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How to onboard and manage teams hired via Employer of Record (EOR) in Uzbekistan



Table of contents:




Introduction: Onboarding without the chaos


Onboarding has a nasty habit of turning into a comedy show. The new hire spends day one stuck in Slack limbo because no one remembered to add them to the right channels. Their laptop is still “somewhere in customs.” And the contract?


Somehow printed in Comic Sans, like it was drafted at a middle school science fair. That’s not onboarding, it’s chaos with a timesheet.


Now, drop that circus into a new country, say, Uzbekistan, and the stakes get even higher. Suddenly, you’re not just chasing missing laptops, you’re wading through tax registrations, social fund contributions, and employment contracts that need to hold up in Uzbek courts, not just “look official” in English.


Here’s the thing: Uzbekistan isn’t the headache many assume it is. It’s an emerging Central Asian talent hub, with a young, highly skilled workforce, particularly in tech, finance, and professional services. Costs are competitive, talent is ambitious, and the market is opening up fast. The challenge isn’t finding great people; it’s making sure you can bring them on board without drowning in bureaucracy.


That’s where an Employer of Record (EOR) changes the game. Instead of setting up a local entity, decoding labor laws, and praying your payroll filings are correct, an EOR handles everything: contracts, payroll, benefits, and compliance. You focus on growing your business. They keep you legal, structured, and fast.


Onboarding in Uzbekistan doesn’t have to be chaos. With the right EOR, it’s smooth, compliant, and, dare we say, boring in the best way possible.



What specific onboarding documents does a Uzbek EOR require?


If you think onboarding in Uzbekistan means sending over a blurry WhatsApp passport photo and calling it a day, good luck explaining that to the tax office. An Employer of Record needs real paperwork, filed correctly, so your new hire isn’t stranded between “hired” and “paid.”


Here’s the standard starter pack your EOR in Uzbekistan will ask for:


  • Valid passport or national ID — actual proof your new teammate exists (no, LinkedIn doesn’t count).

  • Bilingual employment contract (Uzbek + English) — required under local labor law, and drafted to cover the essentials: job scope, pay, IP rights, and termination clauses. An English-only PDF won’t survive in court.

  • Taxpayer registration forms — so your hire gets into the Uzbek tax system without delays.

  • Pension / social insurance enrollment — mandatory contributions that your EOR files with local authorities.

  • Bank account details — because payday shouldn’t turn into “wire transfer roulette.”

  • Proof of address — utility bill, rental contract, or anything that says your employee actually lives somewhere real.

  • Emergency contact information — not a legal requirement, but essential unless you want to be scrolling through Slack for someone’s cousin’s phone number in an emergency.


The beauty of working with an EOR provider in Uzbekistan is that they don’t just collect this paperwork; they handle the heavy lifting: registering with the State Tax Committee and the Pension Fund, filing social insurance, and ensuring your hire is fully compliant from day one.




Onboarding remote employees: processes, tactics, and expert advice




Expanding into Uzbekistan with an Employer of Record isn’t just about hiring great talent; it’s about onboarding remote team members who might never step foot in your office.


And while onboarding in a physical office can be chaotic (missing laptops, contracts in Comic Sans, etc.), remote onboarding adds an extra layer of complexity.


But fear not: with the right process, your new hire in Tashkent can be fully integrated and contributing quickly without the headaches.


The good news is that Uzbekistan’s workforce is increasingly remote-ready. Skilled professionals in tech, finance, and customer service are already collaborating across borders. The challenge? Making sure they feel like part of the team from day one, even if they’re 3,000 miles away.


Core onboarding elements that really matter


When onboarding remotely, you’ll want to ensure that these core elements are covered:


  • Legal + payroll setup — done through your EOR, so taxes, pensions, and benefits are compliant from the start.

  • Welcome call + company orientation — this is where you make your new hire feel welcome. Introduce them to the team, set expectations, and provide company context.

