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LEGAL FOUNDATIONS OF STATE POLICY IN REGULATING THE
LABOR MARKET IN UZBEKISTAN
Sarsenbaeva Ellada Tengelbayevna
Student of the Faculty of Law, Karakalpak State University
https://doi.org/10.5281/zenodo.15581161
Introduction.
The labor market plays a crucial role in ensuring workers’
rights, maintaining labor productivity, and strengthening economic stability. It
represents a fundamental aspect of labor law, directly influencing economic
efficiency, employee well-being, and overall social stability. To understand how
the labor market functions, it is essential to examine the dynamics of supply and
demand within it, as all outcomes are shaped by these components and their
interactions. Labor is a form of human interaction through which individuals
develop and grow as persons, and thus holds a leading place in the progress of
society.
The Constitution of the Republic of Uzbekistan guarantees every
individual the right to decent work, the freedom to choose their profession and
type of activity, the right to work in safe and hygienic conditions, and to receive
fair remuneration. In regulating the labor market, emphasis is placed on
economic and social stability, demonstrating that the state views labor
legislation not merely as a set of rules, but as a vital instrument for national
development and social well-being. These legal foundations are aimed at
ensuring both economic efficiency and social justice.
The Labour Code establishes the principles of equality in labor rights and
the prohibition of discrimination in the field of labor and occupation. This means
that every individual has equal opportunities in the exercise and protection of
their labor rights, and that any direct or indirect restrictions or privileges based
on gender, age, race, nationality, language, social origin, property or official
status, place of residence, or attitude toward the law are prohibited. The
principle of freedom of labor and the prohibition of forced labor is also firmly
enshrined. Everyone has the right to freely dispose of their labor capacity, to
exercise it in any form not prohibited by law, and to choose their occupation,
profession, specialty, workplace, and working conditions freely.
The current Labour Code defines the prohibition of forced labor as one of
its fundamental principles. Forced labor refers to any work or service demanded
of an individual under the threat of punishment, which the individual has not
voluntarily offered. Uzbekistan has made significant progress in eliminating
forced labor, especially in the cotton harvest, which led to the lifting of the
“Cotton Campaign” boycott in 2022. These achievements are the result of
reforms and monitoring by the International Labour Organization (ILO).
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The principle of social partnership in the field of labor is also considered
fundamental, aiming to ensure a balance of interests among employees,
employers, and the state. It includes the right of employees and employers to
unite in order to protect their interests, as well as the right to conduct collective
bargaining and conclude collective agreements. The firm commitment to
eliminating forced labor, as confirmed by the lifting of the “Cotton Campaign”
boycott, demonstrates that Uzbekistan’s legal reforms are aimed not only at
ensuring domestic social justice but also at improving its international image
and economic integration. The clear definition of forced labor and the
incorporation of social partnership reflect a transition toward a modern,
transparent labor market model that meets international standards.
The Labour Code sets the standard working time at 40 hours per week. In
addition, reduced working hours are established for certain categories of
employees, such as minors, those engaged in hazardous work, medical
personnel, and teachers. Overtime work is strictly limited and must not exceed
120 hours per year; it is compensated at double the normal pay rate.
Occupational health and safety is defined as a system of legal, socio-
economic, organizational, technical, sanitary-hygienic, medical-preventive, and
rehabilitation measures aimed at protecting human safety, life, health, and
maintaining work capacity. Employers are obligated to provide safe and healthy
working conditions, supply personal protective equipment, conduct mandatory
medical examinations, and organize training in occupational safety.
The detailed provisions on working hours, overtime, and leave, along with
comprehensive occupational safety measures, reflect a focus on employee well-
being. The clear limits and compensations for overtime work, as well as the
mandatory nature of safety protections, signify a shift from a purely production-
oriented approach to one that balances economic efficiency with the health and
safety of workers.
Conclusion.
Uzbekistan has achieved significant progress in the legal
regulation of its labor market. The success in eliminating forced and child labor
has brought international recognition and economic benefits. The labor
legislation has been modernized, including the formalization of remote and
flexible work arrangements. The broad ratification of ILO conventions and their
systematic integration into national legislation demonstrate compliance with
international standards. The empowerment of state oversight bodies—such as
the Ministry of Employment and Poverty Reduction and the State Labor
Inspectorate—plays a crucial role in ensuring compliance.
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Various and accessible mechanisms for resolving labor disputes, including
digital solutions, have been developed. Protections and guarantees for
vulnerable groups such as women and minors have been strengthened. These
achievements as a whole reflect the government’s comprehensive and
continuous efforts to transform the labor market into a modern, rights-
respecting, and internationally integrated system. The success in combating
forced labor and the adoption of flexible work models underscore a pragmatic
approach aimed at balancing social protection with economic dynamism.
Although the legal framework is well structured, challenges in enforcement
and adaptability persist, requiring additional regulatory measures and support
mechanisms for employers. Issues such as high turnover among labor inspectors
and the requirement to obtain the Business Ombudsman’s approval for
inspections in the private sector can delay the elimination of violations. Gender
inequality remains in the labor market: women tend to earn less and are
underrepresented in managerial positions—largely due to structural factors
such as unequal access to education and employment in lower-paid sectors.
Despite the significant achievements, the identified issues indicate that
while the legal foundation is strong on paper, its implementation faces practical
difficulties. This means that future efforts must focus on strengthening
enforcement mechanisms, addressing structural inequalities through targeted
policies beyond legal prohibitions, and continuously adapting to the evolving
dynamics of the labor market. The path to a fully regulated and equitable labor
market remains ongoing.
References:
1.
Constitution of the Republic of Uzbekistan (new edition, April 30, 2023).
Lex.uz. Retrieved from: https://lex.uz/docs/-6445145
2.
Labour Code of the Republic of Uzbekistan (2023). National Database of
Legal Documents. Retrieved from: https://lex.uz/docs/6468755
3.
International Labour Organization. (2021). Decent Work Country
Programme
for
the
Republic
of
Uzbekistan
2021-25.
https://www.ilo.org/sites/default/files/2024-04/DWCP%20Uzbekistan.pdf
