Employer of Record (EOR) providers in Uzbekistan: Comparing the top 5 companies
- Gegidze • გეგიძე | Marketing
- Jun 5
- 18 min read
Table of contents:
Introduction: Why choosing the right Employer of Record (EOR) in Uzbekistan is crucial
What is an Employer of Record in Uzbekistan, and why do companies need one?
Top 5 Employer of Record providers in Uzbekistan: Detailed comparison
Employer of Record vs direct contractor hiring in Uzbekistan: Risks and benefits
Employer of Record (EOR) vs PEO in Uzbekistan: Key differences explained
How much do Employer of Record (EOR) services typically cost in Uzbekistan?
Talent pool for Employer of Record services in Uzbekistan: Who can you hire?
Workspace and equipment policies for remote employees in Uzbekistan
Final verdict: Choosing the best Employer of Record provider in Uzbekistan for your business
Introduction: Why choosing the right Employer of Record (EOR) in Uzbekistan is crucial
Remote hiring in Uzbekistan without an EOR is like driving through Tashkent blindfolded; you might survive, but you're probably breaking several laws at once.
Here’s the reality: Uzbek labor laws aren't a casual read over your morning coffee. Misclassify one employee, and suddenly you’re explaining tax violations in a language you don’t speak, to an authority you didn’t know existed.
You came here to hire amazing talent, not to earn a starring role in Uzbekistan’s version of "Tax Office Nightmares."
That's why choosing the right Employer of Record provider matters. It’s not about checking compliance boxes; it’s about peace of mind, fast onboarding, and a stress-free payroll.
This guide breaks down the top 5 EOR providers in Uzbekistan, helping you quickly identify who knows their stuff locally, who has hidden costs, and who genuinely protects your business from landing on the wrong side of Uzbek bureaucracy.
Because expanding into Uzbekistan should mean more growth, not more gray hair.
Ready to hire confidently? Let’s jump in.
What is an Employer of Record (EOR) in Uzbekistan, and why do companies need one?
Here’s the short version: if you want to legally hire full-time employees in Uzbekistan without opening a local legal entity, you need an Employer of Record (EOR).
Here’s the longer (and more useful) version:
An EOR is a local company that becomes the legal employer of your talent in Uzbekistan on your behalf.
That means they take care of all the legal, tax, payroll, and compliance responsibilities, while you focus on the work, managing your remote team, building your product, and serving your customers.
No branch office. No bank account. No confusing contracts in Uzbek or Russian.
Just compliant, fast, and clean hiring.
What exactly does an EOR handle in Uzbekistan?
Employment contracts in the local language (and English), fully compliant with Uzbek labor laws
Payroll calculations and tax withholding (yes, Uzbekistan has a flat 12% income tax, but don’t forget employer costs at ~12.57%)
Social contributions, vacation tracking, sick leave, maternity/paternity leave
Severance, terminations, and notice periods without legal fire drills
IP and confidentiality protections that stand up under Uzbek law
HR documentation and compliance reports for authorities
In other words, your EOR is the legal employer.
You are the operational manager.
You get to work directly with your Uzbek hire as part of your global team. They report to you, follow your processes, and contribute like any other employee, while the EOR handles the messy backend.
Why do companies use an EOR in Uzbekistan?
Because setting up a company here is slow, expensive, and full of traps.
Here’s what “doing it yourself” looks like:
Establish a legal entity (expect 2–3 months minimum)
Hire lawyers, accountants, and HR experts
Open a local bank account (yes, in person)
Translate contracts and policies into Uzbek and Russian
Learn and comply with Uzbek labor laws, tax codes, and payroll rules
Keep up with changing regulations
Meanwhile, your competitors already hired someone in Tashkent last week through an EOR.
An EOR in Uzbekistan isn’t just a shortcut; it’s the smarter way to test markets, scale fast, and reduce risk while staying fully legal.
So if you’re thinking about hiring in Uzbekistan, but not thinking about using an EOR, you’re already behind.
Risks of hiring employees in Uzbekistan without an EOR
You found the perfect hire in Uzbekistan. You shake hands over Zoom, agree on a monthly salary, and start sending money. Simple, right?
Not even close.
Hiring without an Employer of Record (EOR) in Uzbekistan might seem like a shortcut, but it’s more like walking into a government building with no translator, no paperwork, and no pants.
