Tashkent, Uzbekistan (UzDaily.uz) — President of Uzbekistan Shavkat Mirziyoyev signed a resolution on 21 September “On measures to ensure a safe and respectful working environment in the labor sphere.”
The document provides for the phased introduction of the relevant program in government bodies and organizations, as well as companies with state participation, the Ministry of Justice’s press service said.
The program will cover legal entities in which the state holds a 50% or larger stake, as well as companies in which such legal entities hold at least a 50% stake.
By 1 December 2026, the Management Development Agency’s information systems are to launch the “Safe and Respectful Working Environment” portal for government bodies and organizations.
Through the portal, employees will be able to submit online reports of harassment and violence. If a complaint concerns the employee responsible for operating the portal, that employee’s direct supervisor, or an official of a government body or organization, the report will automatically be forwarded to a higher-level authority.
The platform will also be used to review complaints, collect evidence, prepare conclusions, exchange information and communicate regarding relevant cases.
Information on investigations, their results, measures taken and subsequent changes must be stored in the system. The document provides for preventing the destruction of such data.
If a report contains indications of an administrative offense or crime, it must be forwarded through the unified “112” dispatch service to the authorized body.
The Management Development Agency will monitor compliance with the program’s rules through the portal. If violations are identified, the agency will be able to issue submissions requiring their elimination, which must be considered.
Workforces at government bodies and organizations are recommended to stipulate in their internal labor regulations that sexual or physical violence and sexual harassment may be treated as a single gross violation of employment duties.
Harassment, psychological pressure and discrimination by or against an employee, as well as retaliation for submitting a complaint, are recommended to be treated as violations of labor discipline.
Under the Labor Code, for violations of labor discipline, an employer may impose a disciplinary sanction in the form of a reprimand, a fine of no more than 30% of the employee’s average monthly salary, or termination of the employment contract. An employment contract may also be terminated in the event of a single gross violation of employment duties.
The program is intended to apply to enterprises, organizations and institutions regardless of their form of ownership. However, the Ministry of Justice’s statement does not specify how it will be implemented in the private sector.
