Termination & Redundancy in Uzbekistan

Employer-initiated termination grounds

The Labour Code limits employer-initiated termination to the grounds in Article 161 or other laws: liquidation; a change in headcount or staffing; lack of qualification for the post; systematic breach of duties; and a single gross breach. Each ground has its own procedure. Where the law or a collective agreement requires it, the trade union committee must consent first (Art. 164).

Notice periods & severance

Liquidation and redundancy require at least two months' written notice; lack of qualification two weeks; and termination for fault three days (Labour Code, Art. 165). Severance depends on service with the employer and is at least 50% of average monthly earnings for up to 3 years, 75% for 3 to 5 years, 100% for 5 to 10 years, 150% for 10 to 15 years and 200% for over 15 years (Art. 173). Collective agreements or contracts may give more. Bond Stone advises on calculating correct notice periods and severance for each affected employee.

Protected employee categories

An employer may not terminate a pregnant woman except on liquidation (Labour Code, Art. 408). A woman with a child under three, or a father or guardian raising such a child alone, may be terminated only on the grounds of liquidation or breach of duties that Article 409 lists. Termination is also barred during temporary incapacity, leave provided by law, public duties and business trips (Art. 163). Bond Stone advises on identifying protected employees before any redundancy process is initiated.

Labour dispute commissions

Individual labour disputes go to a labour dispute commission or to court. The employee may choose and may go straight to court (Labour Code, Art. 545). Bond Stone advises on labour dispute commission procedures and represents employers in commission hearings and subsequent court proceedings.