Rivermate | Turkmenistan landscape
Rivermate | Turkmenistan

Turkmenistan

399 EURpro Mitarbeiter/Monat

Entdecken Sie alles, was Sie über Turkmenistan wissen müssen

Einstellung in Turkmenistan auf einen Blick

Hier sind einige wichtige Fakten zum Einstellen in Turkmenistan

Kapital
Ashgabat
Währung
Turkmenistani Manat
Sprache
Bitte geben Sie den zu übersetzenden Text ein.
Bevölkerung
6,031,200
BIP-Wachstum
6.5%
Weltanteil am BIP
0.05%
Lohnabrechnungsfrequenz
Monthly
Arbeitszeiten
40 hours/week

Übersicht in Turkmenistan

Turkmenistanda işe alşyň lokal iş bazary, talant landşafty we medeniýet aýratynlyklaryny çuňňur düşünmek talap edýär. Energetika, tekstil we oba hojalyk ýaly esasy pudaklar belli başly hünär ukyplaryna, aýratyn-da in engineering, IT we taslama dolandyryş ýaly ugurlarda talap döretmekde öňe çykýarlar. Talantlaryň baýlygy ýaş we bilimli, ýöne öňdebaryjy tehniki hünär ukyplaryna ýa-da halkara tejribe talap edýän pudaklarda ukyplaryň gaplasy bar. Iş berijiler köplenç bäsdeşlige ukyply tölegleri hödürlemeli we halkara tejribesi bolan kandidatlar bilen peýdalanyp bilerler.

Effektli işe alşyň usullaryna onlaýn iş tablary, sosial media we uniwersitet karýera sergileri ýaly serişdeleri ulanmak girýär, adatça söz bilen gürrüň etmek ýaly geleneksel usullar hem giňden ulanylýar. İşe alşyň agentlikleri we işgär maslahatlary hem gymmatly kanallardyr. Söhbetler medeni taýdan duýgur bolmaly, mümkin boldugyça Türkmen ýa-da rus dilinde geçirilip, tehniki baha goýulmalydyr. Müşkülçilikler talantlaryň çäkli baýlygy, dil päsgelçilikleri we bürokratik kynçylyklar bolup, olar hünär öwredişe maýa goýmak, bäsdeşlige ukyply aýlyklar hödürlemek we ýerli hünärmenler bilen hyzmatdaşlyk etmek arkaly azaldylyp bilner.

Recruitment Platform Reach Cost Effectiveness
Local Job Boards Medium Low Medium
Social Media High Low Medium
Recruitment Agencies Low High High
Employee Referrals Low Low Medium
Position Average Salary (USD per year)
Petroleum Engineer 60,000 - 100,000
Software Developer 30,000 - 60,000
Accountant 20,000 - 40,000
Project Manager 40,000 - 70,000
Marketing Specialist 25,000 - 50,000
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Erhalten Sie eine Gehaltsabrechnung für Turkmenistan

Verstehen Sie, welche Beschäftigungskosten Sie bei der Einstellung in Turkmenistan berücksichtigen müssen

Rivermate | background

Employer of Record Guide für Turkmenistan

Ihr Schritt-für-Schritt-Leitfaden für Einstellung, Compliance und Gehaltsabrechnung in Turkmenistan mit EOR-Lösungen.

Verantwortlichkeiten eines Employer of Record

Als Employer of Record in Turkmenistan ist Rivermate verantwortlich für:

  • Erstellung und Verwaltung der Arbeitsverträge
  • Durchführung der monatlichen payroll
  • Bereitstellung lokaler und globaler Vorteile
  • Sicherstellung von 100 % lokaler Compliance
  • Bereitstellung lokaler HR-Unterstützung

Verantwortlichkeiten des Unternehmens, das den employee einstellt

Als das Unternehmen, das den employee durch the Employer of Record einstellt, sind Sie verantwortlich für:

  • Tägliche Verwaltung des Mitarbeiters
  • Arbeitsaufträge
  • Leistungsmanagement
  • Schulung und Entwicklung

Steuern in Turkmenistan

Das Steuersystem von Turkmenistan auferlegt Arbeitgebern verschiedene Verpflichtungen, einschließlich Beiträgen zur Sozialversicherung und Lohnsteuer, die Renten, Gesundheitsversorgung und Arbeitslosengeld finanzieren. Arbeitgeber müssen zum State Social Insurance Fund beitragen, wobei spezifische Sätze auf das Bruttogehalt des Mitarbeiters angewendet werden. Die Beiträge betragen ungefähr 20% für den Pension Fund, 5% für den Social Insurance Fund und 1% für den Employment Fund.

Fonds Beitragssatz (ungefähr)
Pension Fund 20%
Social Insurance Fund 5%
Employment Fund 1%

Arbeitgeber sind außerdem dafür verantwortlich, eine pauschale Einkommenssteuer von 8% von den Gehältern der Mitarbeiter einzubehalten, die alle Formen der Vergütung abdeckt. Die Einhaltung der Steuervorschriften erfordert eine rechtzeitige monatliche und jährliche Meldung der einbehaltenen Steuern und Sozialversicherungsbeiträge. Ausländische Arbeiter und Unternehmen können zusätzlichen Überlegungen unterliegen, wie Steuerabkommen und Aufenthaltsregeln, die ihre Steuerpflichten beeinflussen. Genaue Buchführung und die Einhaltung von Fristen sind entscheidend, um Strafen zu vermeiden.

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Urlaub in Turkmenistan

Türkmenistanyň zähmet kanuny işgärleriň saglygyny we abadançylygyny üpjün etmek üçin dürli tötlenmeler hakynda düzgünnamalary goýýar, şol sanda ýyllyk tötlenme, döwlet baýramçylyklary, keselli bolmak üçin tötlenme we ene-atalyk tötlenmesi. Işgärler bu düzgünnamalara laýyk gelmelidirler, positive işgär gatnaşyklaryny saklamak üçin. Ýyllyk tötlenme iň az 30 takmynan gün bolup, işe başlamadan öň üç gün tölenýän ortaça maýa hakydyr. Döwlet baýramçylyklary iş günleri däl, maýa bilen, we eger weekend günlerine gabat gelse, olara ýekşenbe güni hormat goýulýar.

