Employer of Record (EOR) in Uzbekistan 2025: The Complete Hiring Guide
- Gegidze • გეგიძე | Marketing
- Apr 13
- 23 min read
Table of contents:
Talent pool for employer of record services in Uzbekistan: Who can you hire in Uzbekistan?
What you need to know about labor laws, compensation & leave in Uzbekistan
Employee benefits & equipment when hiring in Uzbekistan via EOR
Step-by-step: How to hire employees in Uzbekistan using an EOR
Final thoughts: Should you use an EOR to hire in Uzbekistan?
Introduction
You won’t hear this on your average hiring podcast, but we’ll say it here: Uzbekistan is not just another dot on your expansion map; it’s a serious contender for where your next 10 hires should be.
Think we’re exaggerating?
Ask the handful of European and Gulf-based founders who already have product teams quietly scaling from Tashkent. They’re not tweeting about it. They’re too busy enjoying the cost-efficiency, compliance peace of mind, and a talent pool that still answers Slack messages before 10 a.m.
And you? You’re probably here because hiring globally got messy fast.
You’ve seen the same cycle:
Legal reviewed your contractor agreement and called it a “mild disaster.”
Finance groaned at your 6-country spreadsheet of tax liabilities.
Your new dev in Lisbon quit over a WeWork desk that “felt uninspiring.”
Meanwhile, Uzbekistan is sitting in Central Asia with an EU time-zone overlap, competitive developer salaries, and zero hype inflation.
Let’s call it what it is: this is your chance to get in before the market gets noisy.
And we’re not talking about hiring through sketchy contractor agreements where your code IP disappears faster than a bottle of Uzbek kefir in July.
We’re talking real employment. Local contracts. Full payroll compliance. All through a legal Employer of Record (EOR) setup that doesn’t give your CFO ulcers.
Now, if you’ve never hired in Uzbekistan, you’re probably wondering:
Is there even tech talent here?
How much does it cost?
Is this legal, or will we end up on some audit list?
Can my new backend engineer get a decent Wi-Fi connection?
Short answers?
Yes. Less than Berlin. Totally legal. And yes, fiber internet in Tashkent is faster than in most hipster parts of London.
So if you’re serious about hiring global talent without building a legal entity or crossing your fingers in court, read on.
What is an Employer of Record in Uzbekistan?
Let’s strip the buzzwords.
An Employer of Record (EOR) in Uzbekistan is exactly what it sounds like: a local, legally registered company that hires and employs your team on your behalf. While you manage your people, their work, their goals, and their deadlines, we handle the red tape: employment contracts, payroll, taxes, benefits, compliance, and HR admin.
You're the boss. We become the legal employer.
Now here’s where it gets real.
Remote hiring in Uzbekistan without an EOR means setting up a local entity, opening a tax file, navigating Uzbek labor codes, registering with the State Tax Committee, the Pension Fund, and handling every payroll slip in Uzbek som. Sound fun?
Didn’t think so.
With an EOR, you skip the paperwork, the permanent establishment risks, and the "Google Translate and pray" legal strategy. You get:
Fully compliant employment under Uzbek law
Contracts that actually hold up in court
Payroll taxes are filed correctly every month
Employees who are legally protected and fully motivated
One monthly invoice (cleaner than your finance team’s dreams)
Let’s make this clear: this isn’t outsourcing.
This isn’t Fiverr in a suit.
And it’s definitely not “We’ll just PayPal them and figure it out later.”
It’s remote hiring done right, local, legal, and liability-free.
And why Uzbekistan?
Because while other markets are burning through talent and ballooning salaries, Uzbekistan is quietly producing full-stack engineers, mobile devs, and QA pros who speak great English, work remote-first, and still remember what loyalty looks like.
You manage the roadmap.
We handle the law.
Your hire gets job security.
Everyone wins.
And the best part?
You don’t need to open “Team Up LLC Uzbekistan” to pull this off.
We already did it for you.
Why companies are using EOR services in Uzbekistan
Let’s not pretend: Central Asia wasn’t on your hiring roadmap five years ago.
But 2025 is different.
Startups are burning runway trying to compete in bloated markets like Berlin and Amsterdam.
Hiring managers are drowning in red tape in Brazil and Vietnam.
And compliance? That’s become a full-time job that your actual full-time HR team doesn’t want.
