Are you searching for growth opportunities for your company? These days, companies are increasingly turning to the international market to expand their operations. While Uzbekistan may not be the first country that comes to mind when you think of global expansion, this nation has made immense progress in transitioning to a market-based economy over the last few decades.
Like any other country, Uzbekistan poses a unique set of challenges for businesses in the process of international expansion. Among other things on your to-do list, you’ll need to make sure all of your employees have the permits and visas they need to legally live and work in Uzbekistan.
Types of Work Visas in Uzbekistan
Uzbekistan issues a wide variety of visas to foreign nationals. As in many other countries, visa categories differ based on the reason for traveling to Uzbekistan. Some common types of visas include:
- A-1 visas for students and interns
- T visas for tourists
- D-1 visas for individuals who are permanently employed by diplomatic representatives
- E visas for foreign nationals employed in Uzbekistan
- B-2 visas for business representatives
Foreign employees will need a type E visa to travel to Uzbekistan to work.
Requirements to Obtain Uzbekistan Work Visas
To get a visa to work in Uzbekistan, applicants will need to provide the following documents:
- A passport that’s valid for at least three months
- A copy of the information page of the applicant’s passport
- Two passport photos in color
- A duly completed visa application form
- An employment contract with a company based in Uzbekistan
- Proof of the applicant’s work history, such as letters of reference from former employers
- Proof of accommodations in Uzbekistan, such as a signed copy of a lease
As of March 1, 2022, Uzbekistan no longer requires a medical certificate stating that the applicant has tested negatively for HIV for work permit applications.
Before a foreign national can apply for a permit to work in Uzbekistan, the employer will need to obtain a Corporate Work License. This license is typically valid for six months to a year, and it allows the company to hire a fixed number of foreign nationals.
The employer must also prove that it’s necessary to outsource the job to a foreign worker. To do so, they’ll need to initiate a local labor market search to determine whether there are any eligible job seekers in Uzbekistan to fill the position. Once the employer establishes the need for a foreign hire, the prospective employee can begin the visa application process.
To get a type E work visa, foreign nationals should visit the Uzbek embassy or consulate in their country of residence to submit an application. They will also need to apply for a work permit from the Ministry of Labor in Uzbekistan. Applicants should wait in their country of residence for the visa application to be approved by the relevant officials.
Upon approval of a work visa, foreign nationals have up to 30 days to travel to Uzbekistan. The work visa is valid for a single entry. After arriving in Uzbekistan, foreign nationals must visit the local police station to register their address. Once they’ve registered their address and obtained their work permit, foreign employees can begin working in Uzbekistan.
Other Important Considerations
Processing times can vary for Uzbek work permit applications, so you and your employees should plan ahead and apply well in advance. It can take two to three months from the time the employee submits the application to the time they’re permitted to travel to Uzbekistan.
Partner With Globalization Partners
As your company expands overseas, you’ll want to have an experienced global PEO on your side, and that’s where we come in. Globalization Partners will guide you through the expansion process from day one and provide lasting support as your international operations grow. To learn more about our comprehensive solution for global employment, contact us today.
THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.