Employer-initiated termination grounds

The Uzbek Labour Code limits employer-initiated termination to specific grounds — including redundancy (reduction in workforce), liquidation of the employer, employee misconduct, systematic failure to perform duties, and confirmed incapacity. Each ground has specific procedural requirements that must be strictly followed. The 2023 reforms tightened procedural requirements for employer-initiated terminations — Bond Stone advises on full procedural compliance before any notice is issued.

Notice periods & severance

Redundancy termination requires a minimum 2-month notice period under the Uzbek Labour Code. Severance pay is payable on redundancy — typically equivalent to average monthly earnings for the notice period. Certain employee categories have enhanced protections — pregnant women, employees on parental leave, and employee representatives cannot be made redundant without special procedure. Bond Stone advises on calculating correct notice periods and severance for each affected employee.

Protected employee categories

Uzbek labour law provides enhanced termination protections for pregnant women, employees on maternity or childcare leave, employees with children under 3 years old (single parents — under 14), and trade union representatives. Termination of these employees requires special authorisation. Bond Stone advises on identifying protected employees before any redundancy process is initiated.

Labour dispute commissions

Individual labour disputes in Uzbekistan are resolved by labour dispute commissions at the workplace — a mandatory pre-litigation step for most employment disputes. Bond Stone advises on labour dispute commission procedures and represents employers in commission hearings and subsequent court proceedings.

Redundancy Procedure — Restructuring

Employment · Uzbekistan · Corporate

Advising a foreign-invested Uzbek company on a redundancy procedure — 2-month notice compliance, severance calculation, protected employee identification, and full documentation package.

Misconduct Termination — Financial Services

Employment · Uzbekistan · Financial Services

Advising an international financial services employer on termination for misconduct — disciplinary investigation, procedural compliance, and termination order documentation under Uzbek Labour Code.

Protected Employee — Maternity Leave

Employment · Uzbekistan · Manufacturing

Advising a manufacturer on handling a redundancy process affecting an employee on maternity leave — identifying the mandatory protection, alternative placement obligations, and compliant approach to the restructuring.

Mutual Agreement Termination — Senior Manager

Employment · Uzbekistan · Energy

Structuring a mutual agreement termination for a senior manager — negotiated settlement package, confidentiality provisions, and documentation compliant with Uzbek labour law.

Labour Dispute Commission — Wrongful Termination Claim

Employment Dispute · Uzbekistan

Representing an international employer before a labour dispute commission in a wrongful termination claim — procedural compliance defence and severance dispute resolution. Outcome: claim substantially reduced.

Mass Redundancy — Manufacturing

Employment · Uzbekistan · Manufacturing

Advising on a mass redundancy affecting 10+ employees of a foreign-invested manufacturing company restructuring its Uzbek operations — timeline, notice, severance, and documentation package under the post-2023 framework.