Navigating Termination and Notice Periods in Uzbekistan: An HR Perspective

Understanding Notice Period Requirements

When managing workforce transitions in Uzbekistan, understanding the statutory notice periods is crucial for compliance. For voluntary resignations, employees must provide two weeks' written notice to their employer. However, when termination is employer-initiated, valid grounds must exist, with notice periods ranging from two weeks to two months, depending on the circumstances.

The specific notice periods vary based on termination reasons:

Two-month notice: Applies to terminations resulting from technological or organizational changes, workforce reductions, company liquidation, or retirement age attainment. This extended period allows employees adequate adjustment time during restructuring.
Two-week notice: Required when termination stems from employee qualification deficiencies or health conditions preventing job performance.
Three-day notice: Reserved for dismissals due to employee misconduct, such as serious policy violations or disciplinary breaches.
Monetary compensation alternative: Employers may opt to pay compensation equivalent to the notice period wages instead of requiring the employee to work through the notice period.

Severance Pay Structure

Uzbekistan's labor law mandates severance payments for terminations not resulting from employee fault. The compensation structure is progressive based on service length:

Service Duration	Minimum Severance
Less than 3 years	50% of monthly salary
3-5 years	75% of monthly salary
5-10 years	100% of monthly salary
10-15 years	150% of monthly salary
Over 15 years	2 months' salary

Termination Procedure: Step-by-Step Guide

Establish Legal Grounds: Document the specific reason for termination, ensuring alignment with Uzbekistan's Labor Code provisions.
Issue Written Notice: Provide formal notification according to the required timeframe, including termination rationale and effective date.
Consider Alternative Placement: For capability-related terminations, explore reassignment opportunities before proceeding with dismissal.
Execute Termination Order: Formalize the separation with official documentation and update employee records accordingly.
System Registration: Register the termination in the national labor database within three business days.
Settle Financial Obligations: Process final payments including accrued wages, unused leave, and applicable severance.
Address Protected Categories: Ensure compliance with special protections for pregnant employees and other vulnerable groups.

Unemployment Benefits Framework

Uzbekistan's unemployment support system provides financial assistance to registered job seekers. Benefits are calculated based on employment history and previous earnings:

Recently unemployed individuals may receive 50% of their average monthly salary
Long-term unemployed persons qualify for minimum wage equivalent payments
First-time job seekers receive 75% of the minimum wage

The government also offers vocational training, public work programs, and relocation assistance to support employment transitions. SailGlobal's HR experts can help multinational companies navigate these complex regulations while ensuring full compliance with Uzbek labor laws.

Uzbekistan Termination Laws: Notice Periods, Severance & Compliance Guide