Meanwhile, Uzbekistan is quietly becoming the smart company’s secret weapon, especially when paired with an EOR.
So why are teams making the shift?
Because entity setup is a time trap
Opening a local company in Uzbekistan means legal filings, capital requirements, tax registration, local representation, monthly reporting, and a whole lot of things your COO never budgeted for.
EOR services eliminate that entirely.
You get a legal presence overnight without actually having to be present.
You hire employees. We handle everything else.
Because compliance isn’t optional anymore
Misclassify a contractor in Uzbekistan, and you're on the hook for unpaid taxes, social contributions, and potential penalties from the State Tax Committee.
With an EOR, your employee is legally hired under Uzbek labor law, with:
Statutory benefits
Tax compliance
Local contracts
IP and confidentiality clauses that hold up
You sleep better. Your legal team breathes easier. Your talent feels secure.
Because the market’s still affordable, and wildly underrated
While everyone’s overpaying for mid-level developers in overhyped markets, Uzbekistan is sitting on:
Senior devs earning €1,800/month
Remote-seasoned QA engineers
Mobile developers with real product experience
Full-stack engineers who won’t ghost after onboarding
And yes, we’re talking about legal, fully-employed team members, not freelancers with disappearing GitHub repos.
Because you need timezone overlap without 6 a.m. standups
Uzbekistan runs on UTC+5, which means:
Full workday overlap with Europe
Half-day overlap with East Coast U.S. teams.
Developers who won’t ask to push your demo to midnight their time
Remote doesn’t work without alignment. Uzbekistan makes it work.
Because EOR = speed + scale
Need to hire three backend engineers, one product designer, and a support lead in the next 30 days?
You don’t have time to open a branch office.
You need contracts that are ready.
You need payroll that works.
You need someone who’s done this before.
That’s why companies choose an EOR. Because hiring should be a growth move, not a legal gamble.
And why Team Up?
Because we know the market.
We’ve already built the entity.
We’ve already hired the teams.
And we’re already doing this for smart, global companies just like yours.
Uzbekistan isn’t a guess anymore.
With the right EOR, it’s a plan.
A smart one.
Benefits of hiring through an EOR in Uzbekistan
You don’t need another blog post listing “flexibility” and “cost savings” like they’re revolutionary.
You need to know what actually works and what actually shows up on your P&L and compliance reports.
Here’s what hiring through an Employer of Record (EOR) in Uzbekistan gets you: real benefits with real business impact.
You skip the local entity headache
Hiring legally in Uzbekistan on your own means registering a local LLC, appointing a director, opening a bank account in Uzbek som, submitting monthly tax declarations, and passing compliance audits from the State Tax Committee.
What Team Up does instead:
You hire a backend developer in Tashkent. We employ them via our local entity. You manage their work, we manage their contract, payroll, tax, and benefits.
You stay legally compliant from day one
Uzbek labor law isn’t optional.
Hire a full-time worker and treat them like an employee, even if you call them a “freelancer”, and the government will classify them as an employee. Which means:
You owe back taxes
You risk IP disputes.
You invite legal scrutiny.
With Team Up as your EOR, you’re covered:
Enforceable local contracts (Uzbek + English)
Compliant tax withholding and social contributions
Ironclad IP and confidentiality terms
It’s not just legal. It’s smart.
You gain trust from your hires
In Uzbekistan, a legal job means more than just a paycheck.
Full-time professionals expect:
Paid annual leave
Health insurance
Official contracts
Pension contributions
Job security
When you hire through an EOR, they get all of that, and you get a motivated team member who knows you’re serious.
You pay once, get everything
You don’t want to track 4 vendors, 7 line items, and a Google Sheet called “Final_Payroll_Summary_FINAL_v7.”
We give you one invoice each month.
Example Breakdown:
Let’s say you hire a senior backend engineer:
Gross salary: €1,800
Employer tax & contributions (~25%): €450
Team Up EOR fee: €299
Total: ~€2,549/month
You get:
Payslips
Legal employment
Tax filings
Benefit administration
Optional workspace, onboarding, and equipment support
You keep control of your team
This isn’t outsourcing. You’re not handing off tickets to a vendor black box. You’re building a real team.
With EOR:
You interview and hire
You manage sprints, standups, and reviews.
We stay invisible in the background, handling only the legal side.
You avoid the mess later
Contractor models seem cheap until the dev walks mid-sprint, or worse, claims they own your code.