  • Tools and access setup — make sure Slack, Zoom, Jira, and other tools are up and running before they start, so they’re ready to hit the ground running.

  • Role-specific training — avoid the generic “company 101” session and tailor training to what they’ll actually be doing.

  • Buddy or mentor — assign someone who’s not their manager to answer questions, guide them through the first few weeks, and help them feel part of the company culture.


Remote vs office onboarding: the key differences


Remote onboarding isn’t the same as in-office onboarding, and understanding these differences can make all the impact on how smoothly things go.


  • Zoom fatigue vs in-person orientation: In an office, you can run a full-day orientation without losing attention. Remotely? People tune out after two hours. Keep it short, engaging, and focused on the essentials.

  • Scheduled bonding vs coffee machine chats: The casual “how’s your day going?” chats don’t happen in Slack as easily. Schedule informal check-ins, virtual coffee breaks, or happy hours to make your new hire feel part of the team.

  • Local leasing of laptops vs risky international shipping: In an office, you hand over a laptop at the desk. Remotely? Let your EOR handle local leasing of laptops, far easier than waiting for international shipping to clear customs, dodge import taxes, and avoid the ever-widening delivery window.


With the right structure, remote onboarding in Uzbekistan doesn’t have to be harder than in-office onboarding; it just requires more intentionality to make sure your new hire feels supported, engaged, and connected from the start.



Step-by-step guide to remote onboarding in Uzbekistan


Remote onboarding doesn’t have to feel like tossing a new hire into Slack and hoping they figure it out. With Uzbekistan’s growing pool of remote-ready professionals and an EOR handling the compliance backend, you can make the process structured, welcoming, and effective. Here’s the playbook:


1. Start with a welcome call


Keep it personal. Introduce the new hire to their team, walk through the company mission, and set expectations for the first week. If day one feels like radio silence, day thirty will feel like disengagement.


2. Run a virtual orientation


Skip the all-day PowerPoint marathons. Break orientation into short, digestible sessions: values, processes, workflows, and culture. Record them for reuse so you’re not repeating the same speech every time you hire in Tashkent.


3. Assist with technical setup


No one should spend their first week chasing logins or waiting for a laptop. Work with your EOR to lease and deliver equipment locally and ensure access to Slack, Jira, email, and security systems is ready before day one.


4. Provide role-specific training


Generic onboarding materials won’t cut it. Tailor the training to the actual role—developers need dev environments, finance hires need tools and reporting structures, and so on. The faster they see relevance, the faster they contribute.


5. Integrate into team workflows


Remote ≠ disconnected. Bring them into Slack channels, sprint reviews, retrospectives, and daily standups. Assign a buddy so they have someone to ask “dumb” questions without pinging their manager for every detail. Integration is about culture as much as process.




How do Uzbek leave and probation rules affect onboarding?


Onboarding in Uzbekistan doesn’t just involve getting someone set up on Slack and wishing them luck. The country’s labor laws set the pace for how quickly your new hire gets integrated, and if you’re not careful, your smooth onboarding plan could quickly turn into a compliance headache.


Probation: your structured ramp-up


In Uzbekistan, the probation period is typically up to 3 months, and it must be included in the employment contract.


  • During this time, you get a structured window to evaluate performance, culture fit, and role alignment.

  • You can terminate an employee more easily during probation (with fewer notice requirements), but you’re still expected to follow due process.

  • Employees are entitled to full salary and core protections from day one. Don’t think of it as free labor.


Use this probation period strategically: schedule 30-, 60-, and 90-day check-ins to gauge progress, offer feedback, and make sure your new hire has the tools and training they need to succeed.


Leave entitlements: when the vacation clock starts ticking


Employees in Uzbekistan are entitled to at least 15 days of paid annual leave, starting after 1 year of continuous service. So, don’t expect your new hire to disappear on a beach vacation in the first few months, but plan for that once probation ends.


  • Public holidays: The country observes ~15 public holidays a year, which you’ll need to account for in your onboarding planning.

