Find your employer of record in Tajikistan

Employees in Tajikistan are entitled to several benefits as per the employment laws of the country. Some of the common benefits of working in Tajikistan include:

• Health Insurance: Employers need to provide health insurance to their employees, which covers medical expenses, hospitalization, and other healthcare services.
• Pension Plan: Employers need to enroll their employees in a pension plan, which provides retirement benefits based on the employee's tenure and contributions.
• Paid Holidays: Employees must receive payments on holidays, including public holidays and annual leave.
• Maternity Leave: Female employees must receive maternity leave of up to 126 days, during which they can take time off work due to pregnancy or childbirth and still receive their regular salary.
• Sick Leave: Employees must receive sick leave of up to 60 days per year, during which they can take time off work due to illness or injury and still receive their regular salary.
• Overtime Pay: Employees who work beyond the standard working hours must receive overtime pay, which is paid at a rate of 1.5 times the regular hourly rate.
• 13th Salary: Employees must receive a 13th salary, which is equivalent to one month's salary and is in December.

It is important for employers to provide these benefits to their employees as per the employment laws of Tajikistan. Employers can consult with an employer of record or a professional employment organization that provides hr and payroll outsourcing services to ensure compliance with local employment laws and regulations.

Foreign workers who wish to work in Tajikistan must obtain a work permit and a visa. The work permit must be sponsored by the employer of record in Tajikistan and is issued by the Ministry of Labor, Migration, and Employment of the Population of Tajikistan.

The visa application process for workers in Tajikistan typically involves the following steps:

• Work Permit: The employer of record in Tajikistan must apply for a work permit on behalf of the foreign worker. The work permit application must include a job offer letter, employment contract, and other supporting documents.
• Visa Application: Once the work permit has an aprobation, the foreign worker can apply for a visa at the Tajikistan embassy or consulate in their home country. The visa application must include a copy of the work permit, passport, and other supporting documents.
• Visa Approval: The embassy or consulate will review the visa application and issue a visa if approved. The visa allows the foreign worker to enter Tajikistan and begin work.

It is important for employers and foreign workers to follow the rules and regulations regarding the visa process. This, to avoid any legal or financial issues. Additionally, foreign workers must comply with the local employment laws and regulations of Tajikistan. Therefore, to obtain the necessary permits and licenses to work in the country. 

Value-added tax (VAT) is a tax on the value added to goods at each stage of production and distribution. In Tajikistan, the VAT is governed by the Tax Code and is administered by the State Tax Committee.

As of 2022, the standard VAT rate in Tajikistan is 18%, which is applied to most goods and services. However, some goods and services are exempt from VAT, including basic food items, medical products, and some financial services.

Businesses in Tajikistan must register for VAT if their annual turnover exceeds TJS 1 million. Once registered, businesses must collect VAT on their sales and remit the collected amount to the State Tax Committee on a monthly basis.

VAT can be a complex area of taxation. Therefore, it is important for businesses to comply with the regulations and requirements to avoid any legal or financial issues. Employers can consult with an accountant or a professional employment organization that provides payroll outsourcing services. This, to ensure compliance with local tax laws and regulations.

It is worth noting that the VAT rates and regulations in Tajikistan are subject to change. However, this is based on the local tax laws and regulations. Businesses should stay up-to-date with any changes to the VAT system to ensure compliance with the latest regulations.

Termination Process

In Tajikistan, the termination of employment is regulated by the labor code, and employers must follow specific rules and procedures. Employers must provide a valid reason for terminating an employee, which can include redundancy, misconduct, or other reasons that are in the employment contract.

Notice Period

Employers of Record in Tajikistan must provide written notice of termination to the employee at least 30 days in advance, or as specific in the employment contract.

Severance Pay

Employers must provide severance pay to the employee, which is equal to one month's salary for each year of service, up to a maximum of six months' salary.

Probation Period

In Tajikistan, the probation period is a period of time during which employers can evaluate the performance and suitability of new employees before confirming their employment status. The maximum probation period in Tajikistan is three months, as per the labor code.

During the probation period, both the employer and the employee have the right to terminate the employment relationship without notice or severance pay. If the employer decides to terminate the employee during the probation period, they must provide a valid reason for the termination.

The probation period in Tajikistan can be an important tool for employers to evaluate the skills and capabilities of new employees and to ensure that they are a good fit for the company. It can also provide an opportunity for employees to demonstrate their abilities and to learn the job requirements and expectations.

It is important for employers to follow the rules and regulations regarding the probation period to avoid any legal or financial issues. Employers can consult with an employer of record in Tajikistan or a professional employment organization that provides payroll outsourcing services to ensure compliance with local employment laws and regulations.

It is also worth noting that if an employee successfully completes the probation period, and they receive same benefits and protections as other employees, including the right to notice and severance pay in case of termination.

Paid Time Offs

Companies provide 24 calendar days of paid annual leave.

Public Holidays

There are 9 national holidays throughout the year.

Vacation Holidays

There are 24 vacation holidays throughout the year.

Sick Days

Employees must receive sick leave of up to 60 days per year. During this period, employees can take time off work due to illness or injury and still receive their regular salary.