Work Permits, visas & immigration when hiring via Employer of Record (EOR) in Uzbekistan
- Gegidze • გეგიძე | Marketing
- Jun 26
- 12 min read
Table of contents:
Introduction: Why Uzbekistan is becoming a talent magnet (but beware of bureaucracy)
Great talent is finally showing up on your radar from Uzbekistan.
And for good reason.
You’ve got government-backed IT parks. Strong STEM grads. Lower salary benchmarks than Eastern Europe. And a sweet timezone for managing both the EU and Asia. From devs to data analysts, the local talent pool is growing fast.
But here’s the part they leave out in the pitch decks:
Hiring in Uzbekistan is still a bureaucratic minefield.
The visa process? Opaque.
Work permits? Slow and paper-based.
Compliance? A moving target.
Miss a form, mistime an approval, or misclassify a hire, and you’re not just looking at delays. You’re staring down fines, legal exposure, and a team that never gets off the ground.
This is exactly why global companies now use an Employer of Record (EOR) in Uzbekistan.
An EOR handles everything:
Applies for work permits
Registers employees with the local tax authority
Processes compliant payroll
Shields you from legal risk
And makes sure your team actually starts on time
This guide breaks down how it all works, step by step. You’ll get the real timelines, actual government fees, immigration dos and don’ts, and how EORs cut through it without you needing to open a local entity or waste months chasing paperwork in Tashkent.
If you’re hiring in Uzbekistan (or just considering it), this is your cheat code.
Let’s go.
Who can legally work in Uzbekistan?
You don’t want a warm body. You want someone who can actually work for you legally.
And no, just showing up in Tashkent with a laptop and a tourist visa doesn’t cut it.
Here’s the ugly truth:
A lot of companies assume that if a foreign hire gets past passport control, they’re good to go. That they can skip the permits, plug in their payroll, and get moving.
That’s a great plan if you’re hoping for an audit, a fine, or an outright ban from hiring in the region.
Let’s break down who’s allowed to work in Uzbekistan, who needs what, and what happens when you mess it up.
Uzbek nationals
Locals? Easy. They can work without a permit.
But don’t confuse “easy” with “done.”
You still need to provide:
A compliant labor contract (per the Uzbekistan Labor Code)
Social contributions (yes, even for remote hires)
Statutory benefits (vacation, sick leave, maternity, you know, the stuff that gets skipped when people don’t know better)
If you’re hiring them through your entity (which you probably don’t have), this is on you.
If you’re using an EOR? They handle all of it. Local contracts. Payroll. Compliance. No drama.
Foreign nationals
Now we’re into the real red tape.
Here’s what a foreign employee legally needs to work in Uzbekistan:
Type E Work Visa – secured at an Uzbek consulate abroad
Official Work Permit – granted by the Ministry of Employment and Labour Relations
That’s two separate processes, handled in parallel, each with its own paperwork maze.
Pro tip: Business visas? Tourist visas? “I’ll just fly in and sort it later.”? All of that is illegal. Uzbekistan is strict, and they’re checking.
If your hire starts working without both approvals, they’re not just working illegally… you’re employing illegally. And the fines start stacking fast.
But what if they already live in Uzbekistan?
Even if they have a Temporary Residence Permit, that doesn’t mean they’re authorized to work.
TRP = legal stay
Work permit = legal work
You need both. And if your hire only has one? You’re exposed.
And what about contractors?
You know what’s cheaper than an EOR?
Calling someone a “contractor” and pretending labor laws don’t apply.
Until they do.
Uzbek authorities are catching up. They’re auditing foreign contracts. If your “contractor” works full-time, takes direction, uses your tools, and has no other clients, they’re an employee. And you’re on the hook.
Want to hire a dev in Tashkent, not a legal problem in the making?
Use a local EOR provider in Uzbekistan. They know the labor code, they carry the legal burden, and your talent gets paid without risking deportation.
Who actually needs a work visa in Uzbekistan?
If you're hiring in Uzbekistan, here’s the golden rule: no, just showing up with a tourist visa won’t cut it.
This isn’t a “sort it out later” situation. You either have the right permit, or you’re operating illegally. And if your employee gets flagged during a routine check, it’s your company on the hook.
So, who needs what?
If you’re hiring a foreign national, they’ll need a Type E work visa — full stop. That applies whether they’re remote, hybrid, or in-office. There’s no workaround. This visa is for foreign nationals officially employed by an Uzbekistan-registered company (or by your EOR partner acting as the legal employer).
