Employer of Record (EOR) vs setting up your own entity in Uzbekistan: Which is better?
- Gegidze • გეგიძე | Marketing
- Jul 31
- 10 min read
Table of contents
Introduction:
Your Slack pings at 6 AM. It’s Pavel, your star software engineer from Tashkent. But this isn’t his usual status update; it’s a photo of an official-looking envelope stamped with unfamiliar Cyrillic letters.
Below it, just two words: “Tax audit?”
Meet Pavel, fluent in React.js, Node, and navigating bureaucracy, but even he’s stumped by the letter from Uzbekistan’s State Tax Committee.
Is Pavel actually an employee under Uzbek law? Could your scrappy remote-hiring strategy have accidentally landed your company in legal trouble?
Here’s the harsh irony: Uzbekistan, Central Asia’s fastest-growing tech hub, was supposed to be your solution, not another problem. Now you're wondering if avoiding the paperwork of entity setup has led you straight into the jaws of compliance chaos.
That’s exactly why this guide exists. We’ll cut through confusion, unravel the complexities of setting up your own entity versus using an Employer of Record (EOR), and help you confidently choose the best approach for hiring and scaling in Uzbekistan without ever having to dread another surprise tax letter again.
Understanding Employer of Record (EOR) services in Uzbekistan
Let’s start with what an Employer of Record (EOR) in Uzbekistan actually is, minus the buzzwords.
In Uzbekistan, an EOR is a locally registered company that legally hires employees on your behalf. They’re the official employer on paper, but you still manage the day-to-day work, performance, and priorities. Think of it as outsourcing the paperwork, not the people.
You don’t need to open a legal entity.
You don’t need to learn Uzbek labor law.
You don’t need to figure out pension contributions, tax codes, or draft bilingual employment contracts.
The EOR handles all of that.
At Team Up, this includes:
Locally compliant employment contracts: Bilingual (Uzbek + English), legally valid, and customized to your hire’s role.
Payroll, taxes, and statutory filings: Salaries are processed in Uzbekistan, with all deductions and contributions handled on time.
Employee benefits: From health insurance and paid leave to workspace or equipment support, everything aligned with local expectations.
Visa and immigration support: If your hire is relocating to Uzbekistan, the EOR can handle sponsorship, permits, and required government filings.
Audit-proof compliance: You stay off the regulatory radar while your team stays protected under local law.
So what’s the catch?
You give up some control because the EOR is the legal employer. But you gain speed, flexibility, and peace of mind. You can hire in Uzbekistan within days, not months. You can test the market without the burden of incorporation. And you avoid every back-office distraction that slows you down.
For startups and scaling teams, that trade-off isn’t just worth it; it’s often the difference between launching and getting stuck in legal limbo.
In the next section, we’ll look at what it actually takes to set up your own entity in Uzbekistan, and why some companies still go that route.
Setting up your own entity in Uzbekistan
Now let’s flip the script.
Say you want full control. Your own office. A local bank account. A .uz domain that screams, “we’re serious.” That means setting up a legal entity in Uzbekistan.
Sounds official. Strategic. Maybe even necessary.
But here’s what you’re really signing up for.
Step 1: Company registration, and the maze begins
Before you can hire a single person, you’ll need to:
Choose a legal structure
Reserve a company name
Register with Uzbekistan’s Ministry of Justice
Obtain a taxpayer ID and business license
Open a local bank account
Appoint a local director (yes, this one’s mandatory)
Expect paperwork. Expect fees. Expect things to take longer than you’d like.
Even under ideal conditions, setup can take 4–8 weeks. And that’s assuming you have legal counsel fluent in Uzbek regulations and a local partner who knows the ropes.
Step 2: Ongoing obligations, aka your new part-time job
Once the entity is live, the real work begins:
Monthly payroll tax filings
Mandatory social fund contributions
Local employment contracts drafted in Uzbek
Annual audits, regardless of company size
Regulatory updates you’re now expected to track and follow
You’ll also need to hire an accountant, a legal advisor, and potentially an office manager, just to stay compliant.
That’s not expansion. That’s building a second headquarters.
So, who’s this route really for?
Setting up an entity makes sense if you’re:
Hiring 20+ full-time employees in Uzbekistan
Opening a permanent office with local operations
Committed to a long-term physical presence in the country
Ready to manage local HR, tax, and legal infrastructure yourself
But if you’re testing the market, building a remote team, or just want to move fast without legal debt, this route will slow you down before you even get started.
Key differences at a glance
Here’s the truth: both options get you boots on the ground in Uzbekistan.
But one gets you there in days.
The other demands a legal deep dive and a lot of local support.
If you’re trying to decide whether to set up an entity or use an EOR, start here. This is what actually changes on paper, on payroll, and in your calendar.