EOR solves that:
IP is protected
Compliance is locked
Offboarding is structured
Paperwork is clean
No loose ends. No legal gray zones. No awkward founder emails asking, “Wait… who owns this feature?”
Talent pool for employer of record services in Uzbekistan: Who can you hire in Uzbekistan?
If you still think of Uzbekistan as a landlocked former Soviet republic with camels and copper exports, you’re missing what’s actually happening on the ground.
Because here’s the quiet reality:
While global tech markets are drowning in inflated salaries and LinkedIn clones, Uzbekistan is quietly producing serious technical talent, engineers, analysts, testers, who deliver without the drama.
And no one’s talking about it.
Which means you still can.
This isn’t a market “on the rise.” It’s already running
Let’s be clear. Uzbekistan isn’t a startup hype hub.
You won’t find 20-person “growth hacking” teams crowding hipster coworking spaces in Tashkent.
What do you find instead?
Engineers who build without fluff
Low churn, high output
And salaries that don’t make your CFO consider switching careers
Here’s what’s fueling it:
Government investment in IT Park Uzbekistan—offering tax incentives and infrastructure for tech development
Compulsory STEM education—a Soviet legacy that’s producing capable devs who understand algorithms before they learn to build dashboards
Language and global exposure—thanks to remittances, international university programs, and a culture of hustle, young professionals speak English and use it daily.
Internet infrastructure that’s surprisingly robust—fiber internet in urban hubs, no remote excuses, and a timezone (UTC+5) that lets you overlap with Europe and get a head start on East Coast U.S. teams
One founder told us:
“My Uzbek devs finish more in a sprint than my Berlin team argues about in one planning meeting.”
We didn’t say it. They did.
So, who’s actually hireable through an EOR in Uzbekistan?
Let’s look at real profiles, not hypotheticals.
Frontend Engineers
Trained on React, Vue, and Angular.
They’ve built dashboards for fintechs in Dubai, marketplaces in Istanbul, and CMS platforms in Germany.
They’re not guessing how components work, they’re shipping, documenting, and maintaining them.
Backend Developers
You’ll find Node.js devs who cut their teeth working on Gulf-region logistics apps.
.NET and Java engineers with legacy system experience? Also here.
Python backenders who’ve built APIs that didn’t break under load? Absolutely.
One of our recent hires came straight from an international NGO platform, handling millions of monthly users with a stack built to scale, not just a demo.
Full-Stack Engineers
Yes, they exist. And no, they’re not just frontend devs who once touched Express.js.
We placed a full-stack engineer with React + Django skills into a U.S. edtech startup.
Week one: shipped their first feature. Week two: rewrote part of the onboarding flow.
They’ve been promoted twice since.
QA Engineers
You won’t find a lot of flashy QA influencers here, but you will find solid automation testers running Selenium, Cypress, and Playwright.
Most have experience testing apps across devices, languages, and integrations.
One client told us their Uzbek QA was “the only one who actually found the bug before users did.”
DevOps Engineers
AWS, Terraform, GitLab CI, Docker, Uzbekistan’s best engineers don’t just know how to deploy. They know how to build pipelines; you don’t have to babysit.
Many have experience with hybrid infra, supporting both cloud and on-prem deployments for Eastern European clients.
Data Engineers
Need Python + SQL engineers to structure your warehouse?
You’ll find grads from institutions like Westminster International University who’ve already worked on pipeline builds for local banks or global development programs.
Not flashy. Just functional. And reliable.
Mobile Developers
Flutter is big here. React Native, too.
We hired a mobile dev last quarter who built a loyalty app for a Middle Eastern retailer with 3 M+ users.
They joined a product team in London. First sprint? Delivered a full onboarding flow, debugged login bugs, and proposed UX improvements—all before their first team lunch.
What you’re really getting: Output without ego
Let’s talk culture.
Uzbekistan’s tech talent doesn’t come with:
“Why isn’t this on Product Hunt?” syndrome
Entitlement to startup equity in year one
Five overlapping Upwork clients
What you’ll find instead:
Engineers who stay
Teams that don’t job-hop every quarter
People who are proud to work for international companies—and prove it with consistency
They’re not trying to be on TechCrunch. They’re trying to build something that works.
And here’s the kicker: You’re not too late. Yet.
