Employment is allowed when individuals acquire labor capacity and competence in accordance with Article 20 of this Code, starting at the age of sixteen.
For preparing youth for labor, it is permissible to employ students from general secondary, secondary specialized, and vocational educational institutions for light work that does not harm their health or moral development, does not interfere with their studies, and takes place during their free time—starting at the age of fifteen, with the written consent of one parent (or a guardian).
In cultural and entertainment organizations, television, radio broadcasting, and other mass media organizations, as well as with professional athletes, it is allowed to sign labor contracts with individuals under the age of fifteen to participate in the creation and/or performance (display) of works without harming health and moral development, with the consent of both parents (or a guardian) and approval from the guardianship and custody authority. The list of jobs, professions, and positions for which individuals of this age can be hired is approved by the Cabinet of Ministers of the Republic of Uzbekistan in coordination with the Republican Tripartite Commission for Social-Labor Issues. In this case, the labor contract is signed on behalf of the worker by their parents (or a guardian). The guardianship and custody authority's approval will specify the maximum allowable daily working hours and other conditions under which the work may be performed.
Employment and the use of labor by individuals under the age of eighteen must comply with the requirements specified in Articles 411–422 of this Code.

The termination of an employment contract by the employer is prohibited in the following cases:
On grounds not provided for by this Code or other laws;
In violation of the provisions of this Code prohibiting discrimination in employment and occupation;
During periods of temporary incapacity for work, when the employee is on leave as provided by law or other legal acts, or by the employment contract;
While the employee is relieved from work due to fulfilling state or public duties;
During the period the employee is on a business trip;
Without complying with the provisions granting guarantees to pregnant women (Article 408 of this Code) and employees with children under three years old (Article 409 of this Code).
It is also prohibited to terminate the employment contract concluded with the previous employer during the period the employee is seconded to another employer under Article 147 of this Code.
The restrictions on terminating the employment contract by the employer, as outlined in paragraphs 3–6 of part one of this article, do not apply in cases of termination of the employment contract due to the liquidation of the organization (or its separate division) by decision of its founders (participants) or the legal entity's authorized body, or due to the cessation of activity by an individual entrepreneur.

Remote work refers to the performance of a specific labor function defined by an employment contract outside the location of the employer, a separate subdivision of the organization (including those located in another area), outside of a stationary workplace, territory, or object directly or indirectly controlled by the employer. This is done using information and telecommunications networks, including the global information network (the Internet), to perform the labor function and interact between the employer and the employee regarding tasks related to its execution.
Remote workers are subject to the provisions of labor legislation and other legal acts on labor, taking into account the specificities set out in this section.
Remote work can be established:
When hiring an employee.
During employment when an employee switches from regular work mode to remote work mode.
The transition of an employee from regular work to remote work while continuing the same labor function is considered a change in working conditions. However, if the labor function changes while transitioning from regular to remote work, it is considered a transfer to a different position.

The general provisions of labor legislation apply to foreign citizens and stateless persons (hereinafter referred to as foreign citizens) who are permanently residing in the territory of the Republic of Uzbekistan and have a residence permit.
Labor legislation applies to foreign citizens who have legally entered the territory of the Republic of Uzbekistan for the purpose of engaging in labor activities and do not have a residence permit, with consideration of the specific provisions outlined in this chapter.