Permanent Employment  
In Tajikistan, an employment contract concluded for indefinite term is considered to be permanent. Additionally, an employment contract concluded for an uncertain term cannot be converted into a fixed-term contract without the employee's consent. If a fixed-term contract continues after its expiry, it is considered to be for indefinite term. Indefinite term contracts can be terminated by giving appropriate notice.  

Fixed-Term or Specific-Purpose Contracts  
Tajikistan's Labor Code provides that the duration of fixed-term employment contracts cannot be longer than 5 years. Fixed-term contracts can also be concluded to fulfill an absent employee's responsibilities, for a specific job, or for seasonal work.  

Labor contracts for seasonal work are to be concluded in cases when the work can be done only during a specific period (a season) not exceeding 6 months, due to natural or climatic conditions.  

The Labor Code offers no statutory provisions for the extension or renewal of fixed-term contracts. If a fixed term contract continues even after its expiry, it is considered to be for indefinite term.  

Temporary Employment  
Tajikistan’s Labor Code offers no general regulation of temporary work agency employment. However, fixed-term contracts can be concluded to fulfill the responsibilities of an absent employee, for a specific job, or for seasonal work.  

Labor contracts for seasonal work are to be made in cases where the work can be done only during a specific period of time not exceeding 6 months, because of natural or climatic conditions. When concluding an employment contract on seasonal work, probation period is not established for the purpose of the employee's compliance with the work assigned to them.  

It is permissible to temporarily transfer an employee (without their consent) to another workplace for a period of up to 1 month due to industrial necessity. In these cases, the employee cannot be transferred to other duties contraindicated to their health. During the temporary transfer period, the employee is to be paid according to the work they are fulfilling, but not less than their previous average salary.  

Written Agreements  
A contract of employment must be in writing, drawn in 2 copies, and signed by both sides. A copy is to be given to the employee, while the employer will keep another. The employment contract must include information related to place of work, nature of job, payment, benefits, etc. When concluding a fixed-term labor contract, it shall indicate the term of action and the circumstances (reasons) that are the basis for concluding such a contract.  

An employer may require the employee to produce the following documentation before hiring an employee:  

• Employment history (except cases when the employer is proceeding to work for the first time) 

• Passport (birth certificate for individuals younger than 16 years old) 

• Educational background documents (if necessary) 

• A document about military service and a military service certificate (where applicable for veterans of military service)  

Oral Agreements  
Tajikistan's law allows the initial labor agreement to be made verbally. However, the employment contract is to be in writing, drawn in two copies, and signed by both sides. A copy is to be given to the employee, while the employer will keep another.  

Tajikistan's Labor Code offers no additional guidance on the use of verbal contracts.  

Implied Agreements  
Tajikistan's labor code contains no provisions on implied employment contracts. The law requires an employment relationship to be formed between the employer and the employee after an agreement is made between the parties. The labor agreement can be made verbally or in writing. However, the contract of employment is to be in writing, drawn in 2 copies, and signed by both sides. A copy is to be given to the employee, while the employer will keep another. 

Probationary Period
According to Tajikistan's Labor Code, where mutually agreed upon by the employer and the employee, an employment contract can include a probationary period. This period cannot extend beyond 3 months. Employment contracts concluded with employees less than 18 years of age cannot have a probationary period. Seasonal employment contracts cannot have a probationary period.  

Minimum Wage  
Tajikistan's minimum wage is set by decree. In areas with unfavorable climatic conditions, additional allowances and coefficients may be added to the minimum wage.  

The current minimum wage is set to TJS 600 (Tajiki Somoni) per month, and will increase to TJS 800 per month from July 2024.  

Employees' wages are paid based on hourly or monthly tariff rates, which are determined by the labor contract or collective agreement. The period of payment is established by the employment contract or collective agreements, but it cannot be less than once every 15 days.  