Right now, you can hire:
A senior backend dev for €1,800/month
A QA automation engineer for €1,500/month
A Flutter mobile dev for under €2,000/month
Fully loaded. Fully legal. Fully integrated into your team.
No middlemen. No shady contractor setups.
Just Team Up, your EOR, making it all click in the background.
But here’s the thing:
Markets don’t stay quiet forever.
If you want talent that ships, sticks, and doesn’t cost like San Francisco circa 2021, this is your window.
What you need to know about labor laws, compensation & leave in Uzbekistan
Hiring in Uzbekistan comes with structure and expectations. If you're building a local team through an Employer of Record (EOR), here's what you need to understand about wages, taxes, time off, and terminations.
Compensation & payroll costs
Minimum wage: UZS 1,155,000/month
Income tax: 12% flat rate for all employees
Employer payroll cost: ~12.57% on top of gross salary (covers social tax and contributions)
These are estimates; exact totals depend on salary structure, benefits, and contract terms. For a precise breakdown, [contact our team for a tailored quote].
Working hours & overtime rules
Standard hours: 8 hours/day, 40 hours/week (Monday–Friday)
Overtime pay: Required and paid at 2x the normal rate, unless swapped for equivalent time off
Pre-authorization: Overtime must be approved by the employer in advance
Employees working on rest days or public holidays must also receive overtime compensation unless they choose paid time off instead.
Maternity, parental & sick leave
Maternity leave: 126 days paid (70 before, 56 after birth); paid at 75% of salary or 100% if employed for over 12 months
Paternity leave: Not currently mandated under Uzbek law
Parental leave: Available until the child turns 2, with government-provided assistance
Sick leave: Paid at 60%–80% of average salary, depending on tenure and condition; may reach 100% in certain cases
Paid time off & public holidays
Annual leave: 15 business days per year (accrued after 6 months of employment)
National holidays: 11 days, including New Year’s Day, Navruz, Ramadan Khait, and Independence Day
Public holidays are typically observed across both the public and private sectors.
Probation & notice periods
Probation period: 3 days
Notice periods vary by reason:
Redundancy or organizational changes: 60 days
Inability to perform (medical or skill-related): 14 days
Severe misconduct: 2 days
Termination rules & severance
Terminations in Uzbekistan should be handled carefully due to moderate litigation risk. The safest route? Mutual agreement.
Legal grounds for termination include:
Voluntary resignation
Expired contracts
Poor performance or misconduct
Probation period dismissals
Business restructuring
Severance pay is required for terminations involving redundancy or mutual agreement:
Up to 3 years of service: 50% of the monthly salary
3–5 years: 75% of the monthly salary
5+ years: 100% of monthly salary
Payroll & tax compliance with an EOR in Uzbekistan
Let me take off the marketing hat and speak your language: clean payroll, tight compliance, zero surprises.
If you’re expanding into Uzbekistan and think you can just wire a dev $2,000/month and call it payroll, you’re about to walk into a tax minefield.
Because here, payroll isn’t just money in, money out. It’s a legal structure.
And if you skip the structure, the State Tax Committee will notice.
That’s where an Employer of Record (EOR) flips the entire game.
Here's the blunt truth:
If your developer in Tashkent is:
Working full-time
Reporting to your team
Using your tools
Following your sprint cycles
Then, under Uzbek law?
They’re an employee. Not a contractor.
And if you don’t employ them legally, you owe everything you thought you were avoiding.
We're talking:
Income tax
Social contributions
Pension payments
Potential penalties
Retroactive audits
And yes, possible invalidation of IP ownership
Now let’s talk structure, therightway.
When you work with Team Up as your EOR, we become the legal employer in Uzbekistan.
You stay in control of your team’s work. We carry the compliance.
Here’s how payroll works under our EOR model:
We calculate gross-to-net accurately
Uzbekistan’s payroll structure includes:
Personal income tax: 12% flat rate
Social tax (for employers): 12% of gross salary
Pension contribution: 1% from employee, 1% from employer
Medical insurance (if added): Optional but increasingly common
Paid leave, sick days, public holidays: All statutory
For example, say your frontend developer earns €1,800/month gross.
That covers:
Net salary to the employee
All employer taxes
Contributions to the pension fund
Sick leave coverage
Government-mandated public holiday pay
Any additional agreed-upon benefits (healthcare, coworking, equipment, etc.)
You pay one invoice. We handle the filings.
