Prohibition of Discrimination

The Labour Code of the Republic of Uzbekistan prohibits direct and indirect discrimination on the grounds of sex in employment and occupation.

For reasons connected with pregnancy or the presence of children, it is prohibited to:

• refuse employment;
• dismiss an employee;
• reduce an employee’s remuneration.

If an employer refuses to hire a person, it must, at the request of a pregnant woman or a person with children, provide a signed written explanation of the reasons for the refusal within three days.

Failure to provide a written explanation does not prevent the person from appealing against the refusal of employment.

No probationary period may be established for a pregnant woman, a woman with a child under three years of age, or a father or guardian raising a child under three years of age alone.

Guarantees Relating to Working Conditions

Based on a medical opinion, the production targets of a pregnant woman must be reduced or she must be transferred to lighter work free from adverse production factors. Her average remuneration for the previous job must be retained.

If one of the parents caring for a child under two years of age is unable to perform their previous work, that parent may, upon application, be transferred to another job until the child reaches the age of two.

When pregnant women and persons with children are assigned to night work, overtime, work on rest days or public holidays, or are sent on business trips, the special requirements of the Labour Code must be observed, including written consent and applicable medical restrictions.

Equal Remuneration and Promotion

Employers must provide equal remuneration for work of equal value and create equal opportunities for women and men in recruitment, professional training and promotion.

Pregnancy or the presence of a child is not a criterion for assessing an employee’s professional qualifications.

A person whose employment rights have been violated may apply to the State Labour Inspectorate, a trade union or a court.