Other common visa types you might bump into (but that don’t allow work):
T visa – for tourists, not business
B-2 visa – for business meetings, not employment
A-1 visa – for students and interns
D-1 visa – for embassy staff
What do they need to apply for?
Here’s the basic paperwork your hire will need for a Type E visa:
Passport valid for at least 3 months
Copy of the passport's ID page
Two color passport photos
Completed visa application
Signed employment contract with your company (or your EOR)
Proof of employment history (reference letters, resume, etc.)
Proof of accommodation in Uzbekistan (rental agreement or hotel booking)
Good news: Since 2022, Uzbekistan no longer requires an HIV test result for work visa processing.
What happens if you mess this up?
You don’t want to find out. Fines, blocked entries, canceled contracts. It gets messy fast. That’s why using an Employer of Record (EOR) is the easiest way to stay compliant without wrestling with the bureaucracy yourself.
Understanding work permits vs residence permits in Uzbekistan
Here’s where most global teams get tripped up: they treat work permits and residence permits like they’re interchangeable. They’re not.
And in Uzbekistan? Confusing the two can cost you more than just time.
A work permit lets someone work.
A residence permit lets someone stay.
You need both, at the right time, in the right order.
Let’s break it down like a local HR lawyer who’s seen this mess too many times.
The Work Permit (Permission to work)
This is issued by the Ministry of Employment and Labour Relations.
Without it, your foreign hire legally cannot perform labor activities, period.
No matter how skilled they are, or how urgent your project is.
Applies to:
All foreign nationals without permanent residency
Anyone not working through a registered local entity with internal staff permits
Freelancers? Digital nomads? Still need it—if they’re working for you inside Uzbekistan
How to get it:
Your EOR (or entity) submits the application
You’ll need employment contracts, labor quotas, education documents, and sometimes a local labor market test
Timeframe? Around 20–30 business days
Cost? Roughly $250–350 USD
The Residence Permit (Permission to stay)
Now this is where it gets murky.
A foreign employee with a valid work permit still needs a Temporary Residence Permit (TRP) to legally remain in Uzbekistan for more than 30 days. This is handled post-entry, usually once they’ve arrived with their Type E visa.
TRP allows for:
Living in Uzbekistan legally
Accessing public services
Completing employer registration, tax ID setup, etc.
Key issue: A work permit doesn’t automatically grant TRP, and vice versa.
What happens if you get it wrong?
If your employee has a work permit but no TRP, they can work, but only short term.
If they have TRP but no work permit, they’re living in Uzbekistan illegally as a worker.
Either way, you're exposed to:
Heavy fines
Revocation of permits
Potential blacklisting of your company from future sponsorships
Why does your EOR handle this better
An experienced Employer of Record provider in Uzbekistan:
Manages the dual-track process (visa + work permit + TRP)
Coordinates document legalizations, notary stamps, and Ministry filings
Tracks expiration dates so you don’t get blindsided by renewal deadlines
You don’t want to hire a senior developer in Tashkent, only to find out they can’t legally work or stay past 60 days. Or worse, see them flagged at the border.
That’s why work and residence permits are not just boxes to tick. They’re your legal backbone in this market.
Step-by-step immigration process via EOR in Uzbekistan (clear breakdown)
Hiring in Uzbekistan? You could spend weeks emailing ministries, deciphering outdated forms, and standing in consular lines, or you could let an Employer of Record (EOR) just... handle it.
Here’s what the EOR-led process actually looks like, no fluff, just the steps.
Role + candidate evaluation
Before anything official kicks off, the EOR checks if your candidate qualifies under Uzbek labor and immigration law. Some roles get flagged (e.g., those reserved for local citizens), and some industries require special approvals.
What you don’t need to worry about: labor market tests, regional quotas, or government “why not a local?” questions. The EOR handles it.
Work permit application (by the EOR)
Your EOR submits the application to the Ministry of Employment and Labour Relations, with all required documents:
Employment contract
Company authorization docs
Candidate’s professional background and proof of qualifications
Justification of hire (especially if it’s a high-skill or executive role)
Timing? 20–30 working days in most cases.
Invitation letter issued
Once the permit is approved, the Ministry issues an invitation letter that your candidate will use to apply for their Type E visa abroad. Without it, no entry.
