The COVID-19 pandemic accelerated the move to remote work globally, and Uzbekistan's legislation has officially adapted to this new reality. The new Labor Code, which came into full force in 2023, formally introduces and regulates the concept of 'remote work' (or 'telework'), providing a much-needed legal framework for this growing employment model.
Key provisions in the code specify that a remote work arrangement must be detailed in the employment contract. This contract must clearly outline the terms, including the employee's work schedule, required methods for communication and reporting, and the responsibilities of the employer. For example, the contract should state whether the employee works from a home office or any location of their choosing.
One of the most significant aspects is the clarification of compensation. The new code stipulates that employers can (and in many cases, should) provide compensation for the employee's use of their own equipment, internet, and other associated costs like electricity. This ensures that the financial burden of the home office doesn't unfairly fall on the employee. Furthermore, remote employees are guaranteed all the same fundamental rights as in-office employees, including rights to vacation, sick leave, and protection from unlawful termination. This legislation is a major step in modernizing Uzbekistan's labor market, offering flexibility to employees while providing legal clarity for employers.