We file everything on time, in Uzbek, and by the book
We register each employee with:
The State Tax Committee
The Ministry of Employment
The Pension Fund
Health Insurance (if applicable)
We submit:
Monthly tax declarations
Income tax withholdings
Social tax contributions
Payslips (in Uzbek and English)
End-of-year declarations (so you don’t get that fun surprise in Q1)
Our team has a direct line to local tax officers and accountants, so if something changes in regulation, we know first.
We shield you from employer liability
Because Team Up is the legal employer:
You don’t trigger permanent establishment risk
You’re not exposed to local labor disputes.
You’re not liable for severance or employee litigation.
You don’t deal with local audits—we do
One startup we worked with thought they were safe hiring a contractor in Tashkent.
They filed no taxes, had no contract in the local language, and ignored pension contributions.
Six months later? The worker filed a labor complaint. The company had to pay back wages, retroactive social taxes, and legal fees to defend a contract they never translated.
We rebuilt the relationship. Legally hired the same worker via EOR.
Now? No issues. No exposure. No surprises.
You get financial clarity, not guesswork
You’ll know exactly what your total cost per hire is, month to month, line by line.
No FX shocks. No hidden fees. No misfiled forms.
All invoices are in USD or EUR. All compliant.
You get:
A detailed breakdown of salary, taxes, and fees
Payroll reports for internal accounting
Support for your finance and legal teams during audits or due diligence
Absolute confidence that your team is being paid legally, fairly, and on time
Employee benefits & equipment when hiring in Uzbekistan via EOR
in Uzbekistan, what keeps developers loyal isn’t just a paycheck.
It’s legal security, respected benefits, and the basic signals that tell them: “You’re not a gig. You’re part of the team.”
When you hire through an Employer of Record (EOR) like Team Up, we handle that entire structure, so your hire starts strong, sticks around, and doesn’t quit mid-sprint because they found a “real job” elsewhere.
So, what benefits matter in Uzbekistan?
Legal must-haves (we handle these automatically)
These are the statutory requirements under Uzbek labor law:
Paid annual leave – 15 days minimum, more depending on role and tenure
Sick leave – fully covered under government policy, with proper documentation
Public holidays – 10+ national holidays annually, including Navruz, Independence Day, and Constitution Day
Pension contributions – 1% from the employee, 1% from the employer
Official payslips – compliant with Uzbek reporting standards
These are not “nice to haves.”
They’re the law. And skipping them is how companies end up flagged, fined, or ghosted.
What top Uzbek talent actually expects (and why it matters)
If you’re hiring senior engineers, mobile developers, or DevOps specialists, you’re competing with companies from the Gulf, Eastern Europe, and even South Korea.
The best hires expect:
Private health insurance – It’s not required, but it’s quickly becoming standard. It’s a clear sign you’re offering more than just the bare minimum.
Work-from-home equipment – Monitors, laptops, chairs. They don’t expect luxury, but they expect to be treated like full-time employees, not freelancers digging through their closet for a mousepad.
Coworking membership – Especially in Tashkent and Samarkand, where engineers want a hybrid routine. We offer options across major hubs.
Training budgets or certification reimbursements – Python bootcamps, AWS certs, English courses. This stuff builds loyalty.
13th salary or annual bonus – Not mandatory, but increasingly common among top employers competing for long-term retention.
Real example?
We hired a QA engineer for a Dutch fintech. She got a decent base salary, plus private healthcare and a €500/year learning stipend.
That hire is still in the role 18 months later, despite three recruiter DMs per week.
How it works
Free consultation – Share your hiring needs
Choose your perks – Select the best mix for your team.
Start scaling – We onboard and manage everything locally.
What about equipment?
Let’s not cut corners here.
If you’re hiring full-time, legal employees, you’re expected to provide the tools.
That means:
Laptop – MacBook or PC, depending on the stack
Monitor – Often one large external or two basic ones.
Keyboard, mouse, webcam – Standard issue
Optional – Ergonomic chair, standing desk, noise-cancelling headphones
You decide what to provide. We source it locally, set it up, and track it.
You’re not shipping devices from Frankfurt to Tashkent.
We handle local purchasing and delivery, with your budget and specs.