  • Sick leave: Employees are covered by a combination of employer and state contributions.

  • Maternity leave: A generous 126 days of paid maternity leave, which can affect a new hire’s schedule early on.


The onboarding effect


  • Probation = structured ramp-up: It’s the perfect time to test the waters, evaluate performance, and adjust without long-term commitments.

  • Leave laws = predictable timelines: While vacation time won’t hit in the first few months, public holidays and sick leave are more immediate, and should be factored into your integration schedule.



Which compliance risks should I monitor with EOR hires in Uzbekistan?




Using an Employer of Record (EOR) in Uzbekistan takes most of the compliance headaches off your plate, but it doesn’t mean you can just sit back and hope everything runs smoothly. You still need to stay on top of a few critical risks to avoid surprises that could cost you—big time. Here’s what you need to keep an eye on:


Misclassification: contractor vs employee


Let’s be clear: if your new hire is working full-time, using your tools, and reporting directly to your managers, they’re an employee. If you misclassify them as a contractor, you could be hit with back taxes, social insurance penalties, and fines from the government. The key here is making sure your EOR correctly classifies your employees.


Weak or non-localized contracts = IP disputes


That one-page English-only template you pulled from your last hire? Not going to cut it in Uzbekistan. Contracts must be localized (Uzbek + English) and include critical elements like intellectual property (IP) rights, confidentiality, and termination clauses. If you skip this, you might find yourself battling over who owns the work your employee has created—and who gets to keep it.


Payroll and tax filing errors


Even though your EOR is handling payroll, you still need to monitor the basics:


  • Income tax: Uzbekistan has a flat 12% personal income tax, but if it’s withheld incorrectly, you’ll face penalties.

  • Pension contributions: Employers pay around 25%, and employees pay about 12% into the national pension fund. Errors here can cause backlogs with the State Tax Committee and Pension Fund, not to mention fines.


Make sure your EOR is filing taxes and pension contributions correctly and on time.


Data protection gaps (Uzbek data privacy requirements)


Uzbekistan has strict data privacy laws that are similar to GDPR. If your EOR is mishandling employee data (such as IDs, bank details, or contracts), you could be in violation of local regulations. Double-check that your provider is using secure systems and adhering to Uzbek data privacy standards to avoid heavy fines.


Immigration compliance for foreign hires


If you’re hiring employees from outside Uzbekistan, don’t assume a tourist visa will suffice. Work permits and residence visas must be obtained and processed by your EOR. The last thing you want is your employee getting deported, or worse, facing penalties, because they didn’t have the proper authorization.



What costs and fees change as I scale EOR hires in Uzbekistan?


Scaling your team in Uzbekistan doesn’t have to feel like a financial rollercoaster. With an Employer of Record (EOR), you get predictable base costs that don’t skyrocket as your headcount increases. The trick is understanding what costs remain steady and which ones flex as you offer more perks to keep your Uzbek team happy and engaged.


The base costs (your non-negotiables)


Every EOR hire in Uzbekistan comes with these core, predictable costs:


  • Salaries: Expect to pay $600–$1,200/month for mid-level roles and $1,200–$2,000/month for senior positions. Local salaries are competitive but far below Western markets, so it’s a great place to find skilled talent without the sticker shock.

  • Employer contributions: Social insurance and pension contributions will be around 12–15% of the salary, which your EOR will handle. This ensures your hires are covered by the Uzbek social security system.

  • Flat EOR fee: With TeamUp, the EOR service is a simple, transparent €199/month per hire. Compare that to global providers, who often charge a percentage of salary (which means your bill rises just because you hired a senior role). Simple, flat fees = predictable budgeting.




The scaling extras (where the budget flexes)


As you grow, these are the optional costs that help you stay competitive and retain top talent in Uzbekistan:


  • Health insurance: ~€49/month. Not required, but it’s often expected by senior hires and helps you stand out from the competition.

  • Gym memberships or wellness stipends: ~€49/month. A small investment for big returns in employee satisfaction.

