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> GOVERNANCE - home > Employment protection legislation database - EPLex > Uzbekistan

Uzbekistan - Substantive requirements for dismissals


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Obligation to provide reasons to the employee: Yes
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Prohibited grounds: race; sex; religion; social origin; nationality/national origin; age; trade union membership and activities; language; property; conviction or failure to disclose a conviction
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave; workers on temporary leave following an occupational disease or a work injury
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Prohibited grounds: race; sex; religion; social origin; nationality/national origin; age; trade union membership and activities; language; property; conviction or failure to disclose a conviction
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave; workers on temporary leave following an occupational disease or a work injury
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Prohibited grounds: race; sex; religion; social origin; nationality/national origin; age; trade union membership and activities; language; property; conviction or failure to disclose a conviction
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave; workers on temporary leave following an occupational disease or a work injury
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Prohibited grounds: race; sex; religion; social origin; nationality/national origin; age; trade union membership and activities; language; property; conviction or failure to disclose a conviction
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave; workers on temporary leave following an occupational disease or a work injury
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Prohibited grounds: race; sex; religion; social origin; nationality/national origin; age; trade union membership and activities; language; property; conviction or failure to disclose a conviction
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave; workers on temporary leave following an occupational disease or a work injury
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Prohibited grounds: race; sex; religion; social origin; nationality/national origin; age; trade union membership and activities; language; property; conviction or failure to disclose a conviction
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave; workers on temporary leave following an occupational disease or a work injury
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Prohibited grounds: race; sex; religion; social origin; nationality/national origin; age; trade union membership and activities; language; property; conviction or failure to disclose a conviction
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave; workers on temporary leave following an occupational disease or a work injury
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Prohibited grounds: race; sex; religion; social origin; nationality/national origin; age; trade union membership and activities; language; property; conviction or failure to disclose a conviction
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave; workers on temporary leave following an occupational disease or a work injury
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.