Employee benefits, insurance & workspace: What EORs provide in Uzbekistan
- Gegidze • გეგიძე | Marketing
- Aug 4
- 8 min read
Table of contents:
Introduction
Hiring in Uzbekistan is cheap until it isn’t.
You hire a great developer. Pay a decent salary. Think you’re saving money.
Then they quit, three months in, because someone else offered a gym card and a paid coworking spot.
Turns out, salary isn’t enough.
Not when local companies are offering wellness stipends and insurance.
Not when your hire’s internet cuts out mid-sprint because you didn’t cover their home setup.
And here’s the kicker: you could offer all of these benefits, workspace, equipment, and onboarding, without opening a single legal entity.
That’s what a full-stack Employer of Record (EOR) in Uzbekistan does.
In this article, we’ll show you how to make your job offer in Uzbekistan as strong as your codebase without the compliance risks, tool logistics, or missed expectations that kill retention.
You’ll learn:
What benefits are legally required
What smart companies add on (and why it matters)
How to cover gear, health, internet, and workspace without an HR team on the ground
Because if you’re hiring in Uzbekistan to save costs, but losing talent because of poor setups, you’re not saving anything.
What benefits are legally required in Uzbekistan?
If you're hiring in Uzbekistan, here's what you don't want to learn the hard way:
You can’t just wire money and hope for the best.
Even in a low-cost market, there are rules. And Uzbekistan’s labor code doesn’t care how “lean” your startup is; once you hire someone as an employee, you're expected to act like an actual employer. Wild, right?
So here’s your cheat sheet for staying legal and compliant in Uzbekistan (and not accidentally breaking the law while trying to onboard your first dev):
Annual leave and public holidays
Employees in Uzbekistan are legally entitled to at least 15 calendar days of paid annual leave.
Add to that paid leave for all national public holidays (including Nowruz, Independence Day, and a few religious ones), and no, skipping them for a tight deadline isn’t a thing.
Sick Leave and maternity/paternity
Employees have a right to paid sick leave with a doctor’s note, the kind you actually need to keep on file.
Maternity leave? Up to 126 days paid.
Paternity leave? That’s a yes, too, though it’s shorter and usually unpaid unless negotiated.
If you're thinking of just ignoring it and giving them some flexible hours instead?
Yeah… don't. Uzbek law doesn’t bend for Slack emojis.
Pension and social contributions
You can’t just pay net salaries and pretend taxes happen magically.
Employers must contribute to the Unified Social Payment Fund, which covers pensions, disability, and maternity payments. The total? Around 12–25% of gross salary, depending on company size and status (IT Park residents have perks, but still have to play ball).
Your dev might never talk about this stuff.
But if they’re not insured, and something happens, you’re liable.
Severance and termination
Fire someone? There’s a process.
The law requires written justification, notice periods, and severance (especially if it’s a layoff or end-of-term).
Try skipping it, and your “cost-saving” hire might end up costing you in court.
Or worse, you’ll earn a one-star rating on dev Telegram channels.
Yes, those exist.
Is private health insurance mandatory in Uzbekistan?
Legally? No.Practically? It might as well be.
Especially if you’re hiring in IT, finance, or anything involving keyboards and brain cells, local professionals, particularly the ones with options, expect more than just the bare bones government coverage. And that’s not entitlement. That’s just market reality.
What kind of coverage are we talking about?
The new normal for mid-senior hires looks like this:
Tiered insurance plans (public + private top-up)
Family inclusion for spouses and children
Access to private clinics (because no one wants to wait six hours to fix a tooth)
Maternity add-ons and mental health support for senior hires
What smart companies are doing
They’re not asking “what’s the legal minimum we can get away with?”
They’re asking, “What perks actually keep our hires from taking calls from recruiters?”
And private health coverage is top of the list. Offering it:
Signals you’re serious about employee well-being
Helps with retention (especially for talent with families)
Gives you a massive edge over local startups still running payroll from spreadsheets
So no, the law doesn’t force you to offer it.
But if you want to attract top Uzbek talent, especially under 35, skipping private insurance is a fast-track to “thanks, but I’m considering another offer.”
What other perks do competitive companies offer?
Hiring in Uzbekistan without perks is like serving plov without the meat, technically still plov, but no one’s excited.
Sure, you could just stick to the legal requirements and call it a day. But if you’re hiring software developers, product managers, or anyone with an ounce of ambition, “basic” isn’t going to cut it.
Here’s what the local talent pool actually expects, especially if they’ve worked with international companies before.
The real add-ons people care about
Phone + Internet Stipends: You can’t expect remote work magic if your developer’s internet dies every time their neighbor uses the microwave. Covering high-speed Wi-Fi and a mobile plan is table stakes.
Meal Allowances Think: prepaid food cards or daily lunch stipends. Not a full buffet, just enough so they don’t have to survive on tea and biscuits during crunch time.
Transport Support: A few million UZS a month for metro passes, Bolt rides, or car fuel, especially useful in Tashkent traffic, which runs on chaos and honking.
Gym or Wellness Budgets: You don’t have to fund a Peloton, but covering a gym membership or mental health app shows you're not trying to work people into the ground.
Learning Stipends: The best hires want to get better. Online courses, language classes, or tech certifications help you keep them — and help them grow.
But here’s the trick: perks only work if they’re structured properly.
EOR provider in Uzbekistan, like Team Up, make sure it’s not just a random pile of nice-sounding benefits. We build packages that:
Match local expectations (so it doesn’t look like you're throwing darts at a benefits board)
Align with international hiring standards (so your offer is competitive globally)
Get delivered on time and without the founder needing to Venmo reimbursements from five time zones away
You don’t need to reinvent HR for every country. You just need to not miss the memo on what your hires actually want.
