The President has signed Resolution No. PP-345 of 21 September 2026, “On Measures to Ensure a Safe and Respectful Working Environment.” The document establishes a single digital mechanism for filing and investigating complaints of workplace harassment and violence.
The resolution covers harassment, sexual and physical violence, sexual harassment, psychological pressure, persecution, discrimination, and abuse of official position for such purposes.
The program is being rolled out in stages. It is mandatory for government bodies and organizations, as well as legal entities with a state share of 50% or more, including their subsidiaries with a stake of 50% or more. For the private sector, participation is voluntary for now.
Digital channels for complaints
Two platforms will launch by 1 December 2026:
- For the public sector, the Ministry of Digital Technologies will set up the “Safe and Respectful Working Environment” portal within the systems of the Agency for Management Efficiency.
- Private companies will have access to similar features on dmi.mehnat.uz.
The portal will allow employees to file complaints online. It will also be used to conduct investigations, gather evidence, and prepare findings. Investigation records are stored and cannot be deleted. Complaints against a manager or the employee responsible for the portal are automatically escalated to a higher authority. Cases showing signs of an administrative offense or crime are referred to law enforcement through the 112 emergency service, and the Ministry of Internal Affairs and the Prosecutor General’s Office will closely monitor how they are handled.
Managers at all levels are personally responsible for keeping complaints and related information confidential. In government bodies, at least one HR specialist must be designated to run the portal and organize training. Employees there must complete short online training courses every year. For private companies, training offered by the Ministry of Employment is voluntary.
Workforces in government bodies are advised to set out two categories of offense in their internal labor regulations. Sexual or physical violence and sexual harassment are to be treated as a single gross breach of employment duties, which is grounds for dismissal. Harassment, psychological pressure, discrimination, and retaliation for filing a complaint are to be treated as breaches of labor discipline.