How it works
Hardware selection – We help you match devices to roles
Security setup – We configure all the tools you need
Fast delivery – We ship it directly to your talent’s doorstep
Ongoing support – Repairs, replacements, and troubleshooting on demand
Full flexibility – Upgrade or return as your projects evolve
Why does this matter to your business
Benefits and equipment aren’t just costs. They’re:
A signal of legitimacy in a market flooded with sketchy contract offers
A compliance requirement when hiring under Uzbek law
A retention strategy in a market where quiet professionalism beats noisy perks
A productivity booster—because you can’t ship code from a busted laptop and a kitchen chair
Cost of using an Employer of Record in Uzbekistan
You don’t need to open an entity.
You don’t need to hire lawyers.
And you definitely don’t need to risk misclassifying your team.
You just need one partner who understands Uzbekistan’s legal system, payroll structure, and remote team dynamics. That’s where Team Up comes in, with EOR services starting at only €199 per employee/month.
Yes, really.
Why do you need an EOR in Uzbekistan?
If you're a startup, a scaling company, an IT consulting firm, or even a , you have one thing in common: you need fast, legal hiring without the overhead of building a branch office.
Team Up’s EOR service gives you:
Legal employment of your team in Uzbekistan
Fully compliant local contracts (Uzbek + English)
Tax, pension, and social contribution filings
Monthly payroll
Optional benefits, equipment, and HR support
Clean IP protection and no legal exposure
A single, flat-rate monthly fee
Whether you're hiring your first backend engineer in Tashkent or building a full QA team in Samarkand, we make it simple.
Transparent pricing for smart hiring
EOR Service Fee: €199/month per employee
This covers:
Legal employment under Uzbek labor law
Employment contracts and onboarding
Payroll administration
Monthly tax & pension filings
Employee record management
Compliance monitoring and updates
Ongoing local support
No setup fees. No surprise costs. No waiting.
Real cost example: hiring a senior engineer
Item | Cost (EUR/month) |
Gross Salary | €2,000 |
Employer Contributions (~12%) | €240 |
Team Up EOR Fee | €199 |
Optional Health Insurance | €49 |
Optional Equipment Lease | €69 |
Total Monthly Cost | €2,557 |
All-in. Fully legal. Fully managed. Fully trusted.
Optional add-ons for teams that want to retain talent
You don’t just want to hire.
You want to keep your hires.
That’s why we offer plug-and-play benefits and equipment aligned with local expectations.
Benefits Platform for Remote Teams
Keep your local team happy, healthy, and motivated
Health Insurance – from €49/month
Gym Memberships – from €49/month
Professional Training – from €49/month
Coworking Access – tailored pricing
Equipment for Remote Teams
Eliminate delays, logistics, and IT headaches
Leasing – from €69/month
Purchasing – tailored to each role
IT Support – free onboarding, setup & troubleshooting
What makes this different?
Most EOR providers in Uzbekistan either overcharge or underdeliver.
At €199 per employee/month, Team Up is built for companies who:
Move fast but stay compliant
Want local support without bloated fees.
Care about the real employee experience.
We are growing lean, distributed teams across borders.
And we back it with real results, trusted by founders, legal teams, and finance leads across Europe, Central Asia, and the Gulf.
Rated 4.9 out of 5 stars by our clients.
EOR vs contractor model in Uzbekistan: What’s the risk?
At first glance, hiring a contractor in Uzbekistan looks simple.
No paperwork, no payroll setup, no taxes, just wire the money and call it a day.
But here’s the reality: that shortcut can cost you more than just money.
The contractor model is risky, fragile, and in Uzbekistan’s legal environment, downright dangerous for growing teams that want to protect their IP, reputation, and runway.
Let’s break down why companies are switching to EOR, and what’s at stake if you stick with outdated contractor setups.
Misclassification = Legal Exposure
Uzbek labor law is clear: if someone works full-time for your company, follows your schedule, reports to your managers, and uses your tools, they’re not a contractor. They’re an employee.
It doesn’t matter what the invoice says.
It doesn’t matter what your contract calls them.
It matters how the relationship functions.
If you misclassify an employee as a contractor, you risk:
Retroactive taxes and penalties
Unpaid social contributions
Court-ordered severance or reinstatement
Labor inspections and investigations
Delayed IPO or fundraising due to audit red flags
We’ve seen foreign companies forced to pay up to 12 months’ back taxes because they had no legal structure and no local contracts.
Hiring through an EOR eliminates this risk entirely.
The worker is legally employed under Uzbek labor law, fully compliant, and fully protected.
