Probationary periods and performance management via EOR in Uzbekistan: Legal framework
- Natia Gabarashvili
- 6 days ago
- 11 min read
Table of contents
TL;DR
Probation in Uzbekistan is strictly regulated.
Most employees can only be on probation for up to 3 months, with 6 months reserved for high-responsibility financial or managerial roles.
Probation must be written into a properly translated Uzbek–Russian–English contract, and some employees cannot legally be placed on probation at all.
Employees on probation retain full rights to salary, leave, sick pay, holidays, pension contributions, and anti-discrimination protections.
Termination requires written notice and documented performance issues.
Team Up’s EOR model structures every compliance step correctly, from KPIs to onboarding to termination, so employers can hire in Uzbekistan without navigating local bureaucracy.
Introduction
Hiring in Uzbekistan feels predictable until you dive into the Labor Code.
Uzbekistan’s employment system has gone through significant reforms, and the rules around probation are clearer, stricter, and more procedure-driven than most foreign employers expect. Under the EOR probationary period law in Uzbekistan, probation isn’t a casual onboarding stage; it’s a regulated legal category with hard limits, protected groups, and required documentation.
And unlike in neighboring markets, Uzbekistan pays close attention to:
written justification,
correctly translated contracts,
job classification accuracy,
and timely government registration.
If any of these pieces are missing, the probation clause becomes invalid, and the employee is legally considered permanent.
That’s the part foreign companies underestimate.
This is why smart ones use an Employer of Record.
Team Up handles all the Uzbekistan-specific details, compliant contracts, KPIs, registration with the Unified Social Payment (USP) system, performance documentation, and clean termination files.
Let’s unpack how probation really works in Uzbekistan, and what employers must do to stay fully compliant.
Understanding probation periods under the Uzbekistan labor law
Uzbekistan’s Labor Code was modernized in 2023, and the updated rules tightened how probation works.
The result: probation in Uzbekistan is clear, fixed, and legally enforceable, but only if structured correctly.
1. Standard probation period: up to 3 months
For most employees, Uzbekistan allows probation up to 3 months.
Local companies stick very closely to this limit; banks, IT companies, retail chains, call centers, logistics providers, and the public sector rarely go beyond the default duration.
If the probation clause isn’t in the contract, it doesn’t exist.
2. Extended probation for high-responsibility roles: up to 6 months
Extended probation (up to 6 months) is only allowed for:
directors and deputy directors
chief accountants and finance-control positions
legally “materially responsible” roles (employees handling large sums/assets)
This isn’t a flexible rule; Uzbekistan requires the job to be legally classifiable as a “responsibility-bearing role” (javobgar xodim) before a 6-month probation is valid.
3. Uzbekistan prohibits probation for several employee categories
Under Uzbek law, probation cannot be applied to:
pregnant women
minors (under 18)
graduates entering their first professional job in their degree field
employees hired through youth employment programs
employees on fixed-term contracts shorter than 6 months
seasonal workers
If a prohibited category is placed on probation, the clause is void and the employee becomes permanent on day one.
4. What Uzbek companies do in practice
Uzbek HR relies heavily on documentation and initial discipline indicators.
Local HR teams often evaluate:
punctuality (high cultural priority)
communication responsiveness (especially in hybrid roles)
accuracy and attention to detail
compliance with internal procedures
teamwork fit (critical in hierarchical structures)
This is not window dressing. Uzbek labor disputes frequently hinge on whether the employer documented these issues during probation, not whether they existed in practice.
5. Missing translation = missing probation
Uzbek employment contracts are typically issued in:
Uzbek (state language)
Russian (widely used in business)
English (for foreign employers)
If the probation clause differs across languages, the local-language version wins, and sometimes that means the probation clause disappears entirely.
This is one of the top compliance failures foreign companies face in Uzbekistan.
Why probation matters when hiring through an EOR in Uzbekistan
Uzbekistan’s employment landscape is shifting fast.
The government is actively cleaning up informal employment practices, increasing labor inspections, and digitizing employer reporting. Probation is part of that modernization.
