In Uzbekistan, the Labor Code outlines the regulations for standard working hours for employees. It is crucial for both employers and employees to understand these guidelines.

The legal standard for a workweek in Uzbekistan is 40 hours, spread across no more than six working days. The maximum daily working hours depend on the structure of the workweek. For a six-day workweek, daily work hours are capped at 7 hours. For a five-day workweek, daily work hours can extend to 8 hours.

There are also provisions for reduced hours. The working day is shortened by one hour on the day preceding a non-working day, typically Sunday.

In Uzbekistan, the Labor Code establishes regulations for overtime work, ensuring a balance between productivity and employee well-being. Here's a comprehensive look at the rules and compensation for overtime work:

Threshold for Overtime Work:

Any work performed beyond the standard working hours as defined by the employee's workweek structure constitutes overtime work.

Legal Limits:

Overtime work must not exceed 4 hours within two consecutive days. The total overtime work cannot surpass 120 hours in a calendar year.

Employee Consent:

Overtime work generally requires the employee's consent, except in specific situations outlined in the Labor Code, such as aversions of accidents or catastrophes, elimination of the consequences of such events, and urgent repair and restoration work in case of breakdowns or malfunctions of equipment.

Overtime Pay:

Overtime work must be compensated at a higher rate than regular wages. The minimum overtime pay is at least double the employee's regular hourly rate. Collective bargaining agreements may stipulate an even higher overtime pay rate.

Important Considerations:

Employers should maintain clear and accurate records of overtime hours worked by each employee. Employees have the right to refuse overtime work if they have a valid reason, such as fatigue, childcare responsibilities, or pre-scheduled commitments, unless exceptional circumstances outlined in the Labor Code apply. Uzbekistan prioritizes a culture of standardized working hours and discourages excessive overtime work. Employers should strive to manage workloads effectively to minimize the need for frequent overtime.

In Uzbekistan, the importance of rest periods and breaks for employee well-being and productivity is recognized. The Labor Code establishes minimum requirements, supplemented by potential additional allowances determined by internal company policies or collective bargaining agreements.

Mandatory Lunch Break:

Uzbekistan mandates a minimum uninterrupted lunch break of at least 30 minutes for all employees.

Short Breaks:

The Labor Code does not explicitly prescribe short breaks throughout the workday. However, these can be established through:

• Internal Company Policies: Companies can include short break provisions within their internal policies and procedures manuals.

• Collective Bargaining Agreements: Labor unions may negotiate short break stipulations in collective bargaining agreements with employers.

Reduced Working Day:

The working day is shortened by one hour on the day preceding a non-working day (typically Sunday). This indirectly contributes to additional rest time for employees.

Additional Considerations:

• The specific frequency and duration of short breaks can vary depending on the industry, work demands, and company culture.

• Employers should be mindful of creating a work environment that encourages employees to take their mandated breaks to optimize well-being and performance.

• Breaks are generally unpaid, but employees should not be expected to perform work duties during their designated break time.

In Uzbekistan, the Labor Code establishes minimum requirements for rest periods and breaks for employees, which can be supplemented by additional allowances determined by internal company policies or collective bargaining agreements.

While the Labor Code does not explicitly prescribe short breaks throughout the workday, these can be established through internal company policies or collective bargaining agreements. Companies can include short break provisions within their internal policies and procedures manuals. Labor unions may also negotiate short break stipulations in collective bargaining agreements with employers.

The working day is shortened by one hour on the day preceding a non-working day, typically Sunday. This indirectly contributes to additional rest time for employees.

The specific frequency and duration of short breaks can vary depending on the industry, work demands, and company culture. Employers should be mindful of creating a work environment that encourages employees to take their mandated breaks to optimize well-being and performance. Breaks are generally unpaid, but employees should not be expected to perform work duties during their designated break time.