Tötlenme görnüşi Wagt / Hakkynda Töleg / Bellikler
Ýyllyk Tötlenme 30 takmynan gün Ortaça maýa, tötlenmeden öň üç gün tölenýär
Döwlet Baýramçylyklary Üýtgeşik (meselem, Täze ýyl, Garaşsyzlyk günü) Tölegli dynç alyş günü
Keselli bolmak üçin tötlenme Kanuny çäk ýok, lukmançylyk şahadatnamasy bilen Ortaça girdejiniň 60%-100%, Sosial üpjünçilik tarapyndan tölenýär
Ene-atalyk Tötlenmesi 70 gün çaga öňki, 56-70 gün çaga soňky Ortaça girdejiniň 100%, Sosial üpjünçilik tarapyndan tölenýär
Ata-ene Tötlenmesi Tölegli däl, şertnama boýunça Kanuny hukukda ýok
Uýgunlyk Tötlenmesi 56-70 gün, ene-atalyk tötlenmesine meňzeş Sosial üpjünçilik tarapyndan tölenýär, ene-atalyk tötlenmesine meňzeş

Keselli bolmak üçin tötlenme işe başlamanyň ilkinji gününden başlap elýeterlidir, töleg iş hyzmatynyň dowamlygyna baglylykda ortaça girdejiniň 60%-100% aralygynda bolýar. Ene-atalyk tötlenmesi 70 gün çaga öňki we 56-70 gün çaga soňky bolup, doly Sosial üpjünçilik fondy tarapyndan tölenýär. Kanuny paternity tötlenmesi bolmadyk bolsa-da, ata-atalar tölegli bolmayan tötlenme hakyny gepleşip bilerler. Uýgunlyk tötlenmesi, ene-atalyk tötlenmesine meňzeş, wagtlary we tölegleri boýunça deňdir. Şeýle hem, ýakynlaryny ýitirmek ýa-da okuw tötlenmeleri ýaly goşmaça tötlenmeler iş şertnamalary ýa-da ylalaşyklaryna baglydyr.

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Vorteile in Turkmenistan

Turkmenistans Arbeitsgesetze schreiben wichtige Arbeitnehmerleistungen vor, darunter mindestens 24 Tage bezahlter Jahresurlaub, bezahlte Feiertage, Krankheitsurlaub, Mutterschaftsurlaub sowie Arbeitgeberbeiträge zur sozialen Sicherheit und zur Entschädigung bei Arbeitsunfällen. Diese gewährleisten grundlegende Sicherheit und Wohlbefinden der Arbeitnehmer. Arbeitgeber müssen diese Mindeststandards einhalten, die je nach spezifischer Arbeitnehmerkategorie leicht variieren.

Neben den obligatorischen Leistungen bieten viele Unternehmen optionale Vorteile wie private Kranken- und Lebensversicherung, zusätzlichen bezahlten Urlaub, Transport- und Verpflegungszuschüsse, Wohnungsunterstützung und Schulungsprogramme an, um Talente anzuziehen und zu binden. Private Krankenversicherung wird zunehmend erwartet und deckt medizinische Leistungen ab, die über die öffentliche Gesundheitsversorgung hinausgehen, wobei die Kosten zwischen Arbeitgeber und Arbeitnehmer aufgeteilt werden.

Rentenleistungen werden hauptsächlich durch das staatliche Rentensystem bereitgestellt, aber ergänzende Pläne wie beitragsorientierte Systeme sind üblich, insbesondere in größeren Unternehmen. Leistungspakete sind in größeren Firmen und Branchen wie Öl und Gas in der Regel umfassender, wobei die Leistungen je nach Unternehmensgröße und Standort variieren.

Leistung Klein (1-50) Mittel (51-250) Groß (251+)
Jahresurlaub 24 Tage 24 Tage 24+ Tage
Krankheitsurlaub Gesetzlich Gesetzlich Erweitert
Krankenversicherung Grundlegend Standard Umfassend
Lebensversicherung Optional Optional Üblich
Transport Optional Üblich Üblich
Schulung/Weiterbildung Begrenzt Moderat Umfangreich
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Arbeitnehmerrechte in Turkmenistan

Turkmenistanyň zähmet kanunlary adalatly iş üçin çarçuwany döredýär, ýitiýet, diskriminasiýa garşy çäreler, iş şertleri, saglyk we howpsuzlyk, we näsazlyk çözgütleri ýaly ugurlarda laýyklygy üpjün etmäge ünsi jemleýär. İş berijiler işden aýyrmak üçin berk düzgünnamalara eýermeli, bildiriş möhletleri sebäbe we işçiniň hyzmat möhletine görä üýtgeýär, we käbir ýagdaýlarda töleg tölenýär.

Aýyrmak Sebäbi Bildiriş Möhleti
Şirketiň ýatyrylmagy/ işgär azaldyşy 2 aý
Işçiniň başarnyksyzlygy/ ýerine ýetirmeýänligi 2 hepde
Synag möhletinde 3 gün

Diskriminasiýa garşy kanunlar birnäçe häsiýetlere esaslanyp garaýyşlary gadagan edýär, ýöne ýerine ýetiriş güýçli däl we diskriminasiýany subut etmek kyn bolup biler. Zähmet kodeksi 40 sagatlyk iş hepdesini, iň az 24 gün tölegli ýyllyk dynç alyşyny we ene-atalyk, kesel, we beýleki dynç alyş görnüşleri üçin şertleri talap edýär. İş berijiler iş ýerinde howpsuzlygy üpjün etmek üçin standartlara laýyk gelmek, howp bahalandyrmasyny geçirmek, işçileriň okuwlaryny geçirmek, PPE üpjün etmek we wakalary hasabat bermek ýaly jogapkärlikleri ýerine ýetirmeli.

Nekeslik çözgütleri arasında içki arz ediş usullary, zähmet inspektoratlaryna şikayet etmek, sud çäreleri we mediatsiya we arbitr ýaly alternatiw usullar bar. İş berijiler bu hukuk talaplaryny öwrenip, laýyklygy üpjün etmek we howpsuz, deňhukukly iş gurşawyny döretmek üçin bu düzgünleri bilmelidir.

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Vereinbarungen in Turkmenistan

Beschäftigungsverträge in Turkmenistan sind wesentlich, um die Rechte und Pflichten sowohl der Arbeitgeber als auch der Arbeitnehmer festzulegen, und müssen dem Arbeitsgesetzbuch sowie den relevanten Gesetzen entsprechen. Diese Verträge spezifizieren in der Regel die Arbeitsaufgaben, Vergütung, Arbeitszeiten und Kündigungsbedingungen. Arbeitgeber und Arbeitnehmer sollten die Bedingungen sorgfältig prüfen, wobei eine rechtliche Beratung empfohlen wird, um die Einhaltung sicherzustellen und Streitigkeiten zu vermeiden.