No invitation, no flight. Period.
The candidate applies for a visa
The candidate takes the invitation letter and applies for a work visa at their local Uzbek consulate or embassy. Processing usually takes 5–10 business days, but delays happen if documents aren’t squeaky clean (EOR makes sure they are).
Arrival & onboarding
Once in Uzbekistan, the EOR steps in again.
They’ll handle:
Residence registration with local authorities (within 3 days of arrival)
Medical checks, if applicable
Tax ID setup
Payroll, social contributions, and all the admin you don’t want to touch
Final step: residence permit
Depending on the length of the assignment, your hire may also need a Temporary Residence Permit (TRP). This is typically handled after arrival and is valid for the duration of the employment contract.
Detailed timelines & real-world costs of Uzbek immigration
Work permit: timeline (typically 20-30 days), typical costs (~$250–$350 USD)
Residence permit: timeline, typical government fees (~$200 USD annually)
Other expenses: translation costs, document notarizations, medical exams
(Internal link: EOR-05 Cost guide)
Payroll & tax compliance in Uzbekistan
So you’ve found the right talent. Signed the offer. Secured the work permit.
Now comes the part that trips up most international employers: achieving payroll compliance.
Uzbekistan’s labor code doesn’t play around. From tax withholdings to social security, every dinar must be filed, reported, and paid on time, or you’re facing fines, blocked payments, or worse: your employee asking why they haven’t been paid this month.
Here’s what you actually need to know.
Income tax: Withhold or pay the price
Employers are legally required to withhold personal income tax (PIT) from employee salaries, typically 12% flat rate.
Failing to withhold or report properly? That puts your company on the radar of the State Tax Committee, and it’s not a fun place to be.
With an EOR, this is automated and bulletproof; the salary hits your employee’s account clean and compliant.
Social contributions: Non-negotiable
Your company (via the EOR) must also pay into Uzbekistan’s state social fund, covering:
Pension insurance
Health insurance
Social protection
Rates vary slightly depending on employee status and sector, but typically hover around 12–15% of gross salary. The EOR calculates, remits, and reports these monthly, no guesswork, no missed deadlines.
Local payroll reporting
Uzbekistan requires monthly payroll reporting in Uzbek and in line with local accounting standards. If you don’t speak the language or don’t know the format, your filings will be rejected.
An EOR uses local accountants and ensures all filings are made with the State Tax Committee and the Ministry of Labor on time, in Uzbek, and in compliance.
Contractor classification: high-risk territory
Hiring someone as a “contractor” without fully understanding Uzbek law can backfire fast. Authorities may reclassify your contractor as a full-time employee, triggering back taxes, unpaid benefits, and legal fees.
With an EOR, misclassification risk = zero. Every hire is legally structured.
In short?
Getting payroll and taxes wrong in Uzbekistan doesn’t just cause a mess. It can jeopardize your operations.
EORs solve this by becoming the legal employer, taking over every compliance obligation — so your team gets paid, your reports get filed, and your operations stay smooth.
Need a full compliance checklist? [Link to: EOR-03 Legal & Compliance Checklist]
Employee benefits, workspace & equipment obligations
Hiring in Uzbekistan isn’t just about the paperwork; it’s about treating your people right and doing it legally. Once your hire is onboarded, the next question is: What exactly are you responsible for providing as their employer of record (EOR)?
Short answer? More than you think, unless you’re working with someone who knows the system.
Let’s break it down.
Mandatory employee benefits under Uzbek labor law
Uzbekistan’s labor code is worker-friendly and has clear rules around benefits. As an employer (or through your EOR), you’re legally expected to provide:
Paid annual leave – minimum 15 working days
Paid sick leave – based on medical certificate, paid by the employer
Paid maternity leave – up to 126 days, employer-covered
Pension & health insurance – through state social contributions
Overtime & holiday pay – at increased rates per Labor Code
Your EOR should track entitlements and payouts down to the last decimal. No benefit left behind.
Workspace expectations: Office, remote, or hybrid?
Post-pandemic, remote setups are normal across Uzbekistan’s IT, engineering, and finance sectors. But that doesn’t mean you can just say “work from home” and be done.
If your hire is remote, you need:
A contract clause outlining a remote setup
Equipment provision or reimbursement agreement
Documentation proving employee consent to work remotely under Uzbek law
If your hire works from an office (yours or a co-working space), it must meet local occupational safety standards.
