The main tasks of this Code are:
Establishing state guarantees for the labor rights and freedoms of employees, including the right to work, the free choice of employment, fair and safe working conditions, and protection from unemployment;
Ensuring the realization of employers' rights in the selection, placement of staff, and organization of an efficient labor process;
Promoting and developing social partnership in the field of labor;
Ensuring the protection of the rights and lawful interests of employees and employers;
Contributing to the effective functioning of the labor market.

The basic principles of legal regulation of individual labor relations and public relations directly related to them are:
Equality of labor rights, prohibition of discrimination in the field of labor and occupations;
Freedom of labor and prohibition of forced labor;
Social partnership in the field of labor;
Guarantee of labor rights and fulfillment of labor duties;
Prohibition of worsening the legal status of the employee.

Everyone has equal opportunities for the realization and protection of labor rights.
Discrimination in the field of labor and occupations is prohibited. Discrimination is the establishment of any direct or indirect restrictions, or the provision of any direct or indirect advantages in labor and occupations based on gender, age, race, nationality, language, social origin, criminal history of relatives, property and official status, place of residence, religious beliefs, convictions, membership in public associations, or other factors not related to the professional qualities of workers and the results of their labor.
Justified differences, exceptions, preferences, and limitations of workers' rights in labor and occupations that are based on the nature of the work or special care for individuals who require increased social protection (such as those performing family duties, minors, persons with disabilities, pregnant women, and others) are not considered discrimination.
Justified differences in labor regulation for certain categories of workers may be based on the nature of the labor relationship between the worker and the employer, the location of work, working conditions and the type of labor, the legal status of the employer, the specific nature of work in certain industries and professions, psycho-physiological characteristics of the worker's body, the presence of family obligations, and other objective circumstances.
A person who believes they have been subjected to discrimination in labor and/or occupations can appeal the discrimination through the established procedures, including filing a lawsuit for the elimination of discrimination, compensation for material damages, and moral harm.

Freedom of labor means the right of every individual to manage their labor abilities, realize them in any legally permissible form, freely choose their occupation, profession, specialty, place of work, and working conditions.
In the context of individual labor relations, freedom of labor is manifested in the freedom of the labor contract, which includes:
The freedom of employees and employers to conclude an employment contract. Coercion of either party into concluding an employment contract is prohibited. If the employer is legally required to conclude a contract, the employer must do so;
The determination of the contractual terms (both basic and additional) by mutual agreement of the parties;
The ability to change the employment contract by agreement between the employee and employer;
The ability to terminate any employment contract at any time by mutual agreement of the parties;
The right of the employee to terminate the employment contract voluntarily in the manner prescribed by this Code;
The right of the employer to terminate the employment contract on their own initiative, provided there are grounds for termination as specified in this Code, and in compliance with the prescribed procedure;
In cases established by this Code or other laws, the possibility of including additional grounds for termination in the employment contract.
Forced labor is prohibited.
Forced labor refers to any work or service required from an individual under the threat of punishment, for which the individual did not voluntarily offer their services. Punishment refers to the application or threat of applying material, physical, or psychological measures that compel an individual to perform work without their voluntary consent.

Forced labor does not include:

Military service or work related to alternative service under the Law of the Republic of Uzbekistan "On General Military Duty and Military Service";
Work required due to the introduction of a state of emergency or martial law;
Work carried out as a punishment in accordance with a final court decision under the supervision of state authorities responsible for enforcing the law in judicial matters.

The scope of labor legislation extends to:
Individual labor relations between an employee and an employer;
Public relations directly related to individual labor relations.
Individual labor relations are those based on an agreement between the employee and employer regarding the personal performance of work for payment, with the employee being subject to the internal work regulations and the employer providing the working conditions prescribed by labor legislation and other labor-related legal acts, as well as the employment contract.
It is prohibited to conclude civil law contracts that effectively regulate individual labor relations between the employee and employer.
Public relations directly related to individual labor relations include:
Employment relations between the employee and employer;
Relations concerning professional training, retraining, and qualification improvement for employees by the employer;
Collective labor relations arising during the process of social partnership in the labor sector;
Relations regarding control and supervision of compliance with labor legislation, occupational safety regulations, and other labor-related legal acts;
Relations concerning the resolution of labor disputes.
The labor legislation of the Republic of Uzbekistan applies to labor relations involving foreign citizens, stateless persons, organizations created or established by foreign citizens or stateless persons, or with their participation, as well as international organizations and foreign legal entities, unless otherwise specified by the laws or international treaties of the Republic of Uzbekistan.
The labor legislation also applies to civil servants of the Republic of Uzbekistan, including employees sent to work in government institutions abroad (diplomatic, consular, and other institutions), and individuals undergoing alternative service, with specific provisions outlined by the laws.
The labor legislation applies to civil servants within the scope not regulated by the Law of the Republic of Uzbekistan "On State Civil Service."
The labor legislation applies to contract military personnel, as well as military personnel (officers) serving in the Ministry of Internal Affairs, the State Customs Committee, the National Security Service, the National Guard of Uzbekistan, and other similarly positioned individuals, to the extent it does not contradict special legislation.

Labor legislation applies to judges in matters not governed by judicial legislation.

Labor legislation applies to workers in prosecutorial bodies in matters not contrary to the legislation governing the activities of the prosecution.

Labor legislation applies to workers in rescue services and professional rescue units employed under labor contracts in areas not regulated by the Law of the Republic of Uzbekistan "On Rescue Services and the Status of Rescuers."

Labor legislation applies to labor relations of convicts serving sentences for crimes, subject to exceptions and restrictions prescribed by the Criminal Executive Code of the Republic of Uzbekistan.