Turkmenistan erkennt zwei Hauptarten von Beschäftigungsverträgen an:

Vertragsart Beschreibung
Befristet Verträge mit einem festgelegten Enddatum oder Projektlaufzeit
Unbefristet Verträge ohne festgelegtes Enddatum

Wichtige Datenpunkte für Arbeitgeber:

Aspekt Details
Rechtliche Einhaltung Muss dem Arbeitsgesetzbuch und der Gesetzgebung folgen
Vertragsprüfung Unverzichtbar vor der Unterzeichnung; rechtliche Beratung wird empfohlen
Kündigungsbedingungen Klar in den Vereinbarungen dargelegt

Das Verständnis dieser Rahmenbedingungen hilft Arbeitgebern, rechtmäßige Beschäftigungspraktiken aufrechtzuerhalten und die Beziehungen zur Belegschaft effektiv zu verwalten.

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Fernarbeit in Turkmenistan

Remote-Arbeit in Turkmenistan ist im Entstehen, wobei Unternehmen die Vorteile wie Zugang zu einem größeren Talentpool und verbesserte Mitarbeitermotivation erkennen. Derzeit befindet sich der rechtliche Rahmen in der Entwicklung, aber Unternehmen können Richtlinien umsetzen, die mit den bestehenden Arbeitsgesetzen übereinstimmen, um die Einhaltung und Produktivität sicherzustellen.

Die Arbeitsgesetze Turkmenistans regeln Remote-Arbeit nicht ausdrücklich, sondern fordern Arbeitgeber auf, sichere Arbeitsumgebungen zu gewährleisten, klare Beschäftigungsbedingungen zu definieren, sich an die üblichen Arbeitszeiten zu halten und ordnungsgemäße Kündigungsverfahren einzuhalten. Arbeitgeber sollten die Spezifika der Remote-Arbeit in den Arbeitsverträgen festhalten und die Arbeitssicherheit durch Richtlinien und Mitarbeiterselbstzertifizierung sicherstellen.

Aspekt Wichtige Überlegungen
Rechtlicher Status Nicht ausdrücklich geregelt; allgemeine Arbeitsgesetze gelten
Arbeitsverträge Müssen Remote-Arbeitsbedingungen, Verantwortlichkeiten und Stunden spezifizieren
Arbeitssicherheit Arbeitgeber sind für die Sicherheit verantwortlich; erreicht durch Richtlinien und Mitarbeiterselbstzertifizierung
Arbeitszeiten Müssen den Standardstunden entsprechen; Überstunden werden dokumentiert und vergütet
Kündigung Es gelten die Standardverfahren

Dieses sich entwickelnde rechtliche Umfeld fördert die proaktive Entwicklung von Richtlinien, um die Vorteile der Remote-Arbeit zu optimieren und gleichzeitig die Einhaltung der Vorschriften zu gewährleisten.

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Arbeitszeiten in Turkmenistan

Das Arbeitsrecht von Turkmenistan, wie im Arbeitsgesetzbuch dargelegt, regelt die Arbeitszeiten, Überstunden und Ruhezeiten, um faire Arbeitspraktiken und das Wohlbefinden der Mitarbeiter zu gewährleisten. Die reguläre Arbeitswoche beträgt 40 Stunden, die typischerweise auf fünf Tage verteilt sind, jeweils acht Stunden pro Tag. Bestimmte Gruppen, wie Mitarbeiter im Alter von 16 bis 18 Jahren und solche unter gefährlichen Bedingungen, haben jedoch reduzierte Arbeitszeiten, die auf 36 Stunden pro Woche begrenzt sind.

Überstunden sind nur mit Zustimmung des Mitarbeiters erlaubt, außer in Notfällen wie der Verhinderung von Unfällen. Das Arbeitsgesetzbuch setzt auch Beschränkungen für die zulässige Überstundenanzahl, um die Rechte der Mitarbeiter zu schützen, während es den Arbeitgebern in dringenden Situationen Flexibilität gewährt. Die Einhaltung dieser Vorschriften ist entscheidend für Arbeitgeber, um die Compliance zu wahren und positive Mitarbeiterbeziehungen zu fördern.

Kategorie Standardstunden/Woche
Allgemeine Mitarbeiter 40
Mitarbeiter im Alter von 16 bis 18 36
Mitarbeiter unter gefährlichen Bedingungen ≤36
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Gehalt in Turkmenistan

Türkmenistanyň aýlyk derejesi esasy energiýa sektorynyň täsiri astynda bolup, nebit we gaz wezipeleri iň ýokary tölegleri berýär. Bina, telekommunikasiýa we maliýe ýaly beýleki pudaklar hem konkurent bahalar berýär, aýratyn-da hünärmen hünärmenler üçin. Köptaraply kompaniýalar ýerli kärhanalara garanyňda has çekiji paketleri hödürleýärler we aýlyklar umumylykda baş şäher Aşgabatda has ýokary bolýar. 2025-nji ýyla çenli kanuny minimum maýaş takmynan 1,050 Türkmen manat/ay (takmynan 300 USD), we ähli iş berijilere kanuny borçnamalar bar.

Senagat Wezipä Aýlyk Aralygy (USD/ay)
Nebit we Gaz Uly inžener 2,000 - 4,000
Nebit we Gaz Taslama Müdiri 2,500 - 5,000
Bina Şäher inžener 1,500 - 3,000
Telekommunikasiýa Tor inžener 1,800 - 3,500
Maliýe Hasapçy 1,200 - 2,500
IT Programmist 1,500 - 3,000
Bilim Uniwersitet mugallymy 800 - 1,500
Saglyk Doktor 1,000 - 2,000

Işçiler köplenç bonuslar we goşmaça tölegler, ýyllyk we baýramçylyk bonuslary, ýaşaýyş jaý, gatnaw we iýmit goşmaçalary alýarlar. Maýaş tölegleri aýlyk tertibinde bolup, iň köp ulanylýan töleg usuly bank arkaly göni geçmekdir. Täsirli tendensiýalar ykdysady ösüş we daşary ýurt maýa goýumlary sebäpli aýlyklaryň yavaş-ýuwaşdan artýandygyny görkezýär, energiýa sektory bolsa töleglerde öňdebaryjy bolup durýar. Inflation we hökümetiň ykdysadyýeti dürli ugurlara gönükdirmek boýunça tagallalary maýaş tendensiýalaryna täsir edip biler, ýokary talap edilýän pudaklarda, meselem, in engineering, IT we maliýe ýaly, orta derejeli ýokarlaýyşlar garaşylýar.

