Uzbekistan Leave Laws and Holidays

Uzbekistan law does not currently specify a quota for paternity leave; leave entitlements may depend on specific employer policies.

Since paternity leave is not specifically legislated, the notice period can vary significantly by employer, if it is offered at all.

Whether paternity leave needs approval is at the discretion of the employer, due to the lack of specific legal guidelines.

Additional paternity leave quotas are not specified under Uzbekistan law and would be based on individual employer policies.

Paternity leave does not have statutory accrual rules in Uzbekistan as it is not formally recognized in legislation.

Carry over rules for paternity leave do not apply as there is no statutory framework governing it.

Payout rules for paternity leave on termination do not exist as there is no legal entitlement to this leave type.

There is no end-of-year payout for paternity leave as it is not legally recognized.

Any rules around paternity leave are purely at the discretion of the employer, given the lack of specific legal provisions.

The duration of sick leave depends on the medical condition and recommendations from a healthcare provider. Legislation provides broad guidelines, but specific entitlements can vary.

Employees are required to notify their employer as soon as possible in the case of sickness that prevents them from working.

Sick leave needs to be validated by a medical certificate provided by a healthcare professional to be approved by the employer.

Additional sick leave can be granted upon presentation of a medical certificate specifying the need for extended absence due to health reasons.

Sick leave does not accrue and is granted based on actual health conditions and medical advice.

Sick leave does not carry over as it is granted based on specific instances of illness or injury.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave is not paid out at the end of the year as it is only applicable during instances of medical illness.

The law provides certain statutory limits and conditions under which sick leave can be taken, including the necessity for proper medical documentation.

Maternity leave is granted for 126 calendar days (70 days before the birth and 56 days after), extended in case of complications or multiple births.

The expecting mother must inform her employer about the leave as soon as the pregnancy is medically confirmed and provide expected birth date documentation.

Maternity leave is a statutory right and does not require employer approval, though notification and proper documentation are needed.

Additional maternity leave days can be granted in the case of birth complications or multiple births, as certified by a medical professional.

Maternity leave does not accrue over time but is granted as per statutory requirements.

Carry over of maternity leave is not applicable as it must be used within a specific timeframe around the birth.

Since maternity leave is to be used around the time of childbirth, payout on termination is not applicable.

Maternity leave is event-specific and thus does not qualify for end-of-year payout considerations.

Employers are required to provide additional protections to pregnant employees, including prohibitions on overtime and night shifts.

Employees are entitled to up to 3 days of bereavement leave in case of the death of a close family member.

Employees must inform their employer about their bereavement leave as soon as possible.

Bereavement leave is generally granted without prior approval, but notification is required.

Additional days of bereavement leave are not commonly available beyond the standard three days.

Bereavement leave does not accrue and is only granted as needed.

There is no carry over of bereavement leave as it is granted based on specific incidents.

There is no payout for unused bereavement leave upon termination as it does not accrue.

Unused bereavement leave is not paid out at the end of the year as it does not accrue.

Bereavement leave is applicable only upon the death of a close family member, and proof of death may be required.

Employees are entitled to 15 calendar days of annual leave. This quota increases for certain categories of workers such as those in hazardous conditions.

Employees should notify their employer at least 15 days in advance before taking their annual leave, although this can be negotiated differently based on mutual agreement.

Annual leave needs to be approved by the employer. The approval is based on the operational requirements and workforce management of the organization.

Additional leave quota is granted to employees working under hazardous conditions, or those with disabilities, as stipulated by specific regulations.

Annual leave accrues monthly but is typically available for use after a year of service unless otherwise specified in the employment contract or collective agreement.

Carrying over of annual leave to the next year is usually limited. Specific rules can be outlined in the employment contract or collective agreements.

Upon termination, employees are entitled to a payout for accrued but unused annual leave days.

There is typically no payout for unused annual leave at the end of the year unless it is stipulated by the employer in the employment contract.

Additional rules regarding annual leave can be stipulated in the employment contract or collective bargaining agreements.

Employees adopting a child are entitled to 56 calendar days of paid leave. In cases of adopting multiple children, this entitlement extends to 70 calendar days.

The legislation does not clearly define the required notice period for adoption leave. Employees are advised to inform their employers as early as possible to facilitate necessary arrangements.

Employees must obtain approval from their employer to commence adoption leave, ensuring that the leave aligns with organizational policies and operational requirements.

While the law stipulates the standard duration for adoption leave, employers may grant additional leave based on internal policies or individual agreements.

Adoption leave is allocated per adoption instance and does not accumulate over time like annual leave.

Since adoption leave is specific to each adoption event, there is no provision for carrying over this leave to a future period.