Overtime, Holiday and Vacation Pay  
Tajikistan's labor law defines normal working hours as 40 hours per week and 8 hours per day. If an employee works beyond the stipulated hours, they are entitled to overtime pay. Overtime must not exceed 2 hours for work in unhealthy and strenuous working conditions and 4 hours for other non-hazardous work. Daily working hours must never exceed 12 hours per day. An employee cannot work overtime for 2 consecutive days. Female employees who are pregnant or have children under the age of 3 years are not allowed to work overtime. Also, employees under the age of 18 years are not allowed to work overtime.  

Payment for overtime work cannot be less than twice the employee's normal hourly wages.  

During holidays, work is allowed if a delay is not possible due to industrial or technical conditions, a need to serve the population, or urgent maintenance, loading, and discharging activities. Work performed on holiday must be compensated at twice the normal hourly rate.  

Employees are guaranteed a wage rate not less than their average monthly salary during their annual leave.  

Tajikistan's Labor Code states that the regular working hours at a company cannot surpass 40 hours per week. Daily working hours cannot exceed 12 hours. Working hours are reduced to 35 hours per week for employees working with harmful physical, chemical, biological, and other industrial factors. For employees between 14 to 15 years of age, the maximum working hours are 24 per week. For employees aged 15 to 18 years of age, the maximum working hours are 35 per week.

When it comes to disabled employees, the law provides that the working day must not be longer than 6 hours. (In this case, the salary will not be decreased despite the reduced hours). The duration of night working hours is reduced by one hour per day, if at least half of the daily work (shift) time falls on the night time.  

The Law on Promotion of Employment of the Population defines remote work as "a special form of implementation of the labor process outside the location of the employer with the use of information and communication technology in the work process." Such persons are protected under the labor laws of the country. 

Minimum Age
The minimum working age in Tajikistan is 15 years. However, with parents' or guardians' consent, vocational and special secondary education students who are 14 years of age can be employed to carry out light work. It is illegal to employ people under 18 years of age in harmful and dangerous working conditions, underground work, and work that could cause health or moral damage.

Employees under 18 years of age cannot be employed in night work, and they cannot work overtime hours. The maximum working hours for employees between 15 and 18 years of age are 35 hours per week. For employees between 14 and 15 years of age, the maximum working hours are 24 hours per week.

Tajikistan's Labor Code provides employees with annual leave of at least 24 calendar days, which cannot be substituted by compensation. Holidays that occur during the leave period are not considered leaves.

Employees who are less than 18 years of age or disabled receive 30 calendar days of annual leave. Certain categories of employees are eligible for extended leave based on their working conditions.  

In Tajikistan, an employee becomes eligible for annual leave after 11 months of continuous employment at the same company. Employees can break their annual leave into parts of at least 12 calendar days each. Employees can also extend their annual leave in the following circumstances:  

• Temporary disability 

• Maternity leave 

• When annual leave coincides with academic leave 

• When carrying out official or other public responsibilities  

During the annual leave period, the employee is guaranteed a wage rate not less than their average monthly salary. When an employee's contract is terminated before they could utilize their annual leave, they are paid compensation in lieu of it. It is prohibited not to give leave for 2 consecutive years.  

Employees must inform their employer of any sickness that requires them to be absent from work in addition to the expected duration of their absence. This information must be reported as soon as possible (generally the first day of sick leave). Where an employee has been absent due to illness for three consecutive days, they must provide proof of medical consultation upon their return to work.  

Tajik employees can claim sickness benefits from the social insurance system while on sick leave. Sickness benefits pay 65% of the insured's earnings for up to 4 months (12 months if suffering from tuberculosis) where the employee has less than 8 years of continuous employment. Where the employee has 8 years or more of continuous employment or if they care for 3 or more children younger than age 16 (age 20 if the children are students), the sickness benefits pay 75% of the insured's earnings for the same period. Finally, the sickness benefits pay 100% of the insured's earnings if the absence is due to a work injury or occupational disease.  