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Beendigung in Turkmenistan

Türkmenistanda işçini işden aýyrmak ýerli zähmet kanunlaryna berk eýermegi talap edýär, şol sanda aýratyn bildiriş möhletleri, tölep berilýän tölegler we prosedura talaplary. Barlag edilmezlik uly jogapkärçiliklere sebäp bolup biler. Bildiriş möhletleri şertnama görnüşine we işçiniň kategoriýasyna görä üýtgäp biler, bir ýyllyk möhletli şertnamalar üçin azyndan 3 gün we uzak möhletli ýa-da çäksiz möhletli şertnamalar üçin azyndan bir aý. Uly ýolbaşçylyk üçin bildiriş möhletleri şertnamalarda görkezilýär, ýöne azyndan bir aý bolmaly.

İşçi Kategoriýasy Bildiriş Möhleti
Bir ýyllyk möhletli şertnama Azyndan 3 takmynan gün
Uzak möhletli şertnama Azyndan 1 aý
Çäksiz möhletli şertnama Azyndan 1 aý
Uly ýolbaşçylyk ≥ 1 aý (şertnama boýunça)

Tölep berilýän tölegler käbir ýagdaýlarda, meselem, kompaniýanyň ýapylmagy ýa-da işçi güýjüni azaldmak ýaly ýagdaýlarda, işçiler ortaça aýlyk töleginiň azyndan bir aýyny alýarlar. Başga ýagdaýlar, meselem, geçirilmekden ýüz öwürmek ýa-da saglyk sebäpli borçlaryny ýerine ýetirmek mümkinçiligi bolmadyk ýagdaýlar, azyndan iki hepde tölegini talap edýär. İşden aýrylyşyň sebäpleri sebäbine görä ýa-da sebäpsiz bolup biler, we kanunyň berjaý edilmegi üçin ýörite dokumentasiýa we prosedura ädimleri gerek. Iş berijiler ýazmaça bildiriş bermeli, kollektiv işden aýyrmakda işçi wekillerine maslahatlaşmaly we ähli tölegleri soňky iş günüde tölemeli. İşçiler adalatsyz işden aýrylyşa garşy goraglydyr we işden aýrylyş kanuna laýyk gelmedik bolsa, gaýtadan işe almak ýa-da kompensasiýa talap edip bilerler.

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Freelancing in Turkmenistan

Freelancing in Turkmenistan bietet sowohl Chancen als auch Herausforderungen für Unternehmen, insbesondere bei der Unterscheidung zwischen Employees und independent Contractors, was aufgrund unterschiedlicher rechtlicher und finanzieller Verpflichtungen entscheidend ist. Fehlklassifikationen können zu Strafen führen. Wichtige Unterscheidungsmerkmale sind Kontrolle, Integration, finanzielles Risiko, Exklusivität und Leistungen. Employees unterliegen der Kontrolle des Arbeitgebers, sind in die Kernprozesse integriert, tragen kein finanzielles Risiko, arbeiten oft ausschließlich für einen Arbeitgeber und erhalten gesetzliche Leistungen. Im Gegensatz dazu haben independent Contractors mehr Autonomie, arbeiten außerhalb der Kernaktivitäten, tragen das finanzielle Risiko, können für mehrere Kunden tätig sein und sichern sich eigene Leistungen.

Die Einrichtung eines klaren Vertrags mit independent Contractors ist unerlässlich und umfasst den Arbeitsumfang, Zahlungsbedingungen, Vertragsdauer, Vertraulichkeit, Rechte an geistigem Eigentum, anwendbares Recht und Streitbeilegung. Bei geistigem Eigentum sind die Vertragsbestimmungen besonders wichtig und müssen Eigentumsrechte, Abtretung, Nutzungsrechte und moralische Rechte spezifizieren. Contractors müssen ihre eigenen Steuerpflichten verwalten, einschließlich Einkommensteuer, Sozialversicherungsbeiträge, Mehrwertsteuerregistrierung und Krankenversicherung. Häufige Branchen, die Freelancer beschäftigen, sind Technologie, kreative Dienstleistungen und Beratung.

Wichtige Überlegungen Employees independent Contractors
Kontrolle Arbeitgebergesteuert Autonomie bei der Arbeitsausführung
Integration Kernbetriebsprozesse Außerhalb der Kernaktivitäten
Finanzrisiko Kein bedeutendes Risiko Trägt eigenes finanzielles Risiko
Exklusivität Oft exklusiv für einen Arbeitgeber Frei, für mehrere Kunden zu arbeiten
Leistungen Gesetzliche Leistungen bereitgestellt Verantwortlich für eigene Leistungen
Vertragsbestandteile Nicht anwendbar Umfang, Zahlung, IP, Vertraulichkeit
Steuerpflichten Vom Arbeitgeber verwaltet Selbstverwaltet
Häufige Branchen Verschiedene Sektoren Technologie, kreativ, Beratung
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Gesundheit & Sicherheit in Turkmenistan

Arbeitssicherheit in Turkmenistan ist auf einem umfassenden rechtlichen Rahmen aufgebaut, der darauf abzielt, Arbeitnehmer vor Berufsgefahren zu schützen. Zentral in diesem Rahmen ist der Arbeitskodex, der die grundlegenden Prinzipien und Anforderungen für die Aufrechterhaltung eines sicheren Arbeitsumfelds festlegt. Die Einhaltung dieser Vorschriften ist für Arbeitgeber unerlässlich, um Arbeitsunfälle zu verhindern und eine rechtlich konforme Belegschaft sicherzustellen. Der regulatorische Rahmen wird durch zusätzliche Gesetze und Standards unterstützt, die von Einrichtungen wie dem Gesundheits- und Medizinindustrie-Ministerium sowie dem Staatlichen Komitee für die Überwachung der sicheren Arbeitsdurchführung in Industrie und Bergbau erlassen wurden.

Wichtige Vorschriften umfassen das Gesetz über Arbeitssicherheit und Gesundheitsschutz, das die rechtliche Grundlage für sichere Arbeitsbedingungen bildet, sowie spezifische Hygieneregeln und technische Vorschriften, die Gesundheitsstandards und die Sicherheit der Ausrüstung regeln. Arbeitgeber sind verpflichtet, regelmäßige Risikobewertungen durchzuführen, Sicherheitsschulungen anzubieten und persönliche Schutzausrüstung (PPE) bereitzustellen. Ergonomische Überlegungen und strenge Kontrollen bei Gefahrstoffen werden ebenfalls betont, um Risiken am Arbeitsplatz zu minimieren.