Feature | Employer of Record (EOR) | Setting Up Your Own Entity |
Setup Time | 5–10 business days | 4–8 weeks (minimum) |
Upfront Costs | €0 in setup fees (just monthly EOR fee) | $3,500–$6,000+ in registration, legal, and admin |
Monthly Costs | Flat fee (e.g. €299/employee) + salary | Payroll, taxes, accounting, legal, HR |
Payroll & Tax Compliance | Fully handled by EOR | Fully your responsibility |
Employment Contracts | Drafted and localized by EOR | You hire legal help to write and update them |
Regulatory Risk | Handled by EOR; minimal | High if you miss a tax filing or labor update |
Operational Control | You manage daily work, and EOR handles the legal side | Full control, but also full liability |
Hiring Speed | Hire in a week | Hire once the entity is live and compliant |
Best For | Testing new markets, hiring 1–10 employees | Long-term presence, 20+ hires, physical office |
Scalability | Easy to scale across regions | Limited to Uzbekistan unless you set up elsewhere too |
If you need local control, physical infrastructure, and long-term plans, an entity might pay off.
But if you're aiming to hire quickly, stay compliant, and skip the red tape, an EOR keeps you fast, lean, and legally safe.
Next, we’ll talk about real numbers. Because “scalable” is great, but not if it drains your budget.
Cost comparison in detail
Let’s talk about what this really costs.
Whether you’re hiring your first backend developer in Tashkent or building a full product team, the numbers matter. And not just the salary, the setup fees, tax obligations, surprise compliance costs, and all the “oh, we didn’t think of that” extras.
Here’s how EOR stacks up against setting up your own entity in Uzbekistan.
The EOR model: one monthly fee, everything covered
Using Team Up’s Employer of Record service in Uzbekistan means one flat rate per employee, €199/month, with no hidden costs and no need to hire a local lawyer every time the labor code changes.
What’s included in the cost to use EOR in Uzbekistan?
Legally compliant employment contracts (bilingual, Uzbek + English)
Full payroll processing & tax withholding
Government reporting & filings
Pension and social fund contributions
Employee benefits administration (optional health insurance, paid leave, bonuses)
Currency exchange and salary disbursement in UZS
HR support for onboarding, offboarding, and documentation
Ongoing compliance and audit readiness
You pay the salary.
We handle the rest.
The DIY route: more control, more complexity
Setting up your own legal entity means taking on every responsibility—and every invoice.
Here’s what the first year typically looks like:
Expense | Estimated Cost (USD) |
Company registration | $500–$1,000 |
Local legal address (annual) | $300–$500 |
Notary and translation fees | $500–$1,000 |
Legal consultations (setup) | $1,000–$2,000 |
Corporate bank account setup | $300–$600 |
Payroll software or service | $100–$300/month |
Accountant retainer (local) | $200–$500/month |
HR support or internal hire | Variable |
Government filings, audit support | Required annually |
Total first-year costs? $5,000– $10,000 before you pay a single employee.
And that’s just setup.
Once your entity is live, you’re responsible for:
Drafting all employee contracts in Uzbek
Monthly payroll tax filings
Statutory contributions and social fund payments
Pension deductions and reporting
Employment termination compliance
Keeping up with labor law updates
Annual audit prep (yes, even for small teams)
Suddenly, that €299/month flat fee starts to look… like a bargain.
Let’s do the math
Hiring 5 developers through an EOR?
€199 × 5 = €995/month
No setup fees. No extra hires. Fully compliant.
Hiring 5 through your own entity?
Setup: $6,000
Monthly: $800–$1,200 in payroll, legal, and admin
Add: risk of fines if anything slips
If you’re not opening a full local office, you’re paying a premium to build infrastructure you don’t actually need.
Bonus: Prefer to hire under the IT Park benefits?
As an official IT Park resident in Uzbekistan, we can help you access 0% corporate tax and 0% VAT, while staying fully compliant and audit-safe through the EOR model.
No entity setup required.
Payroll, taxes, and compliance management
Here’s where things get technical and risky.
Hiring in Uzbekistan means more than just sending a salary. You’re stepping into a system that requires monthly filings, local currency payments, mandatory social contributions, and up-to-date knowledge of Uzbek labor laws. Miss one detail, and it’s not just a headache; it’s a liability.
What payroll looks like in Uzbekistan
If you’re managing it directly, you’ll need to handle:
Personal income tax: 12% withheld from the employee’s salary
Unified social payment: Paid by the employer (usually 12%)
Pension fund contributions
Monthly tax reporting and filings
Local payslips in Uzbekistani so’m (UZS)
Employment contracts that meet labor code requirements
And no, Excel spreadsheets won’t cut it. You’ll need local accounting software or a payroll partner, plus someone on your team who can speak the language, interpret tax updates, and file with Uzbekistan’s State Tax Committee on time.
How EOR simplifies payroll and compliance
When you use Team Up’s EOR compliance in Uzbekistan, all of that vanishes from your to-do list.
We handle:
Accurate gross-to-net salary calculations
Timely tax deductions and government filings
Pension and social fund contributions
Payslip generation
End-of-year tax documents
Legal contracts in both Uzbek and English
Constant monitoring of regulatory changes
You receive one monthly invoice. Your employee gets paid in local currency, on time, with full legal protection. Simple, clean, and audit-ready.