Here’s what’s really at stake.
Misclassification can get you fined (Heavily)
Hiring someone as a “contractor” when they work like a full-time employee?
That’s misclassification. And in Uzbekistan, labor authorities don’t find it cute.
You risk back taxes, benefit repayment, and even legal action.
Your contractor might suddenly be entitled to paid leave, severance, and social security contributions, all at once.
You can’t claim ignorance. The burden of proof is on you.
And if you're funded or scaling? Good luck explaining that to investors during due diligence.
No legal protection for your IP or contracts
Let’s say you hire a developer in Tashkent and don’t use a compliant local employment agreement.
Who owns the code?
Who protects your data?
Without proper contracts under Uzbek law, your IP could be at risk. And courts won’t back you up if your documents aren’t valid locally.
Tax compliance is no joke
Here’s the paperwork you’ll need to process monthly payroll correctly:
Local employment agreement (in Uzbek or Russian)
Monthly tax filings and payment of income tax (flat 12%)
Employer social contributions (~12.57%)
Monthly payroll ledger and submission to tax authorities
Miss one deadline, and you're looking at penalties.
Miss two? Now you’re a red flag.
An EOR handles all of this, on time, every time.
Termination becomes a legal minefield
There’s no at-will employment in Uzbekistan.
Terminate someone incorrectly and you could face:
Litigation
Reinstatement orders
Mandatory severance payouts
Damage to your reputation locally
EORs handle compliant offboarding, notice periods, and severance, so you don’t end up in labor court.
You can’t offer real benefits without a local setup
Contractors don’t get local health insurance, pension contributions, or parental leave.
That’s not just unfair, it’s a retention risk.
And offering “international benefits” doesn’t work if it’s not aligned with local expectations or regulations.
An EOR lets you offer benefits legally, and competitively.
Essential criteria to evaluate EOR providers in Uzbekistan
Not all Employer of Record partners are built the same.
In Uzbekistan’s dynamic market, where labor laws are evolving, tax rates shift with quarterly presidential decrees, and cultural nuances matter just as much as compliance, you need an EOR that brings both local mastery and global reliability.
Here’s the checklist to separate the pretenders from the true partners:
Deep local compliance expertise
Uzbekistan’s Labor Code has its own rhythm: set working hours, mandatory social contributions, paid leave entitlements, and probation rules that can make or break your hire. Your EOR must navigate:
Registration with the State Tax Committee and Moliya Vazirligi (Ministry of Finance)
Monthly payroll filings, income‐tax withholding (12%), and employer social contributions (~12.57%)
Statutory benefits: 24 days of PTO, 180 days sick leave (75–85% salary), maternity and paternity leave rules
Transparent, predictable pricing
Hidden fees are the silent deal-breaker. Evaluate whether your EOR:
Publishes a clear service-fee schedule (per-employee, per-month)
Separates government costs (taxes, insurances) from their margin
Offers online cost calculators or sample invoices
Entity vs. EOR flexibility
Some clients start with an EOR and later spin up their own Uzbek entity. The best providers will:
Advise when to transition to a local subsidiary (or when to stay EOR-only)
Offer a clear path from EOR to in-country entity support
Present the trade-offs in legal exposure, setup time, and cost
End-to-end payroll & benefits administration
Payroll in Tashkent isn’t “set and forget.” Your EOR should provide:
Automated payroll runs in UZS with direct deposit
Consolidated payslips that meet local formatting requirements
Benefits platform integration for health insurance, pension top-ups, and parental leave management
Talent-pool access & recruitment support
Beyond paperwork, they must know where to find the right candidates:
Deep networks in Tashkent, Samarkand, and beyond
Experience screening for local-to-English communication skills
Fast turnaround for interviews and offers
Robust technology & reporting
You need real-time visibility:
Self-service dashboards for headcount, costs, and compliance documents
Automated alerting for probation expirations, visa renewals, and leave balances
API integrations with your HRIS or accounting system
Seamless onboarding & offboarding
Hiring is only half the battle, proper offboarding protects you:
Clear digital workflows for contract signing in Uzbek and English
Secure termination processes that respect local notice periods and severance rules
Archiving of payroll and employment records for audits
Dedicated, localized support
Global hours aren’t enough. Look for:
An in-country account manager fluent in Uzbek and Russian
SLAs guaranteeing response times in your time zone
On-the-ground experts who understand local business culture
Scalability & multi-market coverage
If you plan to grow beyond Uzbekistan, choose an EOR with:
A proven network across Central Asia or the broader CIS region
Consistent service standards from Tashkent to Astana to Baku
Data security & IP protection
Your IP, your data:
Compliance with Uzbekistan’s data protection regulations
Secure storage of personnel files and employment contracts
Clear IP assignment clauses drafted under Uzbek law
Top 5 Employer of Record providers in Uzbekistan: Detailed comparison
Everyone says they do EOR in Uzbekistan. But most of them couldn’t find Tashkent on a map.