Arbeitsplatzkontrollen durch Regierungsbehörden sind ein entscheidender Bestandteil des Durchsetzungsprozesses und stellen die Einhaltung von Gesundheits- und Sicherheitsstandards sicher. Diese Kontrollen können routinemäßig erfolgen oder durch spezifische Vorfälle veranlasst werden, wobei der Fokus auf der Einhaltung der festgelegten Sicherheitsprotokolle liegt. Regelmäßige Inspektionen und Berichterstattung sind integraler Bestandteil, um ein sicheres und gesundes Arbeitsumfeld in Turkmenistan zu gewährleisten.

Key Regulation Description
Arbeitskodex von Turkmenistan Allgemeine Anforderungen an Arbeitssicherheit und Gesundheitsschutz
Gesetz über Arbeitssicherheit und Gesundheitsschutz Rechtlicher Rahmen zur Gewährleistung sicherer Arbeitsbedingungen
Hygieneregeln und Normen Gesundheits- und Hygienestandards für Arbeitsplätze
Technische Vorschriften Sicherheitsanforderungen für Geräte und Prozesse
Safety Practice Requirement
Risikobewertungen Regelmäßige Bewertungen zur Identifizierung von Gefahren am Arbeitsplatz
Sicherheitsschulungen Schulungen zu sicheren Praktiken, Gefahrenbewusstsein und Notfallverfahren
Persönliche Schutzausrüstung (PPE) Bereitstellung und korrekte Nutzung von PPE
Ergonomie Gestaltung von Arbeitsplätzen zur Vermeidung von Muskel-Skelett-Erkrankungen
Gefahrstoffe Kontrollen bei Handhabung, Lagerung und Entsorgung
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Streitbeilegung in Turkmenistan

Die Bewältigung von Arbeitsrechtsstreitigkeiten in Turkmenistan erfordert ein Verständnis des rechtlichen Rahmens des Landes, insbesondere der Arbeitsgerichte und Schiedsgremien. Die staatlichen Arbeitsgerichte behandeln eine Vielzahl von Streitigkeiten wie ungerechtfertigte Kündigungen, Lohnfragen und Diskriminierungsansprüche. Der Prozess umfasst das Einreichen von Beschwerden, das Vorlegen von Beweismitteln und die Teilnahme an Anhörungen, wobei die Entscheidungen rechtlich bindend sind. Schiedsgremien bieten eine schnellere, flexiblere Alternative, die gegenseitiges Einverständnis beider Parteien erfordert und neutrale Schiedsrichter einschließt, die Entscheidungen treffen.

Arbeitgeber in Turkmenistan sollten die Einhaltung der Gesetze priorisieren und effektive Streitbeilegungsmechanismen einrichten, um ein positives Arbeitsumfeld zu gewährleisten. Dies beinhaltet, über Arbeitsgesetze, Compliance-Audits und Meldeverfahren informiert zu bleiben. Durch die Förderung einer Compliance-Kultur und die proaktive Lösung von Beschäftigungsfragen können Unternehmen rechtliche Risiken minimieren und einen reibungslosen Betrieb sicherstellen.

Forum Gerichtsbarkeit Prozess
State Labor Courts Breites Spektrum an Arbeitsrechtsstreitigkeiten Formelle Beschwerde, Beweisführung, Gerichtsverhandlungen; Entscheidungen sind bindend
Arbitration Panels Alternative Streitbeilegungsmethode Freiwillig, erfordert Zustimmung beider Parteien; neutrale Schiedsrichter prüfen und fällen Entscheidungen
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Kulturelle Überlegungen in Turkmenistan

Die Geschäftsumgebung in Turkmenistan ist tief von seinem kulturellen Erbe geprägt, was ein nuanciertes Verständnis der lokalen Bräuche für erfolgreiche internationale Unternehmungen erfordert. Wichtige kulturelle Überlegungen umfassen indirekte Kommunikationsstile, die Bedeutung des Aufbaus persönlicher Beziehungen und einen starken Respekt vor Hierarchie und Autorität. Die Kommunikation in Turkmenistan ist oft subtil und beziehungsorientiert, mit Schwerpunkt auf nonverbale Signale und die Wahrung der Harmonie. Der Aufbau von Vertrauen durch persönliche Interaktionen ist entscheidend, und Respekt gegenüber Älteren und Autoritätspersonen hat höchste Priorität. Die Sprache spielt eine bedeutende Rolle, wobei sowohl Turkmenisch als auch Russisch in Geschäftskontexten häufig verwendet werden.

Verhandlungen in Turkmenistan zeichnen sich durch ein langsameres Tempo aus, das Geduld und Beharrlichkeit erfordert. Das Vertrauen wird durch soziale Aktivitäten aufgebaut, und die Einhaltung lokaler Protokolle, wie konservative Kleidung und angemessene Etikette, ist unerlässlich. Die hierarchische Natur der turkmenischen Gesellschaft beeinflusst die Dynamik am Arbeitsplatz, wobei Entscheidungen in der Regel von der oberen Führungsebene getroffen und nach unten kommuniziert werden. Formale Kommunikation und Loyalität gegenüber dem Unternehmen werden hoch geschätzt. Das Verständnis der lokalen Feiertage ist ebenfalls wichtig, um Geschäftsaktivitäten entsprechend zu planen und Störungen zu vermeiden.

Aspekt Wichtige Überlegungen
Kommunikationsstil Indirekt, beziehungsorientiert, nonverbale Signale wichtig
Sprache Turkmenisch und Russisch weit verbreitet
Verhandlungsansatz Langsam, vertrauensbildend, Respekt vor Protokoll
Arbeitsplatzhierarchie Top-down-Management, Respekt vor Autorität, formale Kommunikation
Feiertage Wichtig für die Planung von Geschäftsaktivitäten, um Störungen zu vermeiden

Arbeitgeber sollten kulturelle Sensibilität, Geduld und Anpassungsfähigkeit priorisieren, um produktive Geschäftsbeziehungen in Turkmenistan zu fördern.

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Häufig gestellte Fragen in Turkmenistan

Who handles the filing and payment of employees' taxes and social insurance contributions when using an Employer of Record in Turkmenistan?