Why foreign employers struggle
Common issues:
misclassifying responsible roles
mismatching translation between Uzbek/Russian/English
applying probation where it is legally prohibited
using global templates that conflict with Uzbek norms
forgetting to register employees with USP on time
not documenting performance concerns
All of these weaken the employer’s position.
Why an EOR makes probation low-risk in Uzbekistan
bilingual/trilingual contract drafting
correct probation durations for each role type
registration with tax + pension + Unified Social Payment systems
employee file creation (mandatory in Uzbekistan)
compliant documentation during probation
monthly check-ins and performance notes
termination notices written in Uzbek/Russian legal format
Everything is done by people who actually understand Uzbekistan’s labor environment.
Structuring a legally compliant probation period via EOR
Uzbekistan doesn’t “suggest” how to structure probation; it mandates it.
Here’s the version that holds up in real compliance checks.
1. Probation clause written inside the employment contract
Verbal agreements don’t count.
Onboarding materials don’t count.
Internal HR policies don’t count.
Only the signed contract matters.
2. Legally accurate duration
3 months for standard roles
6 months for legally responsible positions
0 months for protected categories
Employer of Record provider in Uzbekistan ensures the clause matches the actual job classification.
3. Job responsibilities aligned with Uzbek classification
Uzbek inspectors check:
whether job duties justify the probation type
whether KPIs reflect real tasks
whether responsibilities match the “responsible role” category
Team Up adapts KPIs and responsibilities to Uzbek HR expectations.
4. Trilingual contract consistency
Uzbekistan typically uses:
Uzbek for legal enforceability
Russian for business operations
English for foreign management
A mistranslation can nullify a probation clause. Team Up ensures all versions match exactly.
5. Registration with state systems is immediate
Probation does not delay:
personal income tax
Unified Social Payment (USP)
pension contributions
employment reporting through the E-xatlov system
Employer of Record processes all registrations before the employee’s first working day.
6. HR documents outside the contract
Team Up prepares:
onboarding checklists
KPI sheets
probation review templates
employee personal files (trudovoye delo, mandatory in Uzbekistan)
monthly review notes
performance logs
These documents are crucial if termination happens.
Direct hiring vs EOR in Uzbekistan: Real differences
Compliance Requirement | Direct Employer | Team Up EOR |
Uzbek + Russian + English contract drafting | High error risk | Fully handled |
Legal probation durations | Easy to misuse | Always compliant |
Worker category restrictions | Often overlooked | Automatically enforced |
KPI + documentation setup | Must build from scratch | Provided + localized |
USP + pension + tax registration | Must manage | Done automatically |
Monthly review notes | Often missed | Automated reminders |
Termination compliance | High dispute risk | Structured + legally sound |
Local HR presence | Needed | Not required |
Performance management during the probationary period
Uzbekistan’s employment culture expects structure from the start. Probation is only defensible when performance is documented clearly and consistently.
1. KPIs must reflect Uzbek HR norms
Most Uzbek employers set KPIs around:
discipline and punctuality
task accuracy
compliance with internal procedures
communication responsiveness
teamwork and workplace culture fit
Team Up creates KPI frameworks based on local employer of record compliance in Uzbekistan expectations.
2. Monthly written evaluations are the norm
Uzbek managers typically issue:
a first-month adjustment report
a mid-probation review
a final evaluation
These are not optional. They’re what protect the employer if termination becomes necessary.
3. Feedback must be in writing
Uzbek courts rely on:
internal memos
email summaries
review forms
documented coaching attempts
Verbal feedback is irrelevant in legal disputes.
4. Performance evidence protects you
If an employee challenges a termination, these records show:
Expectations were clear
The employee knew the standards
The employer offered guidance
The outcome was consistent with documented gaps
Termination during or after the probation period in Uzbekistan
Termination during probation in Uzbekistan is possible, but it requires legal precision. The Labor Code expects employers to justify termination with structured, written evidence, not intuition or informal comments.
If performance documentation is missing, the termination becomes risky.
1. Written notice is mandatory
Even during probation, termination must be issued in writing. This isn’t a formality, Uzbekistan requires a notice that includes:
the legal basis for termination
the probation clause reference
documented performance issues
the last working day
Uzbek HR departments are meticulous about formatting and language. Team Up prepares the notice in Uzbek and Russian to ensure full compliance.
