthly payroll, in UZS

• Income tax and social contribution filings

• Employment termination and severance

• IP protection, NDAs, and data clauses in line with local laws

What you keep control of:

• Daily operations

• Performance management

• Bonuses and promotions

Bottom line: You get speed, scale, and zero paperwork. If you don’t have a legal entity in Uzbekistan (or don’t want one), an EOR is your cleanest, safest path.

Best for: Startups, scale-ups, or any business hiring in Uzbekistan without setting up an entity

Risk level: Low (the EOR assumes legal liability)

PEO (Professional Employer Organization) in Uzbekistan

Liability owned by: Shared (but mostly on you)

PEO models are uncommon in Uzbekistan because they typically require you to already have a legal entity in the country. The PEO co-employs the worker, helps with admin, and shares some compliance tasks.

What a PEO handles:

• Some HR admin and payroll processing

• Benefits coordination (if applicable)

• Local knowledge and onboarding support

What you still own:

• Legal employment status

• Compliance with labor law

• Payroll taxes and filings

• Risk if anything goes sideways

Bottom line: PEOs are helpful, but not risk-free. You’re still legally on the hook if the contract is misfiled, payroll is late, or an employee disputes severance.

Best for: Companies that already have an entity in Uzbekistan and just want admin support

Risk level: Medium (you still carry primary legal liability)

Direct hiring (your own entity, DIY setup)

Liability owned by: 100% you

Setting up a local subsidiary in Uzbekistan gives you total control. You can issue contracts, open a payroll account, and build a local presence. But it comes at a cost: legal exposure, operational complexity, and months of setup time.

What you must handle directly:

• Incorporating the entity

• Opening local bank accounts

• Registering with tax, labor, and social authorities

• Creating compliant contracts in Uzbek

• Managing visa/work permits if hiring expats

• Monthly tax and payroll filings

• Labor inspections and audits

Bottom line: If you have a legal team, deep pockets, and long-term plans, this model might make sense. But one mistake on the compliance checklist, and you’re facing penalties, audits, and reputational risk.

Best for: Enterprises committed to a large, long-term team in Uzbekistan

Risk level: High (you’re exposed on all fronts)

Quick comparison table:

Model	Legal Entity Required	Payroll & Tax Compliance	IP Protection	Legal Risk
EOR	No	Fully handled	Included	Low
PEO	Yes	Partially supported	Varies	Medium
DIY Entity	Yes	You handle everything	You handle	High

Hiring independent contractors through an EOR: Is it possible?

Let’s cut to it: No, an Employer of Record (EOR) does not hire independent contractors. That’s like trying to buy apples from a hardware store. It’s the wrong model for the job.

Why? Because EORs are designed to employ, not to facilitate freelance arrangements. Their whole legal structure is built to take on employer responsibility from payroll taxes to employment contracts, benefits, and compliance with Uzbekistan’s Labor Code.

What makes a contract or note a candidate for EOR?

In Uzbekistan, an independent contractor isn’t on your payroll, doesn’t receive benefits, and isn’t covered by the same legal protections as a full-time employee. They typically:

• Invoice for services via a contract-for-services

• Work on their own time, using their own tools

• Are not subordinated to your company’s internal policies

• Carry their own tax and pension responsibilities

Now, if your contractor starts getting treated like an employee, same hours, internal email, performance reviews, you’ve crossed into misclassification territory.

And that’s a legal minefield.

Why EOR + contractor doesn’t mix

An EOR steps in when you need someone to be:

• Legally employed under Uzbek law

• On a local, government-recognized labor contract

• Registered for payroll tax, pension, and social security

• Covered under your workplace policies and protections

If your intention is to avoid those obligations by labeling someone a “contractor,” but your day-to-day management says otherwise, you’re not just risking a fine. You’re risking:

• Back taxes and retroactive pension payments

• Misclassification audits

• IP ownership disputes

• Hefty penalties (up to 25% of gross wages)

That’s why a good EOR won’t touch contractor misclassification with a 10-foot pole. If a person looks like an employee, they’ll tell you to either use a direct contractor agreement (outside the EOR scope) or convert that person to a legal employee under the EOR model.

