• Minimum paid leave: 24 calendar days per year.
• Additional leave granted to: Employees in hazardous jobs, Disabled employees.
• Unused leave: Must be used within the next year or compensated upon
  termination.

Public holidays: Employees receive paid days off.
Public Holidays
January 1 — New Year’s Day
March 8 — International Women’s Day
March 21–24 — Navruz (Spring Festival)
March 20 (expected) — Eid al-Fitr (date may vary by 1 day)
May 1 — Labour Day
May 9 — Victory Day
May 27 (expected) — Eid al-Adha (date may vary by 1 day)
June 27 — Day of National Unity
September 9 — Independence Day
November 6 — Constitution Day

Note:

• Employees working on public holidays receive double pay or an extra day off.
• Employers must shorten the workday by at least one hour before a public holiday.

• Maternity leave: 140 calendar days total (70 before birth, 70 after); fully paid by the state social insurance fund.
• Parental leave: Either parent can take unpaid leave until the child turns three.
• Additional support: Mothers may receive a childcare allowance during unpaid leave. Fathers may take unpaid
  parental leave, but there is no statutory paid paternity leave under current labor laws.

Foreign nationals must obtain a work permit and appropriate visa to be employed in Tajikistan. The main visa types include:

• Work visa (M) – For employment under a labor contract; valid up to 3 months, extendable to 1 year
• Business visa (K) – For short-term business activities; requires an invitation letter
• Investor visa (I) – For individuals investing in Tajikistan; valid up to 3 years
• Temporary residence permit – Available for foreign workers and investors
• Permanent residence permit – Issued after five years of temporary residence

Applications are processed by the Ministry of Foreign Affairs and the Migratory Service of the Ministry of Labor

Employment can be terminated under the following conditions:

• By mutual consent – Requires a written agreement.
• Expiration of fixed-term contract – Automatically ends unless renewed.
• Employee resignation – Requires 14 days’ notice.
• Employer-initiated dismissal – Requires valid legal reasons (e.g., redundancy, misconduct, poor performance, health-related inability to work).
• Immediate termination – Allowed in cases of gross misconduct (e.g. theft, workplace violence, serious rule violations).

Notice period:

• Employer-initiated dismissal: 1 month for reasons like poor performance or health issues; 2 months for staff reduction or company closure
• Immediate termination: Allowed in cases of gross misconduct, such as theft or serious violations.

The eligibility for and amount of severance pay depend on various factors, including the reason for termination.

• Redundancy or company liquidation: Employee receives one month’s average salary; Plus up to two additional months of salary during job search;
  A third month may be paid if registered with employment services
• Dismissal for misconduct or poor performance: No statutory severance pay, unless stated in the employment or collective agreement.
• Severance may be provided based on contract terms or company policy