If you’re here, you’re not window shopping. You’re scaling. You’re hiring. And you don’t have time to read five landing pages with stock photos of smiling people pointing at graphs.
So here’s what matters, and who actually delivers.
Team Up EOR Uzbekistan: Best for local compliance & transparent pricing
Why it stands out:
Local legal entity & deep expertise: Team Up maintains a fully registered Uzbek entity, ensuring every contract, payroll run, and statutory filing aligns with the latest amendments to the Labor Code and Tax Code.
Transparent, all-in pricing: €199 per employee per month covers salary disbursement, 12% flat income tax withholding, 12.57% employer social contributions, and mandatory benefits administration—no surprise add-ons.
Comprehensive payroll, tax & benefits handling: From monthly payslips in Cyrillic/Russian to sick-leave payments at 75–85% of salary, maternity (126–160 days) and paternity (7 days) leave, and 24 working days PTO, Team Up covers all bases.
Bilingual local support & dedicated account managers: Your Uzbekistan-based account lead speaks Uzbek, Russian, and English fluently, guiding you through onboarding, probation renewals, and termination processes with seamless efficiency.
Deel EOR Uzbekistan: Best for global payroll automation
Why it stands out:
Robust global platform: Deel’s centralized interface automates payroll across 100+ countries, including Uzbekistan, reducing manual intervention.
Moderate local customization: Standardized compliance templates ensure legal alignment, though deeper local labor-law nuances (e.g., regional variations in sick-leave certification) may require supplementary support.
Ideal for platform-first teams: If you already use Deel for other markets, extending into Uzbekistan delivers immediate ROI—but anticipate slightly less hands-on local guidance compared to a pure-play Uzbekistan specialist.
Remote.com EOR in Uzbekistan: Best for fast global expansion
Why it stands out:
Uniform global service: Remote.com offers a one-size-fits-all EOR solution across dozens of jurisdictions, letting you spin up Uzbek hires alongside offices in Poland or Mexico.
Fixed, globally indexed pricing: Predictable monthly fees tied to global benchmarks—but local payroll taxes and benefits costs are passed through, potentially inflating your Uzbek headcount budget.
Trade-off: If speed to market in multiple regions is your priority, Remote.com delivers. For in-depth knowledge of Uzbekistan’s evolving labor decrees, plan on supplementing with local counsel.
Papaya Global EOR Uzbekistan: Best for enterprise payroll solutions
Why it stands out:
Enterprise-grade architecture: Papaya’s platform integrates advanced reporting, analytics, and multi-entity consolidation, ideal for large organizations with complex cross-border flows.
Premium pricing & service levels: Higher per-employee fees reflect its global payroll network, but Papaya’s local Uzbek presence is more limited, which can slow response times for urgent compliance queries.
Strong global reporting, lighter local customization: Expect rich dashboards and country-agnostic workflows, but fewer bespoke features tailored to Uzbekistan’s unique statutory leave rules.
Velocity Global EOR Uzbekistan: Best for large-scale international companies
Why it stands out:
Heavyweight global footprint: Velocity Global’s network spans 185+ countries, making it a go-to for multinational firms with hundreds of hires.
Enterprise focus with robust risk mitigation: Comprehensive insurance offerings and detailed service-level agreements (SLAs) protect large scale operations.
High cost, moderate local nuance: Pricing skews toward large budgets, and while Velocity offers solid compliance, its Uzbek-specific labor-law expertise can lag behind market-specialist providers.