So, how do you hire independent contractors in Uzbekistan?

You can still hire independent contractors, just not through an EOR. Here’s how companies typically do it:

1. Draft a direct contractor agreement
   

   • Specify deliverables, timelines, and rates

   • Use both English and Uzbek versions for clarity
     

2. Pay them via international wire or local currency
   

   • Note: Contractors are responsible for their own taxes
     

3. Avoid managing them like employees
   

   • No fixed hours, no performance reviews, no team meetings

The ultimate 12-point EOR compliance checklist for Uzbekistan

Hiring in Uzbekistan without ticking these boxes? You’re not scaling—you’re gambling. Labor law here is clear, enforced, and anything but flexible. Here’s the checklist we use at Team Up to make sure your expansion stays on the right side of every tax authority, employment inspector, and labor court.

Legally compliant employment contract (in Uzbek)

All employment agreements must be written, signed, and filed through the Unified Electronic Labor Contract System (E-Contract). Contracts must be in Uzbek or bilingual, and include specifics on compensation, job duties, leave entitlements, and termination.

Government registration before day one

Employees must be registered with the State Tax Committee and Pension Fund before their first day. Delays = red flags. An Employer of Record ensures every hire is pre-registered properly and on time.

Payroll processed in Uzbek soum (UZS)

All salaries must be paid in local currency through a local bank. No USD, no EUR, no crypto. Your EOR handles compliant payroll, tax withholdings, and payment timing (usually twice a month).

Statutory benefits provisioned and tracked

Every employee must receive:

• Social insurance contributions (12%)

• Pension fund contributions (7%)

• Health insurance, if applicable

• Paid annual leave (15 working days minimum)

Miss one of these? You're non-compliant.

Working hours and overtime are correctly managed

The standard workweek is 40 hours, Monday–Friday. Overtime must be voluntary, recorded, and paid at 200% of the base hourly rate. No exceptions, even for startups with tight deadlines.

Paid leave and holidays are enforced

Employees are entitled to:

• 15 days of paid annual leave

• Up to 14 days of sick leave (with doctor's note)

• Parental leave rights

• Public holidays (11 per year)

Your EOR must track, apply, and report all absences properly.

Data protection and employee consent

Uzbekistan has strict rules on personal data processing. Employees must sign a consent form, and all digital or physical data must be stored on secure, locally accessible servers. EORs must include privacy clauses in every contract.

Local IP and confidentiality clauses

Without proper clauses in Uzbek, intellectual property can be disputed in court—and the employee could walk away with it. A good EOR includes legally sound confidentiality and IP ownership terms, customized per role.

Clear probation and termination terms

Probation periods are capped at 3 months and require a 3-day notice for either side. Terminations must include:

• Documented cause

• Notice periods (from 2 weeks to 2 months)

• Final payroll + severance

EORs automate the legal offboarding process to avoid disputes.

Visa and work permit handling (for expats)

If you're relocating a foreign national to Uzbekistan, you'll need:

• Work permit

• Employment visa (Type E)

• Local address registration

A full-service EOR can guide you or handle it directly through local immigration channels.

Contractor classification control

Hiring someone as a contractor when they function as a full-time employee? That’s misclassification, and it will cost you. The EOR must draw a hard line between employee and freelancer roles and structure contracts accordingly.

Full audit trail, documentation, and local storage

Uzbek authorities can request records at any time, and you must be ready. Your EOR should maintain:

• Employment contracts

• Payroll slips

• Benefits reports

• Time off logs

• Termination documentation

Everything in Uzbek, timestamped, and stored locally.

Employee benefits, equipment, and workspace policies via EOR in Uzbekistan

Hiring remote teams is one thing. Keeping them happy, productive, and legally protected? That’s where things get real.

In Uzbekistan, it’s not just about offering “a competitive package”; it’s about complying with benefit mandates, equipping your team correctly, and avoiding liability landmines around remote work setups.

This section breaks down what you must provide, what’s smart to offer, and how a trusted Employer of Record (EOR) can keep your operations smooth, compliant, and headache-free.