You don’t own the IP
This one’s subtle, but deadly.
Contractors in Uzbekistan aren’t automatically bound by local IP transfer laws. Unless you have a watertight, bilingual agreement enforceable under Uzbek jurisdiction, you risk losing the rights to the work they produce.
If you’re building:
Proprietary software
Core infrastructure
Customer data pipelines
Product design or marketing assets
...and the relationship breaks down, you could lose ownership of all of it.
With Team Up’s EOR model, we handle locally enforceable IP and confidentiality clauses in both Uzbek and English.
Your business stays protected. No loopholes. No grey areas.
No benefits = Low retention
Contractors get paid. That’s it.
They don’t receive:
Paid annual leave
Sick days
Pension contributions
Health insurance
Legal protection
Equipment
Workspace support
And in a market like Uzbekistan, where full-time employment is still seen as more stable and more prestigious, this matters.
We’ve heard it firsthand: "I got a better offer because they were hiring me legally. My parents actually trust this one."
If you want your talent to stay, feel safe, and contribute long-term, you need to treat them like full employees.
With an EOR, you can do exactly that, without the overhead of opening an entity.
You’re one audit away from serious consequences
Let’s say your contractor files a labor complaint.
Or applies for a loan and shows your contract.
Or just asks a friend in legal for advice.
All it takes is one investigation, and you’re looking at:
Retroactive registration
Backdated contributions
Tax fines
Legal fees
Damage to your local brand reputation
And if you're a startup eyeing future funding, M&A, or due diligence?
That misclassified worker can turn into a liability that kills the deal.
Step-by-step: How to hire employees in Uzbekistan using an EOR
Hiring in Uzbekistan doesn’t need to be a legal maze or a six-month entity setup slog.
If you’re working with an Employer of Record (EOR) like Team Up, you can legally hire, onboard, and pay employees in a matter of days, no branch office, no lawyers, no guesswork.
This isn’t a vague “we make it easy” pitch.
Here’s the exact process, step by step.
Step 1: Tell us who you need
Free Consultation
Start with a call. Whether you're hiring one backend developer or building a full local team, we want to understand:
Your hiring goals
The roles you’re filling
Timeframe and budget
Preferred collaboration tools and workflows
No fluff. Just clarity from day one.
Step 2: You source the talent (or let us help)
Already have someone in mind? Great.
Still searching? We’ve already built a talent pool of vetted professionals in Uzbekistan, and connect you with top talent from affordable hubs, qualified by our HR team.
You handle:
Job descriptions
Interviewing
Selection
We don’t get in your way. You stay in control of the team.
We just make sure everything after the handshake is legal.
Step 3: We draft local contracts
Once you’ve chosen your candidate, Team Up prepares a bilingual employment contract (Uzbek + English) that:
Meets all local labor law requirements
Clearly defines job scope, salary, and benefits.
Includes enforceable IP and confidentiality clauses
Covers probation, termination, leave policies, and work-from-home setup
You approve it. We onboard the employee under our Uzbek legal entity.
Step 4: We handle payroll, taxes, and filings
Each month, we:
Process payroll
Withhold income tax
Submit social tax and pension contributions.
Generate payslips
Provide you with a clean, single invoic.e
No spreadsheets. No late filings. No “who’s in charge of taxes again?”
And yes, everything is local-law compliant, down to the decimal.
Step 5: Set up benefits and equipment (optional but powerful)
Want to retain top Uzbek talent? Offer more than just a salary.
We help you add:
Health insurance – from €49/month
Gym memberships – from €49/month
Training budgets – from €49/month
Coworking access – custom
MacBooks, monitors, keyboards – leased or bought, delivered locally
Free IT support – for onboarding and maintenance.
All managed through Team Up, built specifically for managing remote teams.
Step 6: You manage the work. We handle the rest.
Once your employee is legally onboarded, you’re free to:
Run daily standups
Assign tickets
Invite them to Slack or Notion.
Add them to your payroll cost model.
Track KPIs like any full-time hire
Meanwhile, we:
File their taxes
Manage their benefits
Handle employment questions
Support contract renewals or offboarding
Your team grows. Your compliance risk doesn’t.
Step 7: Scale up anytime
Need to add a designer next month?
Or expand into another region?
Team Up scales with you across roles, teams, and borders.
No extra legal setup. No expansion headaches.