Either way, your EOR will set up compliant work arrangements and make sure you don’t miss a clause that could void the contract or trigger labor inspections.
Equipment: Who buys the laptop?
There’s no universal rule in Uzbekistan, but here’s how smart employers handle it:
If the employee is remote, EOR provides equipment or reimburses the employee (with proof of purchase).
If the employee is office-based, Equipment is typically provided on-site.
In all cases, there should be a clear, signed equipment usage policy.
Your EOR handles procurement, delivery, or reimbursement, and takes care of asset tracking and return when the contract ends.
DIY Immigration Pitfalls: Real examples from Uzbekistan
Think remote hiring in Uzbekistan is just a matter of filling out a few forms and waiting for the visa to roll in?
Think again.
The paperwork is dense. The rules are rigid. And the smallest oversight can derail the entire hiring process, or worse, put your company in breach of labor or immigration law.
Let’s break down what actually goes wrong when companies try to do this without an EOR.
Misclassification mess: Freelancer? Employee? Good luck explaining that
A Dutch fintech hired a “contractor” in Tashkent to save time. No employment contract, no work permit, just a monthly invoice.
Six months in, the local tax authority flagged the contractor’s bank transfers. Turns out, if someone works full-time, reports to your team, and has fixed hours, Uzbekistan calls that an employee.
Result?
The company got hit with misclassification penalties
Their hire’s account was frozen
They had to start over — this time with an EOR
Lesson: Uzbekistan doesn’t care how you define the relationship. If it walks and talks like an employee, it needs a legal employment contract and work permit.
Application denied, because your job offer wasn’t in Uzbek
Yes, really.
A European SaaS company submitted a work permit application in English. Every single document was valid, but untranslated.
The Ministry of Employment returned it. No explanation, no refund. They had to resubmit everything, this time translated and notarized.
Lost time: 4 weeks
Extra cost: ~$450 in translations, ~$300 in fees
Lost opportunity: The candidate joined a competitor with faster onboarding
Lesson: Every document that’s not in Uzbek needs a certified translation. Period.
You missed the 10-day registration window? That’s an exit order
Here’s one that stings.
A startup based in Berlin hired a software engineer in Samarkand. Work visa approved. The hire arrived. But no one told them they had to register with the local migration office within 10 days.
On day 15, immigration showed up. They issued a fine, invalidated the visa, and told the employee to leave and reapply from scratch.
Lesson: Uzbekistan doesn’t do “oops.” The deadlines are strict, and missing them resets the whole process.
No local legal entity? No work permit for you
Companies without a legal entity in Uzbekistan often think they can just “sponsor” a foreign hire from abroad. They can’t.
The government only accepts employer-sponsored work permits from registered Uzbek legal entities.
Unless you're already registered locally, which takes months, you need an EOR to sponsor the permit legally.
Lesson: You can’t shortcut this step. If you’re hiring without an entity, you need an Employer of Record. Full stop.
Why EORs don’t run into these issues
Because they’re built to avoid them.
An EOR:
Sponsors work permits legally
Registers employees with local authorities on time
Ensures compliant contracts, translations, and payroll
Monitors deadlines and labor law changes
Keeps you out of fines, delays, or deportation territory
Conclusion: You can wrestle with Uzbek immigration… or just get to work
Let’s be honest. You didn’t come here to become an expert in Uzbek migration codes or spend your week translating job contracts into Cyrillic.
You came because you saw the talent.
The senior backend devs. The smart, English-speaking data engineers. The competitive rates. The timezone that actually works with your team in Berlin, Dubai, or London.
But here's the kicker — none of that matters if your new hire can’t legally work.
And let’s be real: the Uzbek immigration system isn’t exactly “plug and play.” It’s opaque, it’s paper-heavy, and one wrong move can get your hire stuck in bureaucratic limbo, or worse — booted before day one.
You have two choices:
Spend the next 6 weeks piecing together a DIY immigration process from half-translated PDFs, local forums, and a maybe-reliable fixer in Tashkent
or
Hire them legally through Team Up’s EOR with a registered company in Uzbekistan, and let us handle the hard part
We file the permits. We sponsor the visa. We run the payroll.
You get the talent, fast, legal, and without a migraine.
Want to see how that works in practice?
[Book a call], let’s show you how simple global hiring can actually be.