Workspace support for remote employees in Uzbekistan
Remote work ≠ : “Here’s Slack. Good luck.”
If you're hiring in Uzbekistan, your team isn’t sitting in some glass-walled HQ with branded cold brew. They’re in Tashkent, Samarkand, maybe Andijan, getting the job done from home or coworking spaces that smell like Turkish coffee and ambition.
And if you want them to actually stay with you, the bare minimum isn’t enough.
Where are your hires working from?
Most remote hires sit in:
Tashkent — naturally. It’s where the best coworking options are, and where most white-collar professionals live.
Samarkand and Fergana — rising hubs for remote developers, designers, and back-office roles.
In smaller cities with stable Wi-Fi and lower living costs, more professionals are staying local.
Home office vs coworking: what’s the move?
Your employee might prefer a quiet home setup, or they might need to escape crying babies and bad chairs. Here’s how most companies handle it:
Coworking memberships: Spaces like GroundZero, Impact Hub, or C-Space are popular among tech workers. Monthly costs range from $80–$150.
Home office stipends: Reimbursements for ergonomic chairs, desks, and reliable internet setup, usually a one-time payment of $200–$500, plus ongoing internet stipends ($20–$30/month).
The shift: employee expectations in 2025
Five years ago, any stable remote gig was a win.
Today? People want:
A workspace that doesn't destroy their spine
A professional setup, they’re proud to take video calls in
Perks that signal “you care,” not “we saved money on your wellbeing.”
What Team Up does differently
With Team Up’s EOR model, you don’t need to manage this chaos solo. We:
Handle coworking contracts
Manage stipend payments
Document everything for your expense records
Keep local compliance tight so you’re not winging it
In other words, your hires get what they need, and you don’t get 15 Slack messages asking if a footrest is reimbursable.
Who Provides the Equipment and Tools?
Let’s say you’ve just hired a developer in Tashkent.
She’s sharp. Fast. Already cloned the repo.
Now what? She’s working from a 2016 Lenovo with a cracked screen and pirated Photoshop.
That’s not how you scale.
What’s actually needed?
Most white-collar and tech roles in Uzbekistan require:
A reliable laptop
Second monitor (especially for design/dev roles)
Headphones, keyboard, mouse
Licensed software (Adobe, Microsoft, JetBrains, etc.)
This isn’t fluff, it’s table stakes for productivity.
So… who handles it?
You’ve got two choices:
You do.Ship gear internationally, manage customs, worry about lost deliveries and timezone delays.
We do.With Team Up’s EOR setup, we handle procurement locally. Fast, compliant, headache-free.
How our model works
We source gear in-market through local suppliers.
We arrange delivery directly to the employee.
You approve the specs or budget cap, and we take care of the rest.
If you prefer, you can reimburse the employee directly through our payroll structure.
Need someone onboarded Monday? We’ve had laptops delivered in 48 hours.
Why this setup matters for retention
Most “remote” employees in emerging markets don’t feel like real team members.
They’re handed a contract (maybe), paid through a third-party service, and left to figure out everything else, from laptops to taxes to whether their local holidays matter.
It’s no surprise they churn.
Now flip the script
When a developer in Samarkand gets:
A formal employment contract (not some vague contractor agreement)
Health coverage that actually works at a local clinic
A laptop delivered on time with their name on it
A coworking stipend that covers a real desk, not a kitchen table
…they don’t feel outsourced.
They feel hired.
The psychology of being “hired for real”
It changes everything:
They stay longer.
They speak up.
They care about your product.
They don’t check job boards every Sunday.
You don’t need to offer Silicon Valley salaries, but you do need structure. That’s what Team Up builds for you.
What a competitive offer looks like with Team Up in Uzbekistan
Full employment (via our EOR license with IT Park)
Payroll + taxes handled locally
Equipment sourced and delivered in-country
Workspace support (home office or coworking)
Optional perks (insurance, stipends, meal cards)
It’s what we call “full-stack employment” without opening an entity.
Final comparison: EOR vs building HR in-house
Let’s say you’re considering doing it the “real” way, setting up your own entity in Uzbekistan.
Here’s what you’re signing up for:
Company registration
Tax ID setup
Banking bureaucracy
Labor inspections
Monthly filings
Employment law compliance
Payroll calculation and withholding
Cross-border transfer headaches
And all that before you’ve even hired your first employee.
EOR gives you the shortcut without cutting corners
Team Up’s EOR model in Uzbekistan lets you:
Start hiring legally in days, not months
Skip the cost of setting up and maintaining a local company
Avoid legal risk with 100% compliant contracts and payroll
Get one invoice covering salary, taxes, and services
Focus on talent and output, not red tape
We’re fully licensed under IT Park Uzbekistan, which means 0% tax on export revenue and preferential employment rules for international clients.
When does building in-house make sense?
It’s rare, but here are some edge cases:
You plan to hire 50+ people in-country
You’re selling locally and need full business operations
You have a local co-founder or legal advisor already on the ground
If that’s not you? Stay lean. Move fast. Hire via EOR.
Conclusion
You can’t win talent in Uzbekistan by winging it.
You can’t hand someone a dusty laptop, skip the health plan, toss a contract through Telegram, and expect them to feel like a real employee.
Not in 2025. Not when global startups are offering private insurance, coworking credits, and onboarding that doesn’t feel like a DIY disaster.
This is where EOR actually does the heavy lifting.
Not just paperwork. The real stuff that makes someone stay.
Workspace? Handled.
Equipment? Delivered.
Insurance, leave, onboarding? Already sorted.
That’s what Team Up does; we don’t just “hire remotely.” We help you offer a real employment experience in Uzbekistan without setting up a single entity.
→ Book a call and see what it looks like to compete globally without the HR overhead.