2. Documentation must support the decision
Uzbek labor inspectors often request:
KPI sheets
monthly review notes
any written warnings
task accuracy reports
attendance records (taken very seriously in Uzbekistan)
Without documentation, the employer appears arbitrary, and Uzbekistan heavily favors employees in disputes.
3. Payroll closure and financial settlement
Upon termination, the employer must pay:
remaining salary
compensation for unused leave
bonuses or allowances owed
Unified Social Payment (USP) obligations
pension contributions
Uzbekistan requires timely settlement, and delays can trigger administrative penalties.
4. Deregistration from state systems
Team Up handles:
deregistration from USP
pension fund updates
tax record updates
official employment file closure (trudovoye delo)
This ensures there is no compliance gap after termination.
Employee rights during probation in Uzbekistan
Foreign employers often assume probation means “limited rights.”
In Uzbekistan, that assumption creates compliance problems fast. The Labor Code treats probation as full employment, not a reduced-status arrangement. The only difference is evaluation flexibility, not rights or protections.
Here’s what employees are entitled to from day one, even while on probation.
1. Full salary and standard benefits
Probationary employees must receive the same base salary stated in the employment contract.
Uzbekistan does not allow discounted probation pay, reduced working conditions, or temporary “training rates.”
If an employer pays less during probation, it violates:
wage protection rules,
nondiscrimination requirements, and
contract compliance laws.
2. Annual leave starts accruing immediately
Uzbekistan requires annual leave entitlement to begin on the first day of employment. This applies even if:
The employee is still in probation
The employee has not yet completed the full month
Accrual is based on length of service, not employment status.
3. Paid national holidays are fully recognized
Uzbekistan observes several public holidays each year. Probationary employees must be paid for all official non-working days, exactly like confirmed employees.
If a holiday falls during probation:
The day is paid
It does not reduce probation duration
It does not delay payroll or benefits
4. Sick leave and medical leave rights
Employees have the right to sick leave during probation if they provide a valid medical certificate. Employers must pay for sick leave according to:
state regulations, and
company policy (if more generous).
A probationer cannot be terminated because they used sick leave, Uzbek courts take this seriously.
5. Mandatory pension and Unified Social Payment (USP) contributions
Probation does not delay social contributions. Immediately upon hiring, the employer must register the employee with:
Pension Fund of Uzbekistan (mandatory contributions)
Unified Social Payment (USP) system (the employer’s primary social tax)
Tax authorities (for payroll withholding)
These obligations start on the first working day, not after probation.
Failure to register on time is a common foreign-employer violation.
6. Full anti-discrimination protections apply
Probationary workers receive the same anti-discrimination protections as any employee. Protected groups cannot be treated differently during probation.
This includes:
pregnant employees
young specialists hired into their first professional role
minors
employees hired under state employment programs
These categories cannot legally be placed on probation at all, and any such clause becomes invalid immediately.
7. Protection from unfair or arbitrary dismissal
Termination during probation is allowed, but only if the process is fair, documented, and legally grounded.
Uzbekistan courts expect that employers can prove:
Performance expectations were communicated early
Performance reviews were documented
Feedback was given in writing
The evaluation criteria were job-related
The termination reason is consistent with the documentation
If any of these elements are missing, even a probationary termination can be overturned.
Uzbekistan strongly favors employees in disputes where documentation is incomplete.
Common mistakes foreign employers make in Uzbekistan
Uzbekistan isn’t a market where global HR assumptions work. These are the recurring mistakes foreign companies make, and the ones Employer of Record services in Uzbekistan prevent.
1. Using English-only contracts
Uzbek courts only accept Uzbek and Russian versions. Anything else is informational, not legally binding.
2. Applying probation to prohibited groups
Young specialists and pregnant women cannot legally be placed on probation.
3. Setting probation longer than legally allowed
Foreign employers often use:
6 months for standard roles, or
3 months for short-term contracts
Both are invalid.