Comparative table of EOR providers in Uzbekistan (quick snapshot)
Provider | Pricing | Local Entity Presence | Compliance Expertise | Local Support | Recommended For |
Team Up | €199 / employee / month | Fully owned Uzbek entity | Deep, up-to-date local knowledge | Dedicated bilingual account managers in Tashkent | Startups & scale-ups needing rock-solid, transparent compliance |
Deel | Variable platform fees + margins | Partner model | Broad global automation, patchy on local updates | Centralized support, limited Uzbekistan deskside | Tech teams already on Deel, willing to trade local nuance for speed |
Flat global rate (~€299+) | No direct entity | Standardized global playbook misses local code quirks | Remote-first support, minimal on-the-ground presence | High-growth companies expanding to many markets at once | |
Papaya Global | Premium (starting €349+) | Network partners | Strong global reporting, weaker on Uzbek regs | Regional support hubs, a few local specialists | Enterprises with heavy reporting needs and internal legal teams |
Velocity Global | High fixed fee (~€399+) | Indirect, via partners | Robust global risk framework, light local foothold | Global account teams, sparse local liaison | Multinationals with in-house HR/legal capacity and big budgets |
How much do Employer of Record (EOR) services typically cost in Uzbekistan?
One of the first questions on a growth-hungry CTO’s mind is inevitably: “What’s this going to cost?” In Uzbekistan, EOR pricing breaks down into two key components: your gross payroll (including local employer contributions) and the EOR provider’s service fee. Here’s how both pieces stack up:
Local payroll costs: gross salary + ~14% employer burden
Even before you add an EOR fee, every Uzbek hire carries mandatory contributions on top of their agreed salary:
Gross salary Benchmarks for mid-level developers range from €1,200 to €1,700 per month; senior engineers typically command €1,800 to €2,400 per month.
Employer social contributions (≈ 14%)
Pension fund: 12% of gross salary
Industrial injury & unemployment: 1%
Mandatory health insurance: 1% (Exact percentages can vary slightly based on sector and benefit caps.)
Withheld income tax (12%) is deducted at source, but remitted by the EOR as part of its payroll service.
EOR service fees: flat vs. percentage models
On top of that local payroll spend, you’ll pay your EOR provider’s management fee. Across the market, you’ll see two main approaches:
Provider Type | Fee Structure | Typical Range (USD/EUR per employee/month) |
Flat-rate specialist (Team Up) | Fixed monthly fee | €199 |
Platform-first (Deel, Papaya, Remote.com) | Percentage of salary (1–3%) or flat tier | $250 – $400+ |
Enterprise-focused (Velocity) | Negotiated tier pricing (often premium) | $350 – $500+ |
Flat-rate: Predictable billing, no hidden mark-ups. Ideal when you want budgeting simplicity.
Percentage: Scales with salary can become more expensive as you grow.
Enterprise tiers: Include extra reporting, custom SLAs, but come with hefty price tags.
Putting it all together
Let’s compare total monthly costs for that same €2,000 gross developer:
Cost Component | Team Up (€199 fee) | Typical Platform (≈ 2% fee) |
Gross salary | €2,000 | €2,000 |
Employer contributions (14%) | €280 | €280 |
EOR fee | €199 | €2,000 × 2% ≈ €40 |
Total monthly outlay | €2,479 | €2,320 |
Note: While a 2%-of-salary model looks cheaper on paper (€2,320 vs. €2,479), the flat fee wins as salaries rise at €3,000 gross, Team Up still bills €199, whereas 2% would jump to €60+ per employee.
Why transparent pricing matters
In Uzbekistan, where payroll cycles, currency fluctuation, and regulatory updates can already feel like juggling hydras, you don’t need billing surprises on top of it. A predictable fee:
Eases forecasting for your finance team
Shields you as you scale into senior grades and specialist roles
Simplifies ROI calculations on new hires
Employer of Record (EOR) vs PEO in Uzbekistan: Key differences explained
Let’s clear this up, because too many companies still use “EOR” and “PEO” like they’re the same thing.
They’re not.
Especially not in Uzbekistan, where labor law, corporate structuring, and achieving payroll compliance come with very real risks if you pick the wrong setup.
