Employment Contract with a Pregnant Woman

Under the Labour Code of the Republic of Uzbekistan, an employment contract with a pregnant woman may not be terminated at the employer’s initiative.

The only exceptions are:

• liquidation of the organisation or its separate subdivision;
• termination of the activities of an individual entrepreneur.

Staff reductions, insufficient qualifications or a change of employer do not constitute grounds for dismissing a pregnant woman at the employer’s initiative.

Fixed-Term Employment Contract

If a fixed-term employment contract expires during pregnancy, the employer must extend it until the end of the pregnancy based on:

• the woman’s written application;
• a medical certificate confirming the pregnancy.

If the woman has been granted maternity leave, the contract must be extended until the end of that leave.

The employer may request a new medical certificate confirming the pregnancy no more than once every three months.

If the contract was concluded for the period of absence of another employee and it is impossible, with the pregnant woman’s written consent, to transfer her to another job that she can perform in view of her health, the contract may be terminated upon expiry.

Employees with Children under Three Years of Age

An employment contract with a woman who has a child under three years of age, or with a father or guardian raising such a child alone, may be terminated at the employer’s initiative only:

• upon liquidation of the organisation;
• where the employee systematically violates their employment duties;
• where the employee commits a single gross violation of their employment duties.

When the contract is terminated, such employees retain their right to receive childcare allowance.

An employee returning from parental leave may not be dismissed on the grounds of insufficient qualifications for one year from the date of returning to work.