When using an Employer of Record (EOR) in Turkmenistan, the EOR handles the filing and payment of employees' taxes and social insurance contributions. This includes the calculation, withholding, and remittance of income taxes and mandatory social insurance contributions to the relevant Turkmen authorities. The EOR ensures compliance with local tax laws and regulations, thereby relieving the client company of the administrative burden and complexities associated with these processes. This service is particularly beneficial in Turkmenistan, where navigating the local tax and social insurance system can be challenging for foreign companies unfamiliar with the local legal and regulatory environment.

Is it possible to hire independent contractors in Turkmenistan?

Yes, it is possible to hire independent contractors in Turkmenistan. However, there are several important considerations to keep in mind:

  1. Legal Framework: Turkmenistan has specific labor laws and regulations that govern the engagement of independent contractors. It is crucial to ensure that the contractual relationship is clearly defined to avoid any misclassification issues. Independent contractors should not be treated as employees, and their contracts should reflect the nature of their work, payment terms, and responsibilities.

  2. Taxation: Independent contractors in Turkmenistan are responsible for their own tax obligations. They must register with the tax authorities and ensure that they comply with local tax laws, including the payment of income tax and social security contributions. Employers should be aware of these requirements to avoid any potential liabilities.

  3. Contractual Agreements: A well-drafted contract is essential when hiring independent contractors. The contract should outline the scope of work, payment terms, duration of the engagement, confidentiality clauses, and any other relevant terms. This helps in setting clear expectations and protecting both parties' interests.

  4. Compliance: Employers must ensure that they comply with all local labor laws and regulations when engaging independent contractors. This includes adhering to any industry-specific requirements and ensuring that the contractor has the necessary permits or licenses to perform the work.

  5. Risk of Misclassification: Misclassifying an employee as an independent contractor can lead to significant legal and financial consequences. It is important to carefully assess the nature of the work and the level of control exercised over the contractor to determine the correct classification.

Given these complexities, many companies opt to use an Employer of Record (EOR) service like Rivermate when hiring in Turkmenistan. An EOR can help navigate the local legal landscape, ensure compliance with all regulations, and handle administrative tasks such as payroll and tax filings. This allows companies to focus on their core business activities while mitigating the risks associated with hiring independent contractors.

What is the timeline for setting up a company in Turkmenistan?

Setting up a company in Turkmenistan can be a complex and time-consuming process due to the country's regulatory environment and bureaucratic procedures. The timeline for establishing a company typically involves several key steps, each with its own duration:

  1. Preparation of Documents (1-2 weeks):

    • Gather necessary documents, including the company's charter, shareholder agreements, and identification documents for founders and directors.
    • Translate documents into Turkmen or Russian, as required.
  2. Name Reservation (1-2 weeks):

    • Submit an application to the Ministry of Economy and Development to reserve the company name.
    • Await approval and issuance of a name reservation certificate.
  3. Notarization of Documents (1 week):

    • Notarize the company's charter and other required documents at a local notary office.
  4. Submission to the Ministry of Economy and Development (2-4 weeks):

    • Submit the notarized documents, name reservation certificate, and application forms to the Ministry of Economy and Development.
    • The Ministry reviews the application and, if approved, issues a registration certificate.
  5. Tax Registration (1-2 weeks):

    • Register the company with the State Tax Service to obtain a Tax Identification Number (TIN).
    • This step may involve additional documentation and verification processes.
  6. Social Fund Registration (1 week):

    • Register the company with the Social Fund for employee social security contributions.
  7. Opening a Bank Account (1-2 weeks):

    • Open a corporate bank account in a local bank.
    • This may require the presence of company directors and submission of the registration certificate and other documents.
  8. Obtaining Necessary Licenses and Permits (variable):

    • Depending on the nature of the business, additional licenses or permits may be required from relevant authorities.
    • The time required for this step can vary significantly based on the industry and specific requirements.

Overall, the entire process of setting up a company in Turkmenistan can take approximately 2 to 3 months, assuming there are no significant delays or complications. However, this timeline can vary based on the efficiency of the bureaucratic processes and the completeness of the submitted documentation.

Given the complexity and potential challenges of navigating the regulatory environment in Turkmenistan, many businesses opt to use an Employer of Record (EOR) service like Rivermate. An EOR can streamline the process by handling compliance, payroll, and other administrative tasks, allowing companies to focus on their core operations without the need to establish a legal entity in the country.

What is HR compliance in Turkmenistan, and why is it important?

HR compliance in Turkmenistan refers to the adherence to the country's labor laws, regulations, and standards that govern employment practices. This includes ensuring that employment contracts, wages, working hours, health and safety standards, and employee rights are all in line with the legal requirements set forth by Turkmenistan's government.

Key aspects of HR compliance in Turkmenistan include:

  1. Employment Contracts: Employers must provide written employment contracts that clearly outline the terms and conditions of employment, including job duties, salary, working hours, and other relevant details.

  2. Wages and Salaries: Compliance with minimum wage laws and timely payment of salaries is crucial. Employers must also adhere to regulations regarding overtime pay and other compensation-related matters.

  3. Working Hours: There are specific regulations regarding the maximum number of working hours per week, rest periods, and overtime. Employers must ensure that they do not exceed these limits and provide appropriate compensation for overtime work.

  4. Health and Safety: Employers are required to maintain a safe working environment and comply with occupational health and safety standards. This includes providing necessary safety equipment and training to employees.

  5. Employee Rights: Protecting employee rights, such as the right to non-discrimination, fair treatment, and the ability to join trade unions, is a critical aspect of HR compliance.

  6. Termination and Severance: There are specific procedures and regulations regarding the termination of employment contracts and the provision of severance pay. Employers must follow these procedures to avoid legal disputes.

HR compliance is important in Turkmenistan for several reasons:

  1. Legal Protection: Adhering to HR compliance helps protect the company from legal disputes and potential penalties. Non-compliance can result in fines, legal action, and damage to the company's reputation.

  2. Employee Satisfaction: Ensuring compliance with labor laws helps create a fair and safe working environment, which can lead to higher employee satisfaction and retention.

  3. Reputation Management: Companies that are known for complying with labor laws and treating their employees fairly are more likely to attract top talent and maintain a positive reputation in the market.

  4. Operational Efficiency: Compliance with HR regulations can lead to smoother operations, as it reduces the risk of disruptions caused by legal issues or employee dissatisfaction.

  5. Global Standards: For multinational companies, maintaining HR compliance in Turkmenistan ensures that they meet global standards and align with their corporate policies on ethical employment practices.