Here’s the key distinction:
An EOR (Employer of Record)legally hires the employee on your behalf. No local entity required. We become the legal employer, and you manage the day-to-day work.
A PEO (Professional Employer Organization) is a co-employment model. It assumes you already have a legal entity in Uzbekistan, and the PEO helps manage HR and payroll within that entity.
If you don’t already have a company registered in Tashkent, you can’t use a PEO. Full stop.
Why global teams choose EOR in Uzbekistan
Because opening an entity in Uzbekistan is no small task.
You’ll need:
A local legal address
A corporate bank account (which requires multiple notarized documents and weeks of approval)
A local director
Tax registration and reporting
HR systems in Uzbek and Russian
Regular labor inspections and filings
EOR skips all of that. You hire through our entity, and we handle the admin, legal, and compliance while you focus on the work.
EOR (Employer of Record) | PEO (Professional Employer Organisation) | |
Local entity needed? | No. We hire through our own Uzbek legal entity. | Yes. You must open, and maintain, your own LLC in Uzbekistan. |
Who’s the legal employer? | Team Up. Liability, payroll, tax filings, all on us. | You. The PEO only co-administers HR; the legal risk is on your books. |
Time to first hire | 10–14 days (faster than the metro at rush hour). | 2–3 months once your entity, bank account, and tax IDs are approved. |
Ideal for | Market entry, pilot teams, lean expansion, IP protection. | High-headcount ops after you already have an Uzbek entity. |
Compliance control | Centralised, one contract (Uz/En), one invoice, zero grey zones. | Shared, if the tax office wants to audit, they ring your doorbell. |
Total monthly admin | One all-in invoice (salary + statutory + flat €199 fee). | Payroll runs, HR registers, quarterly tax returns, done by you or the PEO (for extra). |
Quick gut-check
Question | If you answer… | Your fit |
Do you already operate an Uzbek entity? | No | EOR (easy mode) |
Do you need headcount live this quarter? | Yes | EOR (fast lane) |
Are you planning a 500-seat BPO hub in 2026? | Yes | Start with EOR → graduate to PEO (or your own entity) later |
Do you have in-house counsel fluent in Uzbek labour law? | No | EOR (sleep at night) |
Employer of Record vs direct contractor hiring in Uzbekistan: Risks and benefits
Let’s be honest, hiring a “contractor” sounds easy. No payroll system, no local compliance headaches, no red tape. Just a one-page freelancer agreement, a quick payment, and your new hire is writing code from Tashkent the next morning. Right?
In Uzbekistan, that shortcut often leads straight into a legal dead end.
The truth is, local authorities don’t care what you call your team member. If they walk like an employee, work like an employee, and report to your team like an employee, you’re expected to treat them like one.
That’s where an Employer of Record (EOR) comes in
.
Employer of Record (Team Up) | Direct Contractor Model | |
Legal employer | Team Up’s local LLC carries payroll, tax, and labour-law liability. | You’re the de facto employer (even if the contract says “freelancer”). |
Entity required? | No Uzbek entity, no residency permits, no brick-and-mortar presence. | Yes, if you want full compliance; otherwise, misclassification a risk. |
On-boarding speed | 10–14 days (contracts, tax IDs, bank cards handled). | Depends on your visa status, banking, and how fast your lawyer drafts Uzbek/English agreements. |
IP ownership | Locked down via a bilingual employment contract—IP assigned to you under the Uzbek civil code. | Only valid if your freelancer agreement is locally enforceable; many aren’t. |
Payroll & tax | One consolidated invoice (net salary + 12 % PIT + 23 % social tax + admin). We file, remit, and issue payslips. | You must withhold PIT, pay social tax, file quarterly returns, or face back-tax assessments. |
Cost visibility | Fully loaded cost upfront; no surprise penalties. | The invoice looks cheaper until fines, FX fees, and late-payment interest land. |
Benefits & retention | Health cover, paid leave, and pension contributions boost loyalty and employer brand. | None by default. Higher churn, senior talent often won’t accept. |
Audit exposure | Zero: Team Up is the inspected party. | High: tax authority audits your cross-border payments and labour practices. |
Best for | Market entry, scale-up, long-term product teams, and IP-sensitive work. | Short one-off projects where losing the codebase tomorrow won’t hurt. |
The real risk: Misclassification
Uzbekistan doesn’t play games when it comes to employment status. If your contractor is working fixed hours, using your tools, and reporting to your PM, they're legally an employee. And if you’re not treating them like one?