Mandatory employee benefits (and how an EOR handles them)

In Uzbekistan, labor law outlines non-negotiable benefits every full-time employee is entitled to:

• Annual leave: Minimum 15 working days of paid leave

• Sick leave: Paid leave with medical documentation; partially reimbursed by the state

• Parental leave: Up to 126 days for maternity, with compensation handled by the state fund

• Social contributions: 12% from the employer to the unified social fund; 7% from the employee payroll

• Health and safety coverage: Required in certain sectors, with employer liability for injury

An EOR automates all of this from calculating contributions to issuing compliant pay slips and keeping you off the tax authority’s radar.

Optional (but expected) perks to stay competitive

If you're targeting top Uzbek tech talent, developers, data engineers, designers, the standard benefits won’t cut it. Candidates are comparing offers across borders.

Smart employers offer:

• Private health insurance (not mandatory, but increasingly standard for senior roles)

• Meal stipends or food delivery credits

• Flexible hours (especially if you run a remote-first setup)

• Bonuses — structured as compliant “incentive schemes” in the employment contract

Your EOR can structure and deliver these without tripping tax or labor compliance wires.

Who buys the laptop? And what happens if it breaks?

Let’s talk gear.

In Uzbekistan, there’s no law requiring employers to provide devices,  but if your team is remote, you’re still liable for their ability to work. That means you need a written equipment policy and clear cost coverage terms.

Here’s how Team Up handles it:

• You choose: buy or lease high-performance gear through us

• We deliver devices across Uzbekistan with local IT support

• We track assets and ensure return on exit

• We manage break/fix, upgrades, and device swaps, all locally

No customs paperwork. No lost shipments. No awkward “I spilled tea on my MacBook” conversations with a developer in Andijan.

Workspace options for remote employees

Coworking is growing fast in Uzbekistan, especially in Tashkent, and remote employees expect flexibility.

As the legal employer, an EOR can:

• Rent desk space or private offices under its name

• Provide monthly workspace stipends

• Support hybrid arrangements with clear liability language

This protects you in case of workplace accidents, disputes, or misclassifications. It also gives your team the option to work somewhere more productive than their cousin’s kitchen table.

Talent pool: Skills and roles accessible via EOR in Uzbekistan

If you think Uzbekistan is just a hidden gem in Central Asia, you're only half right. The other half? It's one of the fastest-growing sources of untapped tech, finance, and multilingual talent,  and you don’t need a local entity to hire any of them.

Thanks to its STEM-first education system, rising English fluency, and government-backed IT Park incentives, Uzbekistan is quietly becoming a go-to destination for smart companies building agile global teams. The question isn’t can you hire, it’s who you can hire.

Here’s the breakdown.

High-demand tech roles available through an EOR in Uzbekistan

Uzbekistan produces over 17,000 ICT grads per year, many of whom specialize in export-ready technical stacks. Through a licensed EOR, you can compliantly hire:

• Backend developers: Node.js, .NET, Java, Python

• Frontend developers: React.js, Angular, Vue.js

• Mobile developers: Flutter, Kotlin, Swift

• QA engineers: Manual and automation testing (Selenium, Cypress)

• DevOps engineers: Kubernetes, Docker, Jenkins, GitLab CI/CD

• Data analysts: SQL, Power BI, Tableau, Python

Bonus: most of these roles are already familiar with Agile workflows, Jira, Git, and remote team management, making onboarding frictionless.

In-demand business & support talent

Beyond tech, Uzbekistan’s multilingual, urban-based workforce delivers strong performance in:

• Customer support (English, Russian, Turkish, Uzbek)

• Sales development reps (B2B lead gen and outbound)

• Finance & accounting (IFRS-compliant, often with regional experience)

• Marketing & design (content writers, UI/UX designers, SEO specialists)

This makes Uzbekistan especially attractive to SaaS, eCommerce, FinTech, and IT consultancies scaling their support operations without ballooning costs.

Language & soft skill readiness

You’re not hiring just for hard skills.