Why compliance isn’t optional
Non-compliance in Uzbekistan doesn’t just slow you down; it can cost you:
Fines for late or incorrect filings
Back taxes and interest payments
Employee misclassification penalties
Potential blacklisting from hiring locally again
If you’re paying people through freelance contracts, hoping nobody notices, spoiler alert: they will. The more visibility your company gains in Uzbekistan, the more scrutiny you'll face from local authorities.
Employment contracts and HR administration in Uzbekistan
Hiring someone is easy, until you realize the contract needs to be written in Uzbek, meet specific labor code requirements, and hold up in court if something goes sideways.
That’s where most companies get stuck. Employment contracts in Uzbekistan aren’t just a formality; they’re a legal shield (or a liability) depending on how well they’re written and enforced.
Going solo? You're responsible for everything.
If you’re setting up your own entity, you’re also setting up your own HR and legal infrastructure. That includes:
Drafting bilingual contracts (Uzbek + English) that comply with the Labor Code
Defining working hours, leave entitlements, and notice periods
Including proper probation clauses, termination terms, and salary breakdowns
Updating contracts when laws change or roles evolve
Managing paperwork, onboarding docs, and ongoing HR admin
Even a small mistake, like using an outdated clause or forgetting to register an amendment, can trigger disputes, fines, or worse.
And unless you’re fluent in Uzbek labor law or have a local HR/legal team on payroll, it’s easy to get it wrong.
With an EOR, you don’t touch contracts
Team Up takes full ownership of the employment relationship, legally and administratively.
That means we:
Draft legally compliant contracts tailored to your employee’s role and Uzbekistan’s labor laws
Ensure they’re signed in the right format, with the right clauses
Manage contract renewals, amendments, and terminations
Collect all onboarding documentation (passports, tax IDs, work eligibility)
Keep records audit-ready and compliant at every stage
Your only job? Tell us who you want to hire and what their role is. We’ll handle the legal binding, signatures, and everything in between.
Why it matters
The contract is your first and strongest line of defense in case of a dispute. It protects your IP. It sets clear expectations. It keeps you compliant with local laws, and you don’t have to memorize.
Whether you’re hiring one developer or building a 10-person product team, doing it through an EOR means less risk, less paperwork, and zero time spent Googling “Uzbek labor law termination clauses.”
Equipment and workspace management
Let’s be honest, most global hiring guides gloss over the basics.
Like: Who buys the laptop?
What happens if it breaks?
Does your developer in Tashkent need a coworking pass or a home office stipend?
These aren’t small details. They shape your team's productivity, legal exposure, and experience from day one.
Equipment: Who provides what?
If you’re setting up your own entity in Uzbekistan, you call the shots, but you also absorb the liability. That means:
You’re expected to provide any hardware essential to the job
You need written agreements that clarify ownership, maintenance, and return policies
You’re on the hook for damage, theft, or disputes if the policies are unclear or poorly documented
Fail to handle it correctly, and you’re either replacing gear out-of-pocket or navigating local disputes over “who owns what.”
Now contrast that with hiring through an EOR.
With Team Up:
You choose whether to provide equipment or reimburse it
We include those terms in the employment contract
Your hiring signs clear documentation acknowledging responsibility and ownership
We advise on best practices for shipping, insurance, and customs clearance (yes, Uzbek customs can be unpredictable)
Everything’s tracked, logged, and wrapped in local compliance.
Workspace: remote, hybrid, or in-office?
In Uzbekistan, like much of Central Asia, remote work is common, but it’s not legally invisible. Labor law still applies, even if your hire is working from home.
If you’re running your own entity, you must:
Ensure the home office meets health and safety standards
Provide ergonomic setups or a budget for it
Take on liability if something goes wrong in that work environment
You’ll also be expected to maintain a local address and may be subject to onsite labor inspections if the entity is physically operational.
Through an EOR, that’s streamlined.
With Team Up:
We outline remote work expectations in the contract
We support hybrid or remote-first setups with optional coworking access
We reduce your liability through clear documentation and workspace policies
We help you offer stipends or equipment budgets where relevant—without overcomplicating it
Your hires stay productive. You stay protected.
Conclusion: Which option is best for your company?
So, EOR or entity?
If you’re building a long-term physical presence in Uzbekistan, opening a local office, and hiring 20+ employees, setting up your own entity might be worth the time and cost. You’ll have full legal control, deeper local integration, and can shape every internal process yourself.
But for most companies? Especially startups, scale-ups, and global teams expanding into new markets?
An Employer of Record is the smarter, faster move.
With Team Up’s EOR service for just €199 per employee/month, you get:
Instant access to the top Uzbek talent pool
Full legal compliance without setting up a company
Local payroll, taxes, and contracts handled for you
Clear onboarding, workspace, and equipment policies
Peace of mind knowing you won’t get tripped up by labor laws or audits
You keep the flexibility. We carry the liability.
Still unsure? Try hiring your first employee through our EOR model. Scale when you’re ready. Transition to your own entity later if it makes sense.
We’ll be here either way to keep your hiring clean, compliant, and fast.
