As of August 1, 2025, Uzbekistan has officially implemented a new wage regulation that raises the minimum monthly salary for foreign workers to UZS 1,271,000 (approximately $99.6).
This marks a significant increase from the previous benchmark of UZS 1,155,000 ($90.2) and reflects the government’s ongoing efforts to align foreign labor standards with local economic conditions.
The updated salary requirement affects both new and renewing applications for work permits and accreditation cards. This impacts a wide range of expatriates working in Uzbekistan, including those employed by foreign-owned businesses, non-governmental organizations (NGOs), and international media outlets.
Under the new policy, employers hiring foreign nationals must now ensure that salary offers meet or exceed the updated threshold. Failure to comply may result in delayed application processing or outright rejection of permits.
Those applying for accreditation cards which are typically used by expatriates working in media, international organizations, or NGOs, will also need to meet the salary condition. However, exemptions remain in place for interns, short-term business visitors, and volunteers, who are not classified under formal employment contracts.
Authorities in Tashkent describe the policy as part of a broader labor reform initiative aimed at improving oversight of the foreign workforce and promoting fair compensation practices.
According to officials, the increased wage floor is intended to minimize cases where foreign employees are paid less than local counterparts, a practice that has drawn criticism in labor rights discussions. The policy also seeks to discourage companies from exploiting international hires by offering below-market wages.
By mandating a higher minimum, the government hopes to introduce more structure and accountability into foreign hiring practices and ensure that international employment complies with Uzbekistan’s labor market standards.
Impact on Organizations
For multinational corporations and well-funded institutions, the changes may have minimal impact, as many already compensate foreign staff above the new threshold. However, small enterprises, startups, and non-profits may struggle with the additional financial burden, particularly those relying heavily on international expertise.
Employers will now be required to review and potentially revise employment contracts to align with the new rule. This may include recalculating salary offers and adjusting internal HR policies before submitting any new or renewal applications.
Advice for Foreign Nationals
Foreign employees are advised to verify their existing employment contracts in advance of upcoming work permit renewals. If current salaries fall short of the new minimum, employers will need to update agreements to maintain legal compliance.
Any work permit or accreditation application submitted after August 1 will be assessed using the revised salary threshold. However, submissions made before the effective date will still be processed under the previous requirement of UZS 1,155,000.
Expatriates are being encouraged to proactively consult with their HR departments to ensure compliance with the new regulation, as some organizations may not yet be fully prepared for the transition.
Though the salary increase is relatively modest, analysts say it reflects a broader push by the Uzbek government to modernize and regulate its labor market. The measure aligns with ongoing structural reforms aimed at creating a more professional and transparent business environment, particularly for international firms operating in the country.
The move is also seen as an indicator of Uzbekistan’s commitment to labor equity and its intention to safeguard against wage suppression, signaling a stronger focus on sustainable economic practices.
For foreign professionals intending to stay in Uzbekistan beyond the summer, aligning their employment terms with the new regulation will be essential to avoid legal issues. Employers, in turn, must act swiftly to ensure full compliance with the new standard, avoiding disruptions to operations and workforce planning.