Using an Employer of Record (EOR) service like Rivermate can be particularly beneficial for companies operating in Turkmenistan. An EOR can help navigate the complex local labor laws and ensure full compliance with all HR regulations. This allows companies to focus on their core business activities while minimizing the risk of legal issues and ensuring that their employment practices are in line with local requirements.

What are the costs associated with employing someone in Turkmenistan?

Employing someone in Turkmenistan involves several costs that employers need to consider. These costs can be broadly categorized into direct compensation, statutory benefits, and administrative expenses. Here is a detailed breakdown:

  1. Direct Compensation:

    • Salaries and Wages: The primary cost is the employee's salary, which varies depending on the industry, role, and experience level. Turkmenistan has a minimum wage that employers must adhere to, but competitive salaries are often higher.
    • Bonuses and Incentives: Depending on the company's policy and the employee's performance, bonuses and other incentive payments may be required.
  2. Statutory Benefits and Contributions:

    • Social Security Contributions: Employers in Turkmenistan are required to contribute to the state social security system. This includes contributions for pensions, unemployment insurance, and other social benefits.
    • Health Insurance: Employers must provide health insurance coverage for their employees, which can be either through state programs or private insurance providers.
    • Paid Leave: Employees are entitled to paid leave, including annual leave, sick leave, and maternity/paternity leave. The cost of these leaves must be factored into the overall employment cost.
  3. Taxes:

    • Payroll Taxes: Employers are responsible for withholding and remitting payroll taxes on behalf of their employees. This includes income tax and other applicable local taxes.
    • Corporate Taxes: While not directly related to individual employment, corporate taxes can impact the overall cost of doing business in Turkmenistan.
  4. Administrative Costs:

    • Recruitment and Onboarding: Costs associated with recruiting, hiring, and onboarding new employees, including advertising, background checks, and training.
    • Compliance and Legal Fees: Ensuring compliance with local labor laws and regulations may require legal assistance and ongoing administrative efforts.
    • HR Management: Managing payroll, benefits, and other HR functions can incur additional costs, especially if specialized software or external services are used.
  5. Other Benefits:

    • Transportation and Housing Allowances: In some cases, employers may provide additional benefits such as transportation allowances, housing stipends, or other perks to attract and retain talent.
    • Training and Development: Investing in employee training and professional development can be an additional cost but is often necessary for maintaining a skilled workforce.

Using an Employer of Record (EOR) like Rivermate can help manage these costs more efficiently. An EOR handles payroll, benefits administration, compliance, and other HR functions, allowing companies to focus on their core business activities. This can be particularly beneficial in a country like Turkmenistan, where navigating local employment laws and regulations can be complex and time-consuming.

What options are available for hiring a worker in Turkmenistan?

Hiring a worker in Turkmenistan can be a complex process due to the country's unique regulatory environment and labor laws. Here are the primary options available for hiring a worker in Turkmenistan:

  1. Direct Employment:

    • Establishing a Legal Entity: Foreign companies can set up a subsidiary or branch office in Turkmenistan. This involves registering the entity with the local authorities, obtaining necessary licenses, and complying with local labor laws. This option provides full control over the hiring process but requires significant time and financial investment.
    • Local Recruitment: Once a legal entity is established, companies can directly hire local employees. This involves drafting employment contracts in accordance with Turkmen labor laws, which include specific provisions on working hours, wages, benefits, and termination procedures.
  2. Outsourcing to Local Agencies:

    • Staffing Agencies: Companies can partner with local staffing agencies that provide temporary or permanent staffing solutions. These agencies handle the recruitment process, payroll, and compliance with local labor laws. This option can be more flexible and less time-consuming than direct employment.
  3. Freelancers and Independent Contractors:

    • Contractual Agreements: Companies can engage freelancers or independent contractors for specific projects or tasks. This requires drafting clear contractual agreements that outline the scope of work, payment terms, and duration of the contract. However, it is crucial to ensure that these agreements comply with local regulations to avoid misclassification issues.
  4. Employer of Record (EOR) Services:

    • Using an EOR like Rivermate: An Employer of Record (EOR) service can be an efficient and compliant way to hire workers in Turkmenistan. The EOR acts as the legal employer on behalf of the company, handling all employment-related responsibilities, including payroll, taxes, benefits, and compliance with local labor laws. This allows companies to quickly and efficiently hire local talent without the need to establish a legal entity in Turkmenistan.

Benefits of Using an Employer of Record (EOR) like Rivermate in Turkmenistan:

  1. Compliance and Risk Mitigation:

    • Local Expertise: EORs have in-depth knowledge of Turkmenistan's labor laws and regulations, ensuring that all employment practices are compliant. This reduces the risk of legal issues and penalties.
    • Regulatory Changes: EORs stay updated with any changes in local labor laws and regulations, ensuring ongoing compliance.
  2. Cost and Time Efficiency:

    • No Need for a Legal Entity: Using an EOR eliminates the need to establish a legal entity in Turkmenistan, saving time and significant financial resources.
    • Streamlined Processes: EORs handle all administrative tasks related to employment, such as payroll processing, tax filings, and benefits administration, allowing companies to focus on their core business activities.
  3. Flexibility and Scalability:

    • Quick Hiring: EORs can facilitate the rapid hiring of employees, enabling companies to scale their workforce up or down as needed.
    • Global Expansion: For companies looking to expand their operations into Turkmenistan, an EOR provides a flexible solution to test the market without long-term commitments.
  4. Employee Support:

    • Local Benefits: EORs ensure that employees receive all mandatory benefits and protections as per local laws, enhancing employee satisfaction and retention.
    • HR Support: EORs provide ongoing HR support to address any employment-related issues or concerns that may arise.

In conclusion, while there are several options for hiring workers in Turkmenistan, using an Employer of Record like Rivermate offers significant advantages in terms of compliance, cost efficiency, flexibility, and employee support. This makes it an attractive option for companies looking to hire local talent without the complexities of establishing a legal entity in the country.

How does Rivermate, as an Employer of Record in Turkmenistan, ensure HR compliance?

Rivermate, as an Employer of Record (EOR) in Turkmenistan, ensures HR compliance through a comprehensive approach that addresses the unique regulatory and cultural landscape of the country. Here are the key ways Rivermate ensures HR compliance in Turkmenistan:

  1. Local Expertise and Knowledge: Rivermate employs local HR professionals who are well-versed in Turkmenistan's labor laws, regulations, and cultural nuances. This local expertise ensures that all employment practices are compliant with national legislation and culturally appropriate.

