I.General Provisions

 

1.1. This Policy regulates paternity-related guarantees in accordance with the Labour Code of the Republic of Uzbekistan, the Law No. O‘RQ-562 “On Guarantees of Equal Rights and Opportunities for Women and Men,” and the Constitution of Uzbekistan.

1.2. The Institute ensures that male employees with childcare responsibilities receive all protections and rights provided by national legislation, including childcare leave, flexible work arrangements, and workplace safety guarantees.

 

II.Key Concepts

 

Childcare Leave: Leave granted to a parent or legal caregiver until the child reaches three years of age, with state-paid benefits until age two and unpaid leave from age two to three.

 

Work Restrictions: Employees with children under three may not be required to work overtime, at night, on weekends or on holidays, or be sent on business trips without written consent.

 

Flexible Work: Reduced hours, adjusted schedules, or other accommodations allowed under the Labour Code for employees with family responsibilities.

 

III.Goals and Objectives

 

3.1. To ensure the complete application of paternity-related rights provided under Uzbekistan’s Labour Code.

3.2. To support men's participation in childcare as permitted by law, contributing indirectly to gender equality and women’s uninterrupted career progression.

3.3. To prevent discrimination against employees with childcare responsibilities and ensure compliance with legal protections regarding working hours and workplace safety.

 

 

IV.Measures

 

4.1. Fathers may take childcare leave until the child reaches three years of age. The leave is paid until age two through state benefits and unpaid from age two to three, with the employee’s job position and employment rights fully protected.

4.2. Employees with children under three may not be required to work overtime, at night, on weekends or on holidays, and may be assigned business trips only with their written consent, in accordance with the Labour Code.

4.3. Employees with childcare responsibilities may request shorter working hours, adjusted duties, or other forms of flexible work where allowed by law. Such requests are considered in line with legal requirements and operational capacity.

4.4. Employees returning from childcare leave must be reinstated to their previous or an equivalent position with complete preservation of employment rights. Childcare leave may not negatively affect evaluation, promotion, or salary decisions.

 

V.Disciplinary Actions

 

5.1. Any violation of legally established childcare rights—including discrimination or refusal to grant legally mandated leave—results in disciplinary action according to internal regulations and national law.

5.2. Disciplinary actions may include a written warning, reprimand, fine, suspension, or dismissal, depending on the severity of the violation.

5.3. The Institute ensures confidentiality and protection against retaliation for employees who report violations of this Policy.

 

VI.Final Provisions

 

6.1. This Policy is approved by the Institute’s Council and enters into force on the date of signing.

6.2. The Policy is distributed to all departments, published in internal systems, and introduced to all new employees.

6.3. The Policy is reviewed every two years or earlier if national legislation changes.

6.4. Implementation and monitoring are carried out by the Human Resources Department and relevant administrative units.

6.5. This Policy applies to all employees of the Institute, including academic staff, administrative staff, part-time employees, and contract workers.

 

The Uzbek language version of the Policy shall prevail in terms of legal force.