Labor legislation does not apply to the following individuals (unless they also act as employers or their representatives in the manner established by this Code):

Military personnel serving mandatory military service;
Members of supervisory boards of organizations;
Members of audit commissions (auditors) who are not employees of the organization;
Individuals performing work (providing services) under civil law contracts;
Other individuals as prescribed by law.
If relations regarding the use of personal labor arise under a civil law contract but are later recognized as individual labor relations by this Code or other laws, the provisions of labor legislation and other labor-related legal acts will apply to such relations.

The subjects of individual labor relations are the employee and the employer.
Employees can be citizens of the Republic of Uzbekistan, as well as foreign citizens and stateless persons who have labor capacity and legal capacity, have reached the age prescribed by this Code, and have entered into an employment contract with an employer.

Employers can be:

Organizations, regardless of ownership type and departmental subordination;
Branches, representative offices, or other separate subdivisions of organizations (hereinafter referred to as "separate subdivisions of organizations");
Individuals.
Individuals may act as employers:

If they are registered as individual entrepreneurs conducting business activities without forming a legal entity;
If they employ domestic workers for personal service and household assistance;
If their professional activity requires registration and/or licensing, and they enter into labor relations with workers for the purpose of carrying out such activities, as prescribed by law.

The ability to have labor rights and obligations (labor capacity) and the ability of a citizen (individual) to acquire and exercise labor rights, create labor obligations for themselves, and fulfill them (labor competence) is equally recognized for all citizens of the Republic of Uzbekistan.
Foreign citizens and stateless persons have the same labor capacity and competence as citizens of the Republic of Uzbekistan, unless otherwise provided by the legislation or international agreements of the Republic of Uzbekistan.
Labor capacity and competence of the employee arise simultaneously from the moment the individual reaches the age of sixteen, except in cases provided by this Code and other laws.

An employee has the right to:
Enter into, amend, and terminate a labor contract in the manner and under the conditions established by this Code and other laws;
Be provided with work by the employer as specified in the labor contract;
A workplace that meets occupational safety requirements;
Timely and full payment for labor in accordance with their qualifications, the complexity of the work, and the quantity and quality of work performed;
Rest, ensured by the establishment of maximum working hours, reduced working hours for certain professions and categories of employees, weekly days off, public holidays, and annual labor vacations;
Working conditions that meet safety and hygiene standards, as well as receiving complete and accurate information about working conditions and safety requirements at the workplace;
Professional training, retraining, and qualification improvement in accordance with labor legislation, other legal acts on labor, and the labor contract;
Join trade unions and other organizations for the representation and protection of their labor rights, freedoms, and legal interests;
Receive information about collective agreements and collective contracts, as well as their fulfillment, including through their representatives;
Compensation for material damage caused to the employee in connection with the performance of their labor duties, and compensation for moral harm as prescribed by labor legislation;
Protect their labor rights, freedoms, and legal interests by all legal means not prohibited by law;
Resolve labor disputes in the manner established by this Code and other laws.
An employee may have other rights in accordance with labor legislation, other legal acts on labor, and the labor contract.

The employer is obliged to:
Comply with labor legislation and other legal acts related to labor, as well as the conditions of labor contracts;
Provide employees with the work specified in the labor contract;
Avoid violating the requirements of this Code regarding the prohibition of discrimination in employment and occupation during the hiring process, during employment, and when terminating a labor contract;
Avoid the use of forced and worst forms of child labor;
Ensure safety and working conditions that meet the regulatory requirements for labor protection;
Provide employees with the necessary equipment, tools, technical documentation, and other means required to fulfill their labor duties;
Pay employees their full wages within the deadlines established by this Code, collective agreements, internal labor regulations, other local acts, and labor contracts;
Conduct collective negotiations and conclude collective agreements in the manner established by this Code;
Provide employee representatives with full and accurate information necessary to conclude a collective agreement and ensure its execution;
Inform employees of their right to form unions;
Familiarize employees with local acts related to their work activities, ensuring they acknowledge receipt;
Timely comply with instructions from state labor inspectors and officials from other state bodies authorized to monitor and enforce labor legislation;
Rehire employees whose labor contracts were previously terminated, in cases where their positions were preserved due to election to government positions;
Timely review recommendations from trade union bodies or other employee representatives regarding violations of labor laws and take corrective measures, reporting actions taken to the relevant bodies;
Address employees' household needs related to the performance of their labor duties;
Ensure compulsory state social insurance for employees against workplace accidents and occupational diseases, as well as compulsory employer liability insurance;
Compensate employees for material damage caused while performing their labor duties, according to the procedures and conditions set by labor law;
Timely register labor contracts, as well as changes and additions to them, in the interdepartmental software complex "Unified National Labor System" in accordance with the procedure established by the Cabinet of Ministers of the Republic of Uzbekistan.
The employer may have additional obligations under labor legislation, other legal acts related to labor, and labor contracts.

Either party to social partnership may initiate collective negotiations.
Within three months before the expiration of the previous collective agreement, collective contract, or within the timeframes specified in these documents, either party to social partnership has the right to send the other party a written notification about the commencement of negotiations for a new collective agreement or collective contract.
Collective negotiations and the conclusion of collective agreements or collective contracts on behalf of employees by persons representing the interests of employers, as well as organizations or bodies created or funded by employers, local executive authorities, government agencies, or political parties, are not permitted.
The parties to social partnership must provide each other with any relevant information necessary for conducting collective negotiations no later than two weeks from the receipt of the respective request.
Participants in collective negotiations and other persons involved in the negotiations must not disclose obtained information if it pertains to state secrets or other legally protected confidential matters.