HR records in Uzbekistan means preparing and keeping the documents that evidence employment: employment contracts, orders, work record books, timesheets, the leave schedule and internal labour regulations. The central requirement of the current Labour Code is that the conclusion, amendment and termination of every employment contract is registered in the Unified National Labour System (the my.mehnat.uz portal). Without that, the employee is not formally employed in the eyes of the state, even if a paper contract has been signed.
HR records in Uzbekistan: the mandatory minimum
The Labour Code of 28 October 2022 contains no single closed list of "HR documents", but its provisions add up to a set that almost every employer needs:
| Document | Purpose | Legal basis |
|---|---|---|
| Employment contract | Sets the terms of work; at least two copies, paper or electronic | Labour Code art. 106 |
| Registration in the Unified National Labour System | Conclusion, amendment and termination of the contract | art. 109 |
| Order on hiring, transfer, dismissal | Formalises the HR event on the basis of the contract | art. 127 |
| Work record book (paper or electronic) | Entries on hiring, transfer, dismissal | arts. 124, 127 |
| Internal labour regulations | Working hours, rest, rights and duties of the parties | art. 296 |
| Timesheet | Records arrivals and departures; the basis for payroll | art. 200 |
| Leave schedule | Order of annual leave for the year | art. 228 |
Companies usually also keep a staffing table, job descriptions, and policies on remuneration and personal data. The exact set depends on the size of the business.
Employment contracts in the Unified National Labour System (my.mehnat.uz)
An electronic employment contract is executed in the Unified National Labour System, the inter-agency software and hardware complex, and the conclusion, termination, amendment and supplementing of any employment contract must be registered there. The procedure is set by the Regulation approved by Cabinet of Ministers Resolution No. 971 of 5 December 2019. The electronic work record book is generated automatically in the system when a contract is registered or amended.
What matters in practice
- Data in the system must match the paper documents: position, rate, start date, salary.
- Changing terms (a transfer, a new salary) is an amendment to the contract and must also be reflected in the system.
- A dismissal not recorded in the system leaves the person still "on the books" of the employer, which surfaces during inspections and when a new employer tries to hire them.
Hiring step by step
- Documents from the candidate. Passport or ID card; work record book or an extract from the electronic work record book (except for first-time employees); military ID or registration certificate for those liable for military service; a diploma or certificate where the job requires special training; the personal identification number (PINFL). Requesting documents not provided for by law is prohibited.
- Familiarisation. The candidate is introduced to the terms of work and internal documents; the Labour Code treats this as a separate hiring stage.
- Employment contract. Signed by both parties and effective from the date of signing. A probation period may not exceed three months, or six months for heads of organisations, their deputies, chief accountants and heads of separate divisions.
- Order. Announced to the employee against signature within three days of the actual start of work.
- Records. An entry in the work record book (shown to the employee within three days) and entering the hiring data into the Unified National Labour System.
- Pension registration. If the employee was not previously registered in the funded pension system, the employer must take steps to register them.
Termination: notice periods and final pay
At the employee's initiative
The employee gives the employer 14 calendar days' written notice. The parties may agree to end the contract earlier, and the employee may withdraw the resignation during the notice period.
At the employer's initiative
- At least two months' notice for liquidation, a reduction in headcount or staff, and, for the head, deputies and chief accountant, a change of owner.
- At least two weeks' notice where the employee is unsuitable for the position due to insufficient qualifications.
- At least three days' notice where the contract is terminated for culpable conduct.
The employer may replace the notice period with monetary compensation. All amounts due, including compensation for unused leave, are paid on the termination day, and the change is recorded in the Unified National Labour System. We explain how to calculate these amounts in our article on payroll in 2026.
Internal labour regulations
The regulations set out the hiring and dismissal procedure, the rights, duties and liability of the parties, working hours, rest time, incentives and disciplinary measures. They are approved by the employer in agreement with the trade union committee, where one exists. Without approved regulations it is hard to prove that an employee breached the work regime, and therefore hard to impose a disciplinary sanction.
Leave records
- The minimum annual basic leave is 21 calendar days.
- For the first year, the right to leave arises after six months of continuous work.
- From the second year, leave follows the leave schedule, approved before the calendar year begins and binding on both parties.
- The employee must be notified of the leave dates at least 15 days before the leave starts.
- Each leave is formalised by an order and marked separately in the timesheet, which is the basis for calculating vacation pay.
What labour inspectors check
Inspectors typically compare what actually happens with the paperwork. The usual list of questions:
- does every working employee have a contract registered in the Unified National Labour System;
- do the terms in the system, the contract and the orders (position, salary, schedule) match;
- are salaries at or above the minimum wage;
- are salary payment dates and final settlements on dismissal observed;
- are there timesheets, a leave schedule and internal labour regulations;
- were notice periods observed for dismissals at the employer's initiative, and were no excess documents demanded at hiring.
Violations lead to administrative liability and orders to remedy them. Fine amounts depend on the specific violation, so it is better to fix discrepancies before an inspection than during one.
Outsourced HR administration
WealthWise provides outsourced HR administration in Uzbekistan: we draft contracts and orders, register them in the Unified National Labour System, keep timesheets and the leave schedule, and connect all of it to payroll. The service is part of the Small Business plan, from 5,490,000 UZS per month. If your records need to be put in order before an inspection, that work is priced separately after we review the task — get in touch.
Frequently asked questions
Is registering an employment contract in my.mehnat.uz mandatory?
Yes. The Labour Code requires the conclusion and termination of an employment contract, as well as any amendments and supplements to it, to be registered in the Unified National Labour System.
Is a paper work record book still required?
The Code allows both paper and electronic work record books. The electronic one is generated automatically in the Unified National Labour System when the contract is registered. On hiring, the employee provides the paper book or an extract from the electronic one (except first-time employees).
What is the maximum probation period?
Three months; six months for heads of organisations, their deputies, chief accountants and heads of separate divisions. Sick leave and other periods of actual absence do not count towards probation.
How much notice must an employee give before resigning?
14 calendar days, in writing. The parties may agree to end the contract earlier.
Who approves the internal labour regulations?
The employer, in agreement with the trade union committee if one has been set up in the organisation.
This information is current as of 2026. Labour legislation and the way the Unified National Labour System works may change — confirm current requirements with a specialist.