Definitive Guide to Hiring in Tajikistan

Hiring in Tajikistan

Hiring employees compliantly in Tajikistan means doing it yourself or using an Employer of Record like Global Expansion. You should be careful using independent contractor agreements in Tajikistan so that you don’t run afoul of employment laws. To hire an employee compliantly and offer them mandatory benefits and compliant agreements, you can:

(a) Establish your own new legal entity, banking, accounting and payroll service in Tajikistan; or

(b) use an Employer of Record like Global Expansion who can handle all of the details for you.

Labor Laws in Tajikistan

Employment laws in Tajikistan are uniquely suited to the country’s way of life, and crucial to understand if you want to employ local talent in this country. Get the details on Tajikistan employment laws and Tajikistan policies here.

Employee Probation Period

• Probation period can not exceed 3 months.

Annual Leave in Tajikistan

• The length of main annual minimum leave shall make 24 calendar days.
• Employees working in one sphere or organization for a lengthy period of time are granted additional leave with the length of up to 10 calendar days.

Holidays in Tajikistan

Maternity Leave Tajikistan

Sick Leave in Tajikistan

• Employees are obliged to inform their employer about any sickness requiring an absence from work and the expected duration of this absence as soon as possible (generally the first day of the sick leave). 
• When an employee is absent due to illness for three consecutive days, they are required to provide proof of medical consultation upon returning to work.

Working Hours in Tajikistan

• The length of daily working time (shift) cannot exceed:
  • 8 hours for regular working environment
  • 6 hours for persons with disabilities
• In the case of a six-day working week the length of daily work cannot exceed:
  • 7 hours - if the weekly norm is 40 hours
  • 6 hours - if the weekly norm is 35 hours
  • 4 hours – if the weekly norm is 24 hours

Overtime in Tajikistan

• It shall be prohibited to work overtime in case of 12 hour shift and also the works with especially severe and harmful conditions.
• Overtime cannot exceed within two days continuously: - 

• Two hours for works with severe or harmful conditions
• four hours for other works

• Overtime for every employee shall not exceed 120 hours a year.

Termination of Employment in Tajikistan

• Labor contract can be terminated in the following cases:
  • by the mutual agreement of parties
  • by the initiatives of the Employee
  • by the initiatives of the Employer
  • after its expiration
  • in circumstances beyond the control of parties
  • transfer of Employee to another job (position) based on his/her selection or appointment to another position (post), which excludes the possibility of continuation of the labor contract, except the cases envisaged by the legislation of the Republic of Tajikistan. 
• The labor contract termination is documented by a document issued by the Employer except the cases when it is terminated due to death of the Employer or the court declares the Employer – individual entity, home worker and domestic workers to have died or missing.
• The Employer is obliged to inform the Employee in writing about the termination of labor contract signed for indefinite period
• During the notification period, the Employee has the right to be absent in work not less than one day a week by holding his/her full salary to search another job. 
• By the agreement of parties, the labor contract can be terminated for the outlined reasons before the end of notification period by providing compensation equal to not less than average daily remuneration for the everyday remaining until the end of this period. 
• The Employer is obliged to inform the relevant authorized public entity on labor and employment about the upcoming (expected) dismissal of staff by outlining their specialty, professional degree and salary size within the timelines defined by the legislation of the Republic of Tajikistan.

Notice Period in Tajikistan

• Employees' can terminate an employment contract by giving a 2 weeks' notice period.
• Employers can terminate an employment contract by either giving a 2 months notice period (in case of liquidation or organizational restructuring) or 1 month notice period (in case of lack of qualification or poor performance).

Severance in Tajikistan

• The employee is paid a one-time severance pay upon termination of the employment contract: at the initiative of the employer and in circumstances beyond the control of the parties.
• The amount of the severance pay cannot be lower than the size of the employee’s three average monthly salaries.

Tajikistan Salary and Wages

13th/14th Month Salary in Tajikistan

• No
• There is no statutory requirement to pay the 13th or the 14th month salary.
• Employees receive a generous leave of 24 days.
• There is no evidence that it is customary to give bonuses.

• Individuals are required to pay social tax, which is 2% of the salary. 
• The employer is obligated to withhold and make social tax payments assessed on the same tax base at the rate of 20%. 
  
  

Immigration Tajikistan

• Any foreign citizen who plans to live and work in the Republic of Tajikistan will need to obtain a working visa. 
• The same goes for any family members who plan to travel with them. 
• In addition to the working visa, foreign employees will also need to obtain a work permit before they can officially begin their job. The requirements to obtain a Tajikistan visa follow:
  • A passport that has at least two blank pages and three months of validity
  • A signed employment contract with a company based in Tajikistan
  • A letter of invitation from the applicant’s employer

• In Tajikistan, working visas are valid for an initial period of up to three months. Once those three months pass, foreign employees can get a visa extension on the basis of their work permit.
• A working visa, or M visa, lets the holder travel to Tajikistan to work for a locally registered company.
• An investment visa, or Type C visa, grants entry to the heads or representatives of foreign companies who are investing in Tajikistan’s economy.
• Business visa, also called a K visa, allows the holder to travel to Tajikistan for short-term business purposes.

Value Added Tax (VAT) in Tajikistan

• VAT is generally assessed on taxable turnover, which includes goods and services. 
• The current VAT rate is 15%. 
• Individual entrepreneurs and non-residents, in certain cases, are required to register as VAT payers when the established threshold of taxable turnover exceeds TJS 1 million for the preceding 12 month period

Mandatory Benefits in Tajikistan

• These are mandatory benefits as postulated by law
• These include probationary period, annual leave, public holidays, sick leave, maternity leave, overtime pay, notice period, and severance pay
• Statutory benefits also include social security benefits

Payroll Accrual in Tajikistan

Country Accruals Additional Information

Description

Individuals are required to pay social tax, which is 1% of the salary. The employer is obligated to withhold and make social tax payments assessed on the same tax base at the rate of 25%. Individual entrepreneurs are taxed at the rate of 20% of income

Payroll Accruals Additional Information

Accrued Benefits in Tajikistan

Why use Global Expansion to hire in Tajikistan

Establishing a branch office or subsidiary in Tajikistan can be time-consuming, expensive and complex. With such a robust labor market in place, one must pay great attention to detail when structuring employment because Tajikistan labor laws are complex.

The company also has a responsibility to comply with specific employment practices dictated by Tajikistan law to maintain its good standing as an equal opportunity employer.

Global Expansion makes it easy for you to expand into Tajikistan. We'll help you hire your candidate of choice, handle HR matters and payroll, and ensure that you comply with local laws without the burden of setting up a foreign branch office or subsidiary. In addition, you'll have complete control and direction over your employees.

We enable you to stay in control of everything. Our Tajikistan Global Professional Employer Organization (PEO) and Employer of Record (EOR) solution provides you with peace of mind to focus on running your company and the security to enter new markets.