Adoption leave is not an accrued benefit; therefore, there is no payout for unused adoption leave upon termination.

There is no provision for paying out unused adoption leave at the end of the year, as it is not an accruable benefit.

The standard adoption leave is 56 days; however, if multiple children are adopted simultaneously, the leave extends to 70 days to accommodate the increased responsibilities.

The length of unpaid leave is established through mutual consent between the employee and employer, considering the reasons for the leave and the company's operational needs.

The notice period for unpaid leave should be mutually agreed upon, allowing both parties to plan accordingly.

Employees must obtain explicit consent from their employer to take unpaid leave, ensuring that the absence does not adversely affect business operations.

Unpaid leave is typically granted based on individual circumstances and does not follow a predefined quota system.

Unpaid leave is granted on a case-by-case basis and does not accumulate over time.

Since unpaid leave is not accrued, there is no provision for carrying it over to subsequent periods.

Unpaid leave does not entail any financial compensation; thus, there is no payout upon termination.

There is no end-of-year payout for unpaid leave, as it is not a compensated benefit.

The terms and conditions of unpaid leave, including duration and eligibility, are typically outlined in company policies or individual employment agreements.

Study leave provisions, including length and compensation, are generally defined by the employer's internal policies or collective agreements.

Employees should adhere to the notice period requirements set forth in their organization's policies when applying for study leave.

Approval for study leave is contingent upon the employer's assessment of the leave's impact on operations and its alignment with the employee's role.

Employers may offer additional study leave beyond the standard provisions based on individual circumstances and organizational needs.

Study leave is typically granted in response to specific educational pursuits and does not accrue over time.

As study leave is not accrued, there is no mechanism for carrying it over to future periods.

There is no payout for unused study leave upon termination, as it is not an accrued benefit.

Unused study leave does not result in an end-of-year payout.

Eligibility and terms for study leave may be detailed in employment contracts or collective agreements, specifying conditions such as course relevance and duration.

The length and compensation for creative leave are typically established by the employer's internal policies or collective agreements, often considering the nature of the creative endeavor.

Employees should follow the notice period requirements outlined in their organization's policies when requesting creative leave.

Approval for creative leave depends on the employer's evaluation of the request's impact on business operations and its relevance to the employee's role.

Employers may offer additional creative leave beyond the standard provisions based on individual circumstances, the significance of the creative project, and organizational needs. Such arrangements are typically negotiated on a case-by-case basis.

Creative leave is typically granted in response to specific creative pursuits and does not accrue over time like annual leave. Each request is evaluated individually, considering the merits of the proposed project.

As creative leave is not accrued, there is no mechanism for carrying it over to future periods. Each instance of leave is granted based on the current needs and agreements between the employee and employer.

There is no payout for unused creative leave upon termination, as it is not an accrued benefit. Creative leave is granted for specific purposes and does not accumulate monetary value.

Unused creative leave does not result in an end-of-year payout, as it is not a compensated benefit. Such leave is granted for particular projects and does not carry financial compensation if unused

Eligibility and terms for creative leave may be detailed in employment contracts or collective agreements, specifying conditions such as the nature of the creative work, expected outcomes, and duration. Employees are advised to consult their contracts or discuss with their employer to understand the specific provisions applicable to their situation.

Uzbekistan recognizes 12 official public holidays each year, during which employees are generally entitled to a day off. These holidays include New Year's Day, International Women's Day, Nowruz, Independence Day, and Constitution Day, among others. The specific dates of some religious holidays, like Eid al-Fitr and Eid al-Adha, vary based on the Islamic lunar calendar.

Public holidays are established by the government and announced in advance. Employers and employees are expected to be aware of these dates, and no additional notice is typically required for taking these days off.

Employees do not need to seek approval to take time off on public holidays, as these are recognized non-working days. However, certain industries may require employees to work on public holidays, in which case compensatory time off or additional pay may be provided.

The number of public holidays is determined by the government and does not vary by employer. Employers cannot unilaterally add to the list of official public holidays but may choose to offer additional paid or unpaid leave at their discretion.

Public holidays are fixed dates and do not accrue over time. Employees are entitled to these days off as they occur each year.

Public holidays cannot be carried over to other dates. If a holiday falls on a weekend, the government may announce a substitute holiday, but this is not guaranteed.

Since public holidays are not accrued benefits, there is no payout for unused public holidays upon termination of employment.

There is no end-of-year payout related to public holidays, as they are not benefits that accumulate or carry a monetary value.

If employees are required to work on a public holiday, labor laws may mandate additional compensation, such as overtime pay or provision of a substitute day off. The specifics can vary depending on the employment contract and industry regulations.