Tajikistan's Labor Code does not specify the duration of sick leave that an employee can take.  

Maternity Leave
Tajikistan's labor law provides mothers with 70 calendar days of paid maternity leave before childbirth and 70 days of paid maternity leave after childbirth (86 days before and after for births with labor complications and 110 days before and after for multiple births).

Maternity benefits are paid from the state social insurance fund. 100% of the mother's insured earnings are paid for the duration of her maternity leave.  

In case of death of an employee during childbirth, her leave and benefits can be transferred to the child's father.  

Paternity Leave
Tajikistan's Labor Code does not contain any provisions regarding paternity leave. In case of maternal death, deprivation of maternity rights, prolonged stay in a medical institution and in other cases the inability of the mother to care for the child, the maternity benefits of up to 70 days (or 110 days in case of multiple births) can be transferred to the child's father.  

Employers can also grant annual leave to employees for the period of pregnancy of their partner or childbirth at their request.  

in 2025
January 1 - New Year's Day 
March 8 - International Women's Day 
March 10 - Day off for International Women's Day
March 21 - Navruz Celebration 
March 22 - Navruz Celebration 
March 23 - Navruz Celebration 
March 24 - Navruz Celebration 
March 31 - Eid ul Fitr 
May 9 - Victory Day 
June 7 - Eid al-Adha 
June 27 - Day of National Unity 
September 9 - Independence Day 
November 6 - Constitution Day

Notice Period  
In Tajikistan, employers must provide a notice period of at least 1 month when dismissing an employee because of inadequate qualifications, inadequate health, and 2 months in case of business closure, or reduction in staff.  

Employees are entitled to 1 day off per week during the notice period to look for another job and still be paid. The contract can be terminated before the expiry of notice period by paying compensation in lieu of.  

The employer must inform the appropriate agencies dealing with Tajik occupational information of the forthcoming dismissal of employees, indicating their specialization, qualifications, and wage rate.  

Severance Benefits  
According to Tajikistan's labor law, employees have the right to severance pay when dismissed by the employer for the following reasons:  

• Closing down of the company or economic redundancy 

• Inadequacy of the employee's qualifications 

• Non-attendance for more than three months because of temporary disability

• Change of company ownership 

• Gross violation of labor legislation by the employer 

• During induction or military service 

• Death of the employee  

The severance pay is determined by multiplying one-quarter of the employee's average salary by the number of years worked by the employee at the company. Severance pay cannot be less than 3 times the monthly average salary of the employee. 

Pension  
To receive a full pension, a male employee must have attained 63 years of age, and female workers must have attained 58 years of age, with contribution either from the employer or the employee for at least 300 months for men and 240 months for women. The age and number of years of contributions required for a full pension are reduced for persons living in remote mountain areas and mothers caring for five or more children (or for children with disabilities).  

There are two parts to the monthly pension:

• insurance pension and

• reserve pension.

The insurance pension is calculated as the number of contributions made to the insured person's pension fund divided by 180. This pension may not be less than 100% of the basic pension amount set by the government.

The reserve pension depends on the savings in the individual retirement account (if the employee has chosen to maintain such an account). The reserve portion of the pension is calculated as the total balance divided by the life expectancy.  

Employees must pay 1% of their earnings to their mandatory individual accounts. Employers must pay 25% of the payroll to the notional defined contribution (NDC) account.  

Dependents/Survivors Benefit  
Tajikistan's law provides that for each survivor of the deceased employee, the pension consists of a base pension and part of the insurance pension. The proportion of the insurance pension is calculated based on the number of family members applying for the insurance pension. The deceased must have paid 60 months' contributions.  

The survivors pension is paid in equal parts to each eligible survivor. For one survivor, the pension is 100% of the established basic pension. For two survivors, the pension is 150%. For three or more survivors, the pension is 200%.  

Employees must pay 1% of their earnings to a mandatory individual account. Employers must pay 25% of the payroll to the notional defined contribution (NDC) account.  

