Managing issues related to employees and workplace relationships involves addressing specific risks, and each challenge is a potential opportunity for the company’s management. The identification of these risks may not only be due to financial considerations but also may encompass reputational risks that could affect the company.
Our team will assist you in efficiently managing:
Your business success, as well as the well-being and loialte of your employees, is guaranteed by our careful and strategic risk management, aligned with the regulations and standards.
Loialte HR is committed to helping you become a competitive and responsible employer in the market.
In 2026, HR administration in Uzbekistan revolves around a “digital-first” documentation strategy, where the primary legal record is the electronic employment contract registered in the Unified National Labor System (my.mehnat.uz). According to the Labor Code, employers must still maintain physical or digital versions of the Internal Labor Regulations, the staffing table (Shtatnoe raspisanie), and formal orders (Prikaz) for hiring, transfers, and leave. Practically, every employee must have a comprehensive personal file containing their PINFL, passport copy, and educational certificates. Legally, the traditional “paper labor book” has been entirely superseded by the digital version on the portal, making real-time updates a strict legal requirement. Failure to maintain these core documents can result in significant administrative fines during a labor inspection. Ensuring that your internal policies are synchronized with your digital portal entries is the foundation of modern HR compliance.
Starting January 1, 2026, all types of employee leave—including annual, sick, and maternity leave—must be registered by the employer via the my.mehnat.uz portal to be recognized as legally valid. Under the Labor Code, employees are entitled to a minimum of 21 calendar days of paid annual leave after six months of continuous service, which can be split into parts provided one part is at least 14 days. Practically, the employer must issue a formal leave order and ensure that “vacation pay” (otpusknye) is settled no later than three days before the leave begins. In 2026, the digital portal automatically tracks the “insurance experience” required for state-funded sick leave and maternity benefits. Legally, failing to register leave in the portal can lead to the denial of state benefits for the employee and trigger a “high-risk” audit for the company. Proper administration of the leave schedule prevents operational disruptions and ensures the company meets its statutory social obligations.
Payroll administration in Uzbekistan requires that wages be paid at least twice a month, with an interval not exceeding 16 days between payments. According to the Tax Code and the Labor Code, the employer must withhold 12% Personal Income Tax (PIT) and remit a 12% Social Tax on top of the gross salary by the 15th of the following month. Practically, for 2026, all salary payments must be processed through commercial banks to the employees’ Humo or Uzcard accounts, as cash payments are increasingly scrutinized for “envelope salary” risks. Legally, the employer is also responsible for a 0.1% contribution to the individual pension accounts (INPS). In 2026, the tax system is fully integrated with the labor portal, meaning any discrepancy between registered salaries and actual bank transfers will trigger an automated inquiry. Timely and accurate payroll administration is essential for maintaining the company’s “Green” status in the tax monitoring system.
The 2026 reform shifted the financial responsibility for maternity and long-term sick leave from the employer to the State Fund for Social Insurance, fundamentally changing how HR departments process these claims. Under Presidential Decree UP-206, the employer is legally responsible for paying only the first 5 days of sick leave per year, while the state fund covers the remaining period (up to 182 days) based on the employee’s tenure. Practically, HR administrators must now ensure that medical certificates (bolnichniy) are correctly linked to the employee’s profile in the digital portal to trigger state payments. Legally, maternity benefits are also tiered (75% to 100% of salary) based on the “insurance experience” recorded in the system over the past 10–60 months. This reform reduces the company’s direct costs but increases the administrative requirement for precise digital record-keeping. Accurate data entry is now a prerequisite for employees to receive their rightful state protections.
Administration of “Remote Work” (Distantsionnaya rabota) is governed by specific articles in the Labor Code that require the employment contract to define the exact working regime, equipment provision, and communication protocols. Legally, remote employees have the same rights as office-based staff, including mandatory rest periods and the right to “disconnect” outside of established working hours. Practically, the HR department must ensure that the digital labor contract in the my.mehnat.uz system explicitly reflects the “Remote” or “Hybrid” status of the employee. In 2026, auditors pay close attention to the reimbursement of “home office” expenses (internet, electricity), which should be clearly documented to avoid being reclassified as taxable income. Failure to formalize remote work can lead to disputes regarding workplace injuries or unauthorized overtime claims. A well-structured remote work policy protects the company from the legal ambiguities of the modern “anywhere” office.
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Uzbekistan, Tashkent
United Arab Emirates, Dubai
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Uzbekistan, Tashkent
United Arab Emirates, Dubai
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