  2. Employment Contracts: Rivermate prepares and manages employment contracts that comply with Turkmenistan's labor laws. This includes ensuring that contracts are written in the local language, include all mandatory clauses, and adhere to regulations regarding probation periods, notice periods, and termination conditions.

  3. Payroll Management: Rivermate handles payroll processing in strict accordance with Turkmenistan's tax laws and social security regulations. This includes accurate calculation and timely payment of salaries, taxes, and social contributions, ensuring compliance with all statutory requirements.

  4. Tax Compliance: Rivermate ensures that all tax obligations are met, including income tax, social security contributions, and any other applicable taxes. They stay updated on any changes in tax legislation to ensure ongoing compliance.

  5. Benefits Administration: Rivermate manages employee benefits in line with local laws, including mandatory health insurance, pension contributions, and other statutory benefits. They also offer guidance on additional benefits that may be customary or expected in Turkmenistan.

  6. Labor Law Adherence: Rivermate ensures compliance with Turkmenistan's labor laws, including working hours, overtime regulations, leave entitlements (such as annual leave, sick leave, and maternity/paternity leave), and occupational health and safety standards.

  7. Employee Relations: Rivermate provides support in managing employee relations, ensuring that any disputes or grievances are handled in accordance with local laws and best practices. They also ensure that disciplinary actions and terminations are conducted legally and fairly.

  8. Regulatory Updates: Rivermate continuously monitors changes in Turkmenistan's employment laws and regulations. They proactively update their practices and inform their clients of any changes that may impact their workforce, ensuring ongoing compliance.

  9. Data Protection: Rivermate ensures that employee data is handled in compliance with local data protection laws. They implement robust data security measures to protect sensitive information and ensure confidentiality.

  10. Training and Development: Rivermate provides training and development programs to ensure that both their staff and the client’s employees are aware of compliance requirements and best practices in HR management.

By leveraging Rivermate's EOR services in Turkmenistan, companies can mitigate the risks associated with non-compliance, reduce administrative burdens, and focus on their core business activities while ensuring that their HR practices are fully compliant with local laws and regulations.

What legal responsibilities does a company have when using an Employer of Record service like Rivermate in Turkmenistan?

When a company uses an Employer of Record (EOR) service like Rivermate in Turkmenistan, the EOR assumes many of the legal responsibilities associated with employment. However, the company still retains certain obligations and must ensure compliance with local laws. Here are the key legal responsibilities and benefits:

  1. Compliance with Local Labor Laws:

    • Employment Contracts: The EOR ensures that employment contracts comply with Turkmenistan's labor laws, including terms related to wages, working hours, and termination conditions.
    • Work Permits and Visas: The EOR handles the process of obtaining necessary work permits and visas for foreign employees, ensuring compliance with immigration laws.
  2. Payroll and Taxation:

    • Payroll Processing: The EOR manages payroll processing, ensuring that employees are paid accurately and on time according to local regulations.
    • Tax Withholding and Reporting: The EOR is responsible for withholding the appropriate amount of income tax from employees' salaries and ensuring that these taxes are reported and paid to the Turkmenistan tax authorities.
  3. Social Security and Benefits:

    • Social Security Contributions: The EOR ensures that both employer and employee contributions to the social security system are calculated correctly and submitted to the relevant authorities.
    • Employee Benefits: The EOR manages statutory benefits such as health insurance, pensions, and other mandatory benefits, ensuring compliance with local requirements.
  4. Employment Law Compliance:

    • Labor Disputes: The EOR handles any labor disputes or issues that arise, ensuring that they are resolved in accordance with Turkmenistan's labor laws.
    • Termination Procedures: The EOR manages the termination process, ensuring that it is conducted legally and that any severance payments or other obligations are fulfilled.
  5. Health and Safety Regulations:

    • Workplace Safety: The EOR ensures that the workplace complies with local health and safety regulations, providing a safe working environment for employees.
  6. Record Keeping and Documentation:

    • Employee Records: The EOR maintains accurate and up-to-date records of all employees, including contracts, payroll records, and other necessary documentation.
    • Regulatory Reporting: The EOR handles all necessary regulatory reporting to local authorities, ensuring that the company remains compliant with local laws.
  7. Data Protection and Privacy:

    • Data Security: The EOR ensures that employee data is handled in compliance with Turkmenistan's data protection and privacy laws, safeguarding sensitive information.

By using an EOR like Rivermate in Turkmenistan, companies can significantly reduce their administrative burden and mitigate the risks associated with non-compliance. The EOR takes on the responsibility of navigating the complex legal landscape, allowing the company to focus on its core business activities while ensuring that all employment-related obligations are met.

Do employees receive all their rights and benefits when employed through an Employer of Record in Turkmenistan?

Yes, employees in Turkmenistan can receive all their rights and benefits when employed through an Employer of Record (EOR) like Rivermate. An EOR ensures compliance with local labor laws and regulations, which is crucial in a country like Turkmenistan where the legal framework can be complex and challenging for foreign companies to navigate.

Here are some key benefits and rights that employees can expect to receive through an EOR in Turkmenistan:

  1. Legal Compliance: An EOR ensures that all employment contracts, payroll, and benefits administration comply with Turkmenistan's labor laws. This includes adherence to regulations regarding working hours, overtime, and termination procedures.

  2. Payroll Management: The EOR handles all aspects of payroll, ensuring that employees are paid accurately and on time. This includes the calculation and withholding of taxes, social security contributions, and other statutory deductions.

  3. Benefits Administration: Employees receive statutory benefits such as health insurance, social security, and pension contributions. The EOR also manages any additional benefits that the employer wishes to provide, such as private health insurance or bonuses.

  4. Employment Contracts: The EOR drafts and manages employment contracts in accordance with local laws. This ensures that all terms and conditions of employment are legally binding and protect both the employer and the employee.

  5. Work Permits and Visas: For foreign employees, the EOR can assist with obtaining the necessary work permits and visas, ensuring compliance with immigration laws.

  6. Employee Support: An EOR provides ongoing support to employees, addressing any concerns or issues related to their employment. This includes assistance with understanding their rights and benefits, as well as resolving any workplace disputes.

  7. Termination and Severance: In the event of termination, the EOR ensures that all legal requirements are met, including the calculation and payment of any severance owed to the employee.

By using an EOR like Rivermate, companies can ensure that their employees in Turkmenistan receive all their entitled rights and benefits, while also mitigating the risks associated with non-compliance with local labor laws. This allows businesses to focus on their core operations while leaving the complexities of HR and employment law to the experts.