I. General Provisions

 

1.1. This Policy regulates maternity protection, guarantees, and procedures 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 all pregnant employees and mothers receive legally mandated protections related to maternity leave, childcare leave, workplace safety and job security.

1.3. No woman may be discriminated against, denied employment, dismissed, or restricted in promotion based on pregnancy, childbirth, or parental responsibilities.

1.4. The Institute guarantees the preservation of the woman’s job position, salary calculation rules, and benefits as determined by national legislation.

1.5. All maternity-related personal data is confidential and processed strictly for legal and administrative purposes.

 

II. Key Concepts

 

Maternity Leave: paid maternity leave is guaranteed under the Labour Code of Uzbekistan and provides 70 days before birth and 56 days after birth (70 days after in cases of complications or multiple births).

 

Childcare Leave: employees may take childcare leave until the child reaches three years of age, with paid benefits until age two and unpaid leave from age two to three, while their job position remains protected.

 

Breastfeeding Breaks: employees with children under two are entitled to breastfeeding breaks at least every three hours, lasting no less than 30 minutes (or 60 minutes for two or more children), and these breaks count as working time.

 

Work Restrictions: pregnant employees cannot be required to work overtime, at night, on weekends or on holidays, or be sent on business trips without their written consent.

 

III. Goals and Objectives

 

3.1. To ensure full implementation of all maternity-related guarantees under Uzbekistan’s Labour Code, including paid maternity leave, breastfeeding breaks, workplace safety, and job protection.

3.2. To support women’s full and equal participation in academic, administrative, and decision-making processes by eliminating barriers related to pregnancy or childcare responsibilities.

3.3. To prevent discrimination and ensure safe, healthy, and adaptable working conditions for pregnant and nursing employees, including protection from forced overtime, night work, and business trips.

3.4. To guarantee uninterrupted career progression and smooth reintegration into work through flexible arrangements, fair workload adjustments, and performance evaluation protections.

 

IV. Measures

 

4.1. The Institute provides paid maternity leave of 126 days (70 before birth and 56 after birth), or 70 days plus an additional 70 days in case of complications or multiple births. Payments are funded through the State Social Insurance Fund, and the Institute ensures timely documentation and processing.

4.2. Employees may take childcare leave until the child turns three, with state-paid benefits until age two and unpaid leave from age two to three. The leave may be taken by the mother, father, or other legal caregivers, and the employee’s job position remains fully protected.

4.3. Employees with children under two receive paid breastfeeding breaks at least every three hours, lasting 30 minutes, or 60 minutes if they have two or more young children. These breaks count as working time and may be combined at the start or end of the workday.

4.4. Pregnant employees may not be required to work overtime, at night, on weekends, or on holidays. They may be sent on business trips only with their written consent.

4.5. Employees with medical recommendations must be offered lighter duties or adjusted work conditions, with preservation of their average salary if pay is affected. The Institute also considers flexible hours, part-time work, or remote work where appropriate.

4.6. Employees returning from maternity or childcare leave are reinstated to their previous or equivalent job with full employment rights. Maternity or childcare leave cannot negatively impact workload, promotion, salary review, or performance assessments.

 

V. Disciplinary Actions

 

5.1. Any violation of maternity or childcare rights, including discrimination, denial of legally mandated leave, or unsafe workplace practices, shall result in disciplinary action in accordance with internal regulations and the Labour Code.

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

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

 

VI. Final Provisions

 

6.1. The Institute’s Council approves this Policy and enters into force on the date of approval.

6.2. The Policy is distributed to all departments, published in internal information systems, and introduced to all staff during onboarding.

6.3. The Policy is reviewed once every two years or earlier if relevant national legislation is amended.

6.4. The Human Resources Department and relevant administrative units carry out implementation and monitoring of this Policy.

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

 

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

 

1.5. All maternity-related personal data is confidential and processed strictly for legal and administrative purposes.

 

II. Key Concepts

 

Maternity Leave: paid maternity leave is guaranteed under the Labour Code of Uzbekistan and provides 70 days before birth and 56 days after birth (70 days after in cases of complications or multiple births).

 

Childcare Leave: employees may take childcare leave until the child reaches three years of age, with paid benefits until age two and unpaid leave from age two to three, while their job position remains protected.

 

Breastfeeding Breaks: employees with children under two are entitled to breastfeeding breaks at least every three hours, lasting no less than 30 minutes (or 60 minutes for two or more children), and these breaks count as working time.

 

Work Restrictions: pregnant employees cannot be required to work overtime, at night, on weekends or on holidays, or be sent on business trips without their written consent.

 

III. Goals and Objectives

 

3.1. To ensure full implementation of all maternity-related guarantees under Uzbekistan’s Labour Code, including paid maternity leave, breastfeeding breaks, workplace safety, and job protection.

3.2. To support women’s full and equal participation in academic, administrative, and decision-making processes by eliminating barriers related to pregnancy or childcare responsibilities.

3.3. To prevent discrimination and ensure safe, healthy, and adaptable working conditions for pregnant and nursing employees, including protection from forced overtime, night work, and business trips.

3.4. To guarantee uninterrupted career progression and smooth reintegration into work through flexible arrangements, fair workload adjustments, and performance evaluation protections.

 

IV. Measures

 

4.1. The Institute provides paid maternity leave of 126 days (70 before birth and 56 after birth), or 70 days plus an additional 70 days in case of complications or multiple births. Payments are funded through the State Social Insurance Fund, and the Institute ensures timely documentation and processing.

4.2. Employees may take childcare leave until the child turns three, with state-paid benefits until age two and unpaid leave from age two to three. The leave may be taken by the mother, father, or other legal caregivers, and the employee’s job position remains fully protected.

4.3. Employees with children under two receive paid breastfeeding breaks at least every three hours, lasting 30 minutes, or 60 minutes if they have two or more young children. These breaks count as working time and may be combined at the start or end of the workday.

4.4. Pregnant employees may not be required to work overtime, at night, on weekends, or on holidays. They may be sent on business trips only with their written consent.

4.5. Employees with medical recommendations must be offered lighter duties or adjusted work conditions, with preservation of their average salary if pay is affected. The Institute also considers flexible hours, part-time work, or remote work where appropriate.

4.6. Employees returning from maternity or childcare leave are reinstated to their previous or equivalent job with full employment rights. Maternity or childcare leave cannot negatively impact workload, promotion, salary review, or performance assessments.

 

V. Disciplinary Actions

 

5.1. Any violation of maternity or childcare rights, including discrimination, denial of legally mandated leave, or unsafe workplace practices, shall result in disciplinary action in accordance with internal regulations and the Labour Code.

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

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

 

VI. Final Provisions

 

6.1. The Institute’s Council approves this Policy and enters into force on the date of approval.

6.2. The Policy is distributed to all departments, published in internal information systems, and introduced to all staff during onboarding.

6.3. The Policy is reviewed once every two years or earlier if relevant national legislation is amended.

6.4. The Human Resources Department and relevant administrative units carry out implementation and monitoring of this Policy.

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

 

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