An employment contract is a written agreement between an employer and an employee, which sets out the terms and conditions of employment, including duties, rights, working hours, wages, rest periods, and social guarantees.
📌 Key Features of an Employment Contract
| Feature | Description |
|---|---|
| 📄 Must be in written form | Verbal agreements are not valid under the law |
| 🤝 A bilateral agreement | Between employer and employee |
| ⏳ Can be fixed-term or indefinite | Based on nature of work or agreement of the parties |
| 🖋️ Requires signatures from both sides | Without signature, it is legally void |
| 📋 Basis for official employment | The contract is used to issue an official employment order (prikaz) |
| 💼 Covers all major job aspects | Position, salary, duties, schedule, leave, safety, etc. |
🧾 Mandatory Provisions in the Employment Contract
According to Article 109 of the Labour Code of Uzbekistan, the employment contract must include:
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✅ Full identification of the parties (names, passport info, addresses, TIN)
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✅ Job title or profession
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✅ Place of work (branch, department, organization)
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✅ Description of job duties (functions)
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✅ Working conditions (shift work, remote work, hazardous work, etc.)
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✅ Start date of employment
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✅ Salary and payment terms
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✅ Work hours (full-time/part-time)
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✅ Vacation entitlement
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✅ Probation period (if applicable)
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✅ Reference to trade union involvement (if any)
⏱️ Types of Employment Contracts
| Type | Description |
|---|---|
| 📌 Indefinite-term contract | Open-ended, no set expiration |
| 📅 Fixed-term contract | For a specific period (e.g., 1 year) |
| 🔍 Contract with probation period | Up to 3 months to assess employee’s suitability |
| 🔄 Temporary replacement contract | For replacing an employee on leave or temporary absence |
⚖️ An Employment Contract is Invalid If:
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Concluded orally rather than in writing
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Signed with a minor under 16 (without proper exceptions)
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Missing key legal provisions
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Contains fraudulent or false information
📌 Important: An employee cannot begin work without a signed contract and formal employment order.
🏢 Steps to Formal Employment in Uzbekistan:
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📌 Candidate selection and interview
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📄 Collection of documents (passport, diploma, tax ID, medical certificate, etc.)
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🖋️ Signing the employment contract
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📑 Issuance of employment order (prikaz)
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📘 Entry into labour record (paper or e-mehnat system)
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📚 Orientation and safety training
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📂 Personnel file creation
🔚 Termination of Employment Contracts
| Grounds for Termination | Example |
|---|---|
| 📝 At the employee's request | Resignation notice |
| 🏢 At the employer's initiative | Staff reductions, misconduct, etc. |
| ⏳ Expiry of contract term | End of a fixed-term contract |
| 🤝 Mutual agreement | Both parties agree to end employment |
| ⚖️ By court decision | Violation of law, criminal matters |
📚 Legal Sources:
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Labour Code of the Republic of Uzbekistan (2023 edition)
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Law on Employment of Population
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Ministry of Employment and Labour Relations Regulations
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E-mehnat platform (e-mehnat.uz) – official digital labour registry