  • Training and development: ~€49–€150/month for courses, certifications, or professional development. It’s a low-cost way to keep your team engaged and growing.

  • Coworking memberships: If your hire prefers a professional setup, coworking in Tashkent runs about €120/month. Great for avoiding the distractions of working from home and helping your team stay connected.

  • Equipment leasing: ~€69/month for laptops, monitors, and accessories. Your EOR can arrange leasing locally to make sure your hires are set up for success without the international shipping headache.


The CFO takeaway


Your base costs scale linearly; salaries, social insurance, and the EOR fee rise with headcount. The extras, however, are what set your offer apart. Providing health insurance, training, and a comfortable workspace isn’t just a perk; it’s an investment in retention and productivity.


With Team Up, scaling in Uzbekistan isn’t just affordable, it’s transparent and predictable.



Who provides equipment & workspace? (avoiding laptop custody battles)


Few things turn an offboarding experience into a full-blown drama faster than the classic “so... who actually owns the laptop?” conversation.


Cue passive-aggressive emails, the mystery of the missing charger, and the employee who swears the laptop “was always like that.”


Congratulations, you’ve just started a laptop custody battle, and trust us, nobody wins those.


To avoid this chaos of work Permits, visas & immigration processes in Uzbekistan, here’s how it should work:


Equipment: your responsibility, their logistics



Employers fund the equipment, laptops, monitors, and anything else that helps your new hire do their job. But instead of handling international shipping (and praying customs doesn’t decide your MacBook is a national treasure), you let your EOR lease equipment locally.


This isn’t just about convenience; it ensures everything is delivered on time, and all ownership and return policies are crystal clear.


  • DIY shipping? You can roll the dice and hope your shipment makes it through customs with no surprise import fees.

  • Leasing via EOR? It’s about €69/month per employee for laptops and accessories. Fast delivery, no customs headaches, and a clear paper trail for who owns what. Simple, easy, compliant.


Workspace: remote ≠ disconnected



Who provides equipment & workspace? (avoiding laptop custody battles)


Not everyone thrives in a home office set up between the couch and a pile of laundry. Thankfully, your EOR gives you flexibility:


  • Fully remote setups — standard issue for most hires, assuming they’ve got a decent home office.

  • Coworking memberships — about €120/month in Tashkent for a professional space with decent Wi-Fi, ergonomic chairs, and coffee that doesn’t taste like regret.

  • Small office pods — if you’re building a local team that needs to collaborate in person occasionally, private office spaces can be arranged.


Compliance: yes, even remote


Uzbekistan’s labor laws are clear: employers are still responsible for safe working conditions, even for remote employees.


That means ergonomic furniture, proper equipment policies, and general health and safety standards that don’t leave you liable when someone injures their back on a plastic chair.


Handled through an EOR, this is simple: gear is tracked, workspace setups are formalized, and compliance is baked in.


Handled poorly, and you’ll find yourself navigating a laptop custody battle and arguing over whose responsibility it was to get your employee a decent chair.



Conclusion: Uzbekistan + EOR = growth without compliance headaches


Onboarding in Uzbekistan doesn’t need to feel like a game of paperwork Jenga—where one wrong move brings the whole process crashing down. With an Employer of Record (EOR), the chaos disappears. Contracts are compliant, payroll is timely, benefits are handled, and your new hire in Tashkent actually gets their laptop before the first sprint planning session.


The equation is simple: EOR = faster onboarding, safer compliance, and predictable scaling. You skip the lengthy setup of a local entity, avoid the fines from misclassified contractors, and let your HR team focus on actual talent management instead of tax filings.


Uzbekistan offers a rich talent pool, and with an EOR managing the compliance, you get the structure to hire quickly, confidently, and without the red tape. The result? Growth without the stress.


Ready to scale your team in Uzbekistan? Explore TeamUp’s Employer of Record services today and start onboarding faster, safer, and without the compliance migraines.




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