The tax office could come knocking. Penalties range from late tax payments to fines up to 300× times the local minimum wage.
It’s not only money, it’s operational risk. One audit, one flagged contract, and suddenly your business is exposed.
What companies think they’re getting with a contractor:
Flexibility
Fewer obligations
Cost savings
Speed
What they often actually get:
Unclear IP rights
Tax liabilities
No enforceable agreements
High turnover
Talent that leaves the moment they get a better offer
Why EOR makes sense in Uzbekistan
With an EOR, you avoid the guessing game.
You don’t need to open a local entity. You don’t need to figure out how to file monthly payroll tax returns in Uzbek. You don’t need to worry about whether your contracts would hold up in a local court. And you don’t need to gamble with your IP.
Instead, you get:
A fully compliant legal structure
Clean, enforceable contracts
All benefits and leave are handled for you
Clear ownership of all IP created
A professional HR setup that retains top talent
If you're serious about hiring in Uzbekistan and you don’t want legal grey zones haunting your next funding round, the path is clear.
Talent pool for Employer of Record services in Uzbekistan: Who can you hire?
Uzbekistan isn’t only a low-cost destination, but a rising force in regional talent.
Tashkent alone is home to over 50 universities, a thriving IT ecosystem, and a generation of professionals trained in both Russian and English. The result? A sharp, motivated, globally-minded workforce that knows how to build, scale, and deliver.
If you're hiring through an Employer of Record (EOR), you're not scraping the bottom of a generalist barrel; you’re tapping into a rich pool of skilled talent across multiple sectors.
So, who’s actually available?
1. Software Engineers & DevOps
Java, Python, React, Node.js, PHP, Uzbekistan’s devs are fluent in modern stacks.
Many are trained through regional tech hubs and online certifications (AWS, Azure, Cisco).
Bonus: Tashkent’s “Digital City” initiative means even more government-backed upskilling.
2. Customer Support & BPO Talent
Multilingual support in Russian, Uzbek, and increasingly English.
Culturally aligned with CIS, Middle East, and even European clients.
Flexible schedules, ideal for 24/7 operations.
3. Designers & Product People
UX/UI pros trained in Figma, Sketch, and Webflow.
Aesthetics meet function; many work remotely with Western startups already.
Product managers are often bilingual and used to hybrid teams.
4. Finance, Legal & Ops Talent
Many professionals are educated in Russia or Europe and return with strong compliance chops.
Payroll managers, legal assistants, procurement coordinators, you name it.
5. Marketing & Growth Specialists
Performance marketers, SEO writers, and content strategists, all available.
Local marketers also understand the Central Asian audience better than any outsider.
What makes Uzbekistan's talent pool worth betting on?
Cost-efficiency without compromise: Mid-level developers from Uzbekistan often earn 30–50% less than their European peers, with zero drop in output.
Low attrition, high loyalty: When hired legally through an EOR with real benefits, Uzbek professionals stay longer, perform better, and treat your company like it’s theirs.
Work ethic, cultural fit: A strong emphasis on education, family values, and respect for structure translates into employees who take ownership and deliver.
Workspace and equipment policies for remote employees in Uzbekistan
A shiny new hire in Tashkent is useless if the courier loses their laptop or they’re running stand-ups from a café with 4 Mbps Wi-Fi. Team Up eliminates that chaos.
We source, ship, insure, and support every device and put your people into workspaces that don’t smell like yesterday’s plov.