4. Not registering employees immediately
Uzbekistan requires prompt reporting to USP and pension systems, before or on the first working day.
5. Not documenting performance
Verbal comments or Slack messages are completely useless in a dispute.
6. Misclassifying employees as contractors
Uzbekistan aggressively audits misclassifying employees as contractors, especially in IT and BPO roles.
7. Poorly translated contracts
A mistranslation can nullify entire clauses, including probation.
Team Up eliminates each of these risks through structured onboarding, compliant contracts, proper translations, and documented performance workflows.
Transitioning from probation to full-time employment
When an employee successfully completes probation, Uzbekistan expects employers to formalize the change.
1. Automatic continuation
If no termination notice is issued, the employee automatically becomes confirmed.
2. Issuing a confirmation letter
Local HR norms expect a short written confirmation, stamped and signed.
Team Up provides:
a confirmation letter
an updated employment file entry
contract annotation (if required)
3. Updating payroll and benefits
Team Up updates:
Unified Social Payment classification
pension contributions category
any employer-specific benefit rules
the employee’s official work file
4. Alignment with state reporting systems
Uzbekistan’s digital reporting systems require status updates. We manage all entries to ensure compliance.
Scaling performance management beyond probation
Once probation ends, Uzbekistan doesn’t let employers relax on documentation. If you want defensible decisions around:
promotions
bonuses
pay increases
warnings
disciplinary actions
You must keep maintaining structured performance records.
Team Up supports long-term performance scaling through:
quarterly performance frameworks
documentation templates designed for Uzbek audits
consistent KPI evaluation criteria
annual appraisal cycles
secure local storage of all performance files
guidance for foreign managers on Uzbek HR expectations
This makes your HR process “audit-ready,” even years later.
Final Takeaways
Here are the non-negotiables when hiring in Uzbekistan:
Probation must be written into the contract, or it doesn’t exist.
Maximum probation: 3 months, or 6 months for legally responsible roles.
Probation is prohibited for young specialists, pregnant women, minors, and short-term workers.
Probationary employees receive full rights under Uzbek law.
Documentation is everything; KPIs, reviews, notices, and evaluations must be written.
Termination requires written notice and clear justification.
Uzbek contracts must be consistent across Uzbek, Russian, and English versions.
Team Up handles every compliance step: contracts, registration, KPIs, reviews, termination, and government reporting.
Hiring in Uzbekistan becomes safe, structured, and predictable when the paperwork is done right.
Frequently asked questions
1. What is the probationary period in Uzbekistan?
The probationary period in Uzbekistan is a legally regulated evaluation period of up to 3 months, or 6 months for managerial or financially responsible roles, written directly into the employment contract.
2. Is probation required for all employees in Uzbekistan?
No. But if probation isn’t written into the contract, the employee is automatically considered confirmed from day one.
3. Who cannot be placed on a probation period in Uzbekistan?
Uzbek law prohibits probation for:
pregnant women
minors
young specialists entering their first professional job
short-term workers (under 6 months)
seasonal workers
4. Do probationary employees have full rights in Uzbekistan?
Yes. They receive full salary, paid leave, sick pay, holiday pay, social contributions, and anti-discrimination protections.
5. Can employers terminate employees during probation in Uzbekistan?
Yes, but only with written notice, documented performance issues, and proper settlement of salary, leave, tax, and USP obligations.
6. What happens if the probation clause is mistranslated?
The Uzbek or Russian version prevails. If a clause is mistranslated or inconsistent, it may be considered invalid.
7. How does performance management work during probation in Uzbekistan?
Employers must set written KPIs, document monthly reviews, and maintain performance records that match job responsibilities.
8. Why do companies use an Employer of Record in Uzbekistan?
An Employer of Record in Uzbekistan ensures contracts, probation clauses, KPIs, government registrations, and termination documents comply fully with local law.
9. How long can probation last in Uzbekistan?
Up to 3 months for most employees and 6 months only for legally responsible managerial roles.
10. How does Team Up manage probation and performance documentation?
Team Up drafts compliant contracts, creates KPIs, manages probation reviews, stores documentation locally, and ensures all actions align with EOR compliance Uzbekistan standards.