With a national push for English fluency and digital literacy, young professionals in Tashkent, Samarkand, and even Fergana are comfortable with:

• Remote tools (Slack, Zoom, Notion, ClickUp)

• Western work culture and asynchronous communication

• Cross-cultural teamwork, especially in tech and support roles

Most top candidates also bring experience working with EU and US clients via outsourcing agencies, making direct employment via EOR a step up in terms of retention.

How EOR unlocks this talent, legally and instantly

Hiring this talent directly as a foreign company? You’ll hit a wall, fast.

Without an entity, you're not legally allowed to:

• Draft compliant employment contracts

• Pay salaries in UZS or remit social contributions

• Register employees with state systems

• Offer statutory benefits and protect IP

But an Employer of Record in Uzbekistan? That’s your shortcut. A qualified EOR like Team Up:

• Acts as legal employer in Uzbekistan

• Manages payroll, benefits, contracts, and compliance

• Onboards your talent in days, not months

• Protects your IP and keeps you out of legal gray zones

How to choose a reliable Employer of Record provider in Uzbekistan

There’s a reason “cheap EOR” usually ends in expensive regrets. When hiring in Uzbekistan, or anywhere in Central Asia, the wrong provider doesn’t just slow you down. It exposes you to fines, contractor misclassification, missed tax filings, and even lawsuits.

So, how do you choose an EOR provider in Uzbekistan that you can trust?

Let’s cut through the noise.

Local entity, real compliance

Ask this first:

Does the provider actually own a legal entity in Uzbekistan, or are they renting one from a local partner?

If it’s the latter, your IP, payroll, and employee data are passing through unknown hands. That’s not compliance, that’s risk roulette.

Team Up owns and operates its own legal entity in Uzbekistan under IT Park residency, which means 0% corporate tax and full legal control.

Contracts written in Uzbek + enforceable clauses

Labor courts in Uzbekistan don’t accept English-only contracts. They want:

• Uzbek-language employment agreements

• Clear termination clauses

• Proper pension/social benefit terms

• IP and confidentiality provisions that hold up locally

If your EOR template doesn’t include these, your business isn't protected.

End-to-end payroll and tax handling

A real EOR should:

• Calculate and withhold monthly income taxes

• Remit social security contributions

• Submit payroll reports to the State Tax Committee

• Provide you with net/gross breakdowns in English

If you still have to “double check” payroll filings, you're not outsourcing — you’re just babysitting.

Transparent pricing, no hidden fees

Steer clear of vague ranges and “contact us” pricing pages. You deserve to know:

• Monthly EOR fee

• Currency handling fees (if any)

• Extra charges for terminations or equipment logistics

• Who handles employee benefits, and how much does it cost

At Team Up, our EOR service in Uzbekistan is a flat €199/month per employee,  full compliance, no surprises.

Scalable support, not just software

Compliance isn’t a SaaS dashboard. It's a human-powered process. You want a partner who can:

• Advise on other offer letter structure

• Flag misclassification risks

• Guide you on compliant bonuses, raises, and benefits

• Handle urgent changes like leaves or exits

Our local legal and payroll team works in your time zone, in real time, not “support tickets in 3–5 days.”

Proof they’ve done it before

Ask for:

• Real client references in Central Asia

• Specific use cases (hiring developers? SDRs?)

• Proof of payroll licenses, not just a shiny landing page

Team Up currently supports 150+ talents across 6 countries, with active EOR clients scaling fast in Uzbekistan, Georgia, and Armenia.

Conclusion: Start hiring compliantly and confidently in Uzbekistan

You don’t need to guess your way through Uzbek labor law. You don’t need to hope the freelancer agreement you copied from Google is good enough. And you definitely don’t need to open a local entity just to hire your first three engineers.

You just need the right Employer of Record.

One that actually operates in Uzbekistan. One that gets payroll, benefits, and tax filings done on time, in the right language, with the right protections. One that makes sure your IP stays yours and your team stays legally employed.

At Team Up, we make that happen.

We don’t sell software and call it compliance. We don’t outsource the hard parts. We own the legal structure, we file the taxes, we hire the talent,  and we do it all without drama, red tape, or six-month timelines.

So if you’re ready to scale into Uzbekistan without setting off legal landmines,  book a free consultation and let’s make your next hire your easiest yet.