Equipment policies for employees hired via an employer of record in Uzbekistan
Service | Price | Ideal for | What’s included |
Equipment Leasing | from € 69 / employee/month | Fast-scaling teams, zero CAPEX | Latest MacBook / ThinkPad, 24″ monitor, ergo chair, surge-protected power strip, accidental-damage insurance, next-day swap-out |
Equipment Buying | tailored quote | Teams that want asset ownership | Local procurement, customs clearance, security imaging, door-to-door delivery, warranty management |
IT Training & Support | FREE | Everyone | Onboarding walkthrough, security refreshers, 24 / 7 bilingual help desk, on-site repair partner network |
Workspace options for remote employees hired through an employer of record in Uzbekistan
Plan | Monthly cost | Who uses it | Perks that matter |
Flex Desk | €150 | Solo devs, SDRs, interns | Any open seat, 200 Mbps fibre, phone booths, bottomless coffee |
Dedicated Desk | €250 | Designers, PMs, senior ICs | Your own desk + lockable storage, 24 / 7 access, event invites |
Private Office | from € 1 250 | Pods, stealth teams, finance/legal work | Fully furnished, secure VLAN, branded signage, cleaning & utilities baked in |
Compliance & risk controls, you never have to chase
Risk vector | Our control |
Chain-of-custody | Asset IDs, signed delivery, photographic proof, record kept 5 yrs |
Data leaks | Pre-installed full-disk encryption + MDM lockdown |
Labour inspectorate | Home-office HSE checklists filed with the Ministry of Labour |
Taxable perks | Internet & co-working stipends structured to avoid fringe-benefit PIT |
Insurance | Theft & accidental damage up to € 2 000 per asset baked into every lease |
Final verdict: Choosing the best Employer of Record provider in Uzbekistan for your business
Here’s the truth.
Most EOR providers will promise the same thing: “We make hiring easy.”
But only a handful actually understand the real complexity of doing business in Uzbekistan.
We’re not talking about basic payroll math.
We’re talking about navigating two tax codes (Uzbek and international), three languages (Uzbek, Russian, English), four layers of bureaucracy, and more than five surprise “this form must be stamped by that department” moments. Weekly.
If you’re hiring in Uzbekistan, you don’t just need a software platform.
You need someone who’s in the country, speaks the language, and knows how to get things done without making your lawyer sweat.
So who’s best?
If you care about local compliance, clear pricing, and real human support, Team Up wins.
We operate with a registered legal entity in Uzbekistan.
We offer a flat rate of €199 per employee/month.
We don’t outsource payroll or hide behind generic dashboards.
You get:
Real bilingual support, not canned responses
Actual tax and payroll filings, done in-country
Hardware, benefits, and workspace solutions that match Uzbek standards
Speed — onboarding in days, not weeks
Confidence — you stay fully compliant without setting up a local entity
But what about the global giants?
If you’re managing dozens of countries and want a centralized dashboard, Deel or Remote.com might work, as long as you’re okay with limited local control.
If you’re an enterprise using SAP or Workday and looking for global reporting over cost-efficiency, Papaya Global or Velocity Global are built for that.
But if your growth depends on real people doing real work in Uzbekistan, Team Up gives you a local-first, business-friendly, no-fluff EOR solution.
That’s why high-growth startups and lean global teams choose us to scale in Central Asia.
Need proof?
Let us show you how it works.
[Book a demo] or [talk to our team] today.
Start hiring in Uzbekistan without hiring a lawyer.
Frequently asked questions
What is an employer of record in Uzbekistan?
An employer of record (EOR) in Uzbekistan is a third-party provider that legally hires employees on your behalf. The EOR handles payroll, taxes, compliance, contracts, and mandatory benefits, so you can hire in Uzbekistan without setting up a local entity.
Why do companies use EOR providers in Uzbekistan?
Companies choose EOR providers in Uzbekistan to:
Hire local talent without opening a subsidiary
Stay fully compliant with Uzbek labor and tax law
Offer employee benefits legally
Simplify payroll and HR administration
Scale faster without long setup timelines
What does an employer of record handle in Uzbekistan?
A reliable EOR in Uzbekistan takes care of:
Employment contracts in Uzbek and English
Payroll processing and tax filings
Social insurance and benefit enrollment
IP rights transfer and legal protections
Offboarding and termination compliance
What are the risks of hiring in Uzbekistan without an EOR?
Going it alone, or using misclassified contractors, can lead to:
Fines for misclassification
Gaps in legal IP protection
Incorrect tax filings
Delays in onboarding
Complex severance or termination disputes
Using a trusted employer of record provider in Uzbekistan helps you avoid all of these.
What’s the difference between an EOR and a PEO in Uzbekistan?
An EOR in Uzbekistan is the full legal employer of your team. A PEO shares employer responsibilities, but requires you to have a local entity.
If you don’t have a business set up in Uzbekistan, EOR is the way to go.