The President of Uzbekistan, Shavkat Mirziyoyev, signed a decree on September 21 concerning measures to ensure a safe and respectful working environment in the labor sphere.
The Ministry of Justice reported that this document provides for the phased implementation of the relevant program in state bodies and organizations, as well as in companies with state participation.
The program applies to legal entities where the state owns 50% or more of the shares, as well as to companies in which such legal entities hold at least a 50% stake.
Program Implementation Mechanisms
By December 1, 2026, the Information Systems Agency for Management Development must launch the portal 'Safe and Respectful Working Environment' for state structures and organizations.
Through this portal, employees will be able to submit online reports regarding cases of violence and harassment. If the complaint concerns an employee responsible for the portal's operation, their direct supervisor, or a government official, the message will be automatically forwarded to higher management.
The platform is also intended for reviewing complaints, collecting evidence, preparing conclusions, exchanging information, and communicating on relevant cases. The system must store data on investigations, their results, adopted measures, and subsequent changes, while the document stipulates the protection of this data from destruction.
If the report contains signs of an administrative offense or a crime, it must be transferred through the unified dispatch service '112' to the authorized body.
Control and Recommendations
The Agency for Management Development will monitor compliance with the program's rules through the portal. Upon identifying violations, the agency can issue mandatory directives for their elimination.
State structures and organizations are recommended to stipulate in their internal labor regulations that sexual or physical violence, as well as sexual harassment, may be considered a single gross violation of labor duties.
It is also recommended to consider harassment, psychological pressure, and discrimination by or against an employee, as well as retaliation for filing a complaint, as violations of labor discipline.
According to the Labor Code, an employer may apply disciplinary sanctions for violations of labor discipline, such as a reprimand, a fine of no more than 30% of the employee's average monthly salary, or termination of the employment contract. The employment contract may also be terminated in the event of a single gross violation of labor duties.
Although the program is intended to apply to enterprises, organizations, and institutions regardless of ownership form, the Ministry of Justice's statement does not specify how it will be implemented in the private sector.


