In today’s reality and in the conditions of competition, the selection of team members is a challenging task, and it does not demand simple handling of processes. Errors in the selection process often lead to incorrect decisions and the subsequent departure of the chosen employee from the company. As a result, the company, instead of the desired employee, accepts not only the direct financial costs but also invests time and financial resources.
Loialte HR is ready to assist you in the selection of team members for any position and actively cooperate with you throughout the selection process. Additionally, we will help you properly present your company to the candidate, ensuring that the integration process of the new employee into the company becomes as effective as possible, contributing to their long-term satisfaction.
The selection process includes the following stages:
In the process of selecting candidates, we use various channels, including the help of a member company of the Loyalte Group – employment portal www.hiro.ge, which gives us the opportunity to find suitable candidates in a short time from its constantly updated database.
In addition, we search in social networks, where we are very actively represented. Among them, hiro has created a group of job seekers, which unites several tens of thousands of people throughout Georgia. This group allows us not only to share vacancies but also to interact with interested job seekers.
Loialte HR will help you become a competitive and responsible employer in the market.
Under the 2026 labor regulations, employers are no longer strictly obligated to submit reports on vacant positions to state employment agencies, though they are encouraged to list them in the National Vacancy Database (dgov.uz) for greater transparency. According to the Labor Code, the recruitment process must strictly adhere to the principles of non-discrimination, ensuring that no establishment of indirect restrictions or advantages is based on gender, age, race, or religion. Practically, when creating a workplace entry in the Unified National Labor System (my.mehnat.uz), the employer must now include detailed information such as qualification requirements, job duties, and specific working conditions. This digital footprint serves as the legal baseline for the subsequent employment contract. It is important to note that for companies looking to hire foreign specialists under the “General Track,” a mandatory 15-day labor market test involving vacancy publication is still a legal prerequisite.
Recruiting foreign specialists requires navigating a dual-document framework: the company must first obtain a Corporate Work License, followed by an individual Work Permit (Confirmation) for each hire. Under the 2026 standards, foreign staff are categorized into three tiers—Highly Qualified, Qualified, and General Specialists—each with specific salary thresholds (e.g., $60,000/year for Highly Qualified) and educational requirements. Legally, Highly Qualified and Qualified specialists benefit from a faster track, bypassing the 15-day labor market test and receiving permits valid for up to 3 years. Practically, IT Park resident companies enjoy the most significant advantage, as they are exempt from the standard work permit requirement for their foreign directors and specialists entirely. Failure to correctly classify a foreign hire or failing to secure the corporate license before extending an offer can lead to the rejection of visa applications and administrative fines.
Uzbekistan law strictly prohibits any form of discrimination in recruitment, as established in Article 3 of the Labor Code, which guarantees equality of labor rights and the freedom of choice in work. Legally, a person who believes they have undergone employment discrimination can take legal action to eliminate the discrimination and seek compensation for material or moral damage. Practically, this means that job advertisements should avoid language that specifies age limits, gender preferences, or physical traits unless they are an inherent requirement of the job (e.g., heavy physical labor restrictions for certain groups). In 2026, the State Labor Inspection has increased its focus on “invisible discrimination” within digital recruitment platforms. Ensuring that your recruitment criteria are based solely on professional qualifications and skills is the only way to remain legally compliant and avoid reputational risks.
While not mandatory, a probation period (preliminary test) is legally permitted in Uzbekistan to verify the employee’s suitability for the role, provided it is explicitly stated in the employment contract. According to the Labor Code, the maximum duration for a probation period is three months, though for directors and their deputies, it can be extended up to six months in specific cases. Legally, certain categories of workers—such as pregnant women, individuals with children under three, and graduates from state-funded universities—cannot be subjected to a probation period. Practically, during this phase, the employee enjoys all the rights and protections of the Labor Code, including full salary and social insurance. If the employer finds the employee unsatisfactory, they must provide at least three days’ written notice of termination before the probation ends, citing the specific reasons for failure.
“Informal recruitment” without a written contract is strictly forbidden in Uzbekistan, as all individual employment relationships must be documented and registered in the Unified National Labor System (UNLS). According to the Law “On Accounting” and the Tax Code, any person performing work without a registered contract is considered an informal worker, which triggers automatic “high-risk” flags for the company. Legally, the conclusion of civil law contracts to hide actual employment relationships is also prohibited and can be reclassified by a court as a labor relationship with full back-pay and social tax obligations. Practically, the 2026 digital ecosystem makes it impossible to hide such arrangements, as bank transfers for salaries must be linked to a registered contract ID. Non-compliance can lead to the immediate blocking of the company’s VAT certificate and significant fines for the management.
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Uzbekistan, Tashkent
United Arab Emirates, Dubai
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Uzbekistan, Tashkent
United Arab Emirates, Dubai
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