Invalidity Benefit  
Tajikistan's law provides for disability benefits through compulsory social pension insurance. The disability insurance pension is provided in the event of Group I, II, and III disability as determined by the state commissioner body, which takes into account the degree of disability.  

The insurance pension is paid to the employee regardless of the reason for disability, the continuation of work, or whether the disability occurred during the work period, provided that the insurance premium has been paid for at least 60 months.  

The disability pension amount is 100% of the old-age insurance pension for Group I disability, 85% for Group II disability, and 70% for Group III disability. The minimum pension for Group I is 150% of the basic pension established by the government, 125% for Group II, and 100% for Group III.  

Employees must pay 1% of their earnings to a mandatory individual account. Employers must pay 25% of the payroll to the notional defined contribution (NDC) account.  

A person who resides in Tajikistan for more than 182 days in a 12 month period or has a permanent residence in the country is considered a resident. Residents are taxed on their income from sources inside and outside Tajikistan, while non-residents are taxed on their income from sources within the country.  

The income of Tajikistan residents is taxed between 0% and 12%.  

The personal deduction is one monthly calculation index. The monthly calculation index is set at TJS 60, effective from January 1, 2021. The income from wages of non-resident individuals is subject to taxation at a rate of 25%.  

Types of Visas  
In Tajikistan, the following categories of visas are issued:  

• The "D" type diplomatic visa is issued to heads of state, chairmen of foreign states, diplomatic agents, etc. 

• The "H" type service visa is issued to members of foreign official delegations, technical and administrative services of diplomatic missions, consular officials, employees of international organizations in Tajikistan, etc. 

• The "C" type investment visa is issued to heads of companies and companies actively investing in Tajikistan. 

• The "C" type work visa is issued to foreign citizens, stateless persons, and their family members who visit Tajikistan for business purposes. 

• The "M" type labor visa is issued to foreign citizens and their families to work in Tajikistan. 

• The "T" type tourist visa is issued to foreign citizens and stateless persons who travel to Tajikistan as tourists. 

• The "FEZ" type visa is issued to foreign citizens and stateless persons who perform labor, business, and commercial activities within the free economic zones' territory. 

• The "N" type transport visa is issued to foreign citizens and stateless persons who are drivers of vehicles that perform international freight trips. 

• The "DD" type visa for permanent residence is issued to foreign citizens and stateless persons who applied for permanent residence in Tajikistan. 

• The "J" type visa is issued to correspondents, publishers, journalists, and other foreign mass media. 

• The "TB" type visa is issued to foreign citizens and stateless persons who are officially registered or who are registered in the religious organizations in the Republic of Tajikistan. 

• The "B" type humanitarian visa is issued to foreign nationals and stateless persons who come to Tajikistan for humanitarian aid. 

• The "RT" type transit visa is issued to tourists traveling to their destination via air or road transport for a duration of 72 hours. 

• The "Exit" visa is issued to individuals whose labor contract or education contract is terminated.  

The "O1" and "O2" type educational visas

• The O1 visa is issued to foreign citizens and stateless citizens who visit Tajikistan to obtain education and entry into educational institutions.

• The O2 visa is issued to foreign citizens to attend training, conduct scientific research, etc. 
  

The "X1" and "PS2" type private visas

• The X1 visa is issued to foreign citizens and stateless persons who visit Tajikistan for medical treatment.

• The PS2 visa is issued to former Tajikistan citizens and family members of citizens for a temporary stay. 

Work Permits
Foreign citizens who wish to work in Tajikistan must obtain an "M" type work visa. This visa is issued for a period of not more than three months. The Consular Department of the Ministry of Foreign Affairs can extend the visa for a period of one year.

To apply for this visa, the following documents need to be attached to the applicant's petition:  

• Authorization from the Migratory Service of the Ministry of Labor of the Republic of Tajikistan

• Copy of employment contract