Just one streamlined system.
How to choose the right EOR provider in Uzbekistan
Choosing an Employer of Record (EOR) isn’t just a checkbox, it’s a long-term business decision that directly affects your legal exposure, employee satisfaction, and ability to scale.
The problem?
Most EOR providers sound the same.
“Fast onboarding.”
“Full compliance.”
“Global reach.”
You’ve heard it all.
What you need is a way to cut through the noise and figure out:
Who’s built to support your team in Uzbekistan, and who’s just reselling someone else’s infrastructure?
Here’s a smarter, simpler framework to make that call.
Do they have a legal entity in Uzbekistan, or just a sales pitch?
You’d be surprised how many EOR companies operate through third-party partners in Uzbekistan. That means:
Delayed contracts
No direct accountability
Poor local support
Double markups
What to check:
Ask who legally employs the worker
Request a sample employment contract.
Ask if the provider is registered with the State Tax Committee and Pension Fun.d
Why it matters:
You want control and clarity, not a game of legal telephone with a middleman.
Can they explain Uzbek labor law in plain English?
If your EOR provider can’t walk you through sick leave rules, probation period limits, or income tax rates without reading off a PDF, you’re not in safe hands.
What to check:
Can they break down gross-to-net salary in real numbers?
Do they understand how maternity leave or termination laws work?
Can they localize your offer letters and IP clauses correctly?
Why it matters:
You’re relying on them to protect you. If they can’t answer your questions confidently, what else are they winging?
Are benefits and equipment part of the offering, or “extra later”?
Top Uzbek talent cares about legal employment and what comes with it: health insurance, a real laptop, gym access, and training. If your EOR provider only does payroll, you’re setting yourself up for churn.
What to check:
Do they offer health insurance aligned with local expectations?
Can they lease or deliver equipment locally?
Do they have a clear benefits catalog with pricing?
Why it matters:
Your remote employees don’t just want to be paid. They want to feel like they belong. Your EOR partner should make that easy.
Are they transparent about cost and clear on what’s included?
If it takes five emails to get a pricing table, or if the EOR fee comes with vague “admin costs,” back away.
What to check:
Flat monthly fee or unpredictable billing?
Are employer taxes included?
What’s extra and what’s covered?
Why it matters:
Surprise invoices aren’t just annoying, they wreck planning and destroy trust with your finance team.
Do they offer human support, or just a dashboard?
It’s easy to build a sleek portal. It’s hard to handle a contract issue at 7:00 p.m. on a Friday when your new hire can’t log in to payroll.
What to check:
Can you speak to a local HR rep?
Is there someone who speaks Uzbek and English?
What’s the average response time for employee questions?
Why it matters:
When something goes wrong, and it will, you want real help. Not a chatbot.
Can they grow with you across roles, benefits, and regions?
Maybe you’re hiring one engineer now. But what about next quarter?
Can your EOR help you scale, expand benefits, or even hire in nearby markets like Georgia or Kazakhstan?
What to check:
Do they offer multi-country coverage?
Can they handle technical hires and local roles alike?
Can they scale from 1 to 10 to 50+ employees?
Why it matters:
You don’t want to keep switching providers as you grow. Choose one that grows with you.
Final Tip: Talk to their clients
Referrals are your best due diligence tool.
Ask to speak to a founder or ops lead who has already hired in Uzbekistan through that provider.
Their answer will tell you everything.
Final thoughts: Should you use an EOR to hire in Uzbekistan?
If you’ve read this far, you already know the answer.
Yes. But only if you’re serious about doing it right.
Because hiring in Uzbekistan isn’t risky, guessing your way through it is.
Contractor shortcuts?
They’ll leave you exposed.
Entity setup?
It’s overkill unless you're committing to a full-on local operation.
But an Employer of Record?
It’s the middle path that actually works.
With an EOR like Team Up, you get:
Fast, legal hiring without opening a company
Clean, compliant payroll without hiring lawyers
Full IP and tax protection without crossing your fingers
Competitive benefits and local support without building an HR team
One flat monthly fee, €199 per employee, with no hidden nonsense
And the best part? You stay focused on what actually matters:
Building, scaling, delivering without borders, slowing you down.
So, should you use an EOR in Uzbekistan?
If you're ready to grow fast, hire legally, and stop wasting time on compliance drama, then yes.
Absolutely.
Let’s make it happen.
