Uzbekistan has amended its Labour Code to explicitly prohibit sexual harassment in employment and occupation under a law dated 13 November 2026. The document defines sexual harassment as unwanted sexual conduct that humiliates a person’s honour and dignity, including comments about appearance or physique, gestures, touching and sexual advances. Employers are now required to take all necessary measures to create workplaces free from sexual harassment. The same law expands the list of prohibited grounds of discrimination in labour relations to include skin colour and political beliefs.
Key Takeaways: The amendment introduces a legal definition of sexual harassment in the labour sphere and lists forms of conduct covered by the ban. It obliges employers to prevent harassment and foster a respectful working environment. It also broadens anti-discrimination protections by adding skin colour and political convictions to the existing grounds.
The change is part of a wider effort to strengthen labour rights, ensure equal opportunities and prevent all forms of discrimination, according to the law’s stated aims. The document says labour and employment relations should be based on respect for a person’s honour, freedom and dignity. By placing the prohibition directly in the Labour Code, the measure gives workers a clearer legal reference while signalling that workplace harassment is treated as a labour-rights issue rather than only a matter of internal corporate policy.
Under the amended code, sexual harassment covers unwanted acts of a sexual nature that degrade a person’s honour and dignity. The law specifically refers to comments about appearance or body, sexual gestures, touching and sexual approaches. Employers must take all necessary steps to maintain a working environment free from such conduct. The anti-discrimination provisions now also cover skin colour and political beliefs, expanding protections in recruitment, employment terms, promotion and day-to-day workplace relations.
The law states that the changes are intended to further strengthen citizens’ labour rights, create equal opportunities in employment and prevent discrimination. Its practical impact will depend on how companies and institutions translate the requirements into internal policies, complaint mechanisms and awareness measures. The amendment also places Uzbekistan’s labour rules closer to international workplace standards that treat harassment as a barrier to dignity, safety and equal participation in the labour market.
Next steps will focus on implementation and enforcement, including guidance for employers and information for workers about how to report violations. Labour inspectors, trade unions and human resources departments are likely to face questions about how the new definition applies in practice. Further explanatory materials or by-laws may follow as authorities and social partners assess how the amended code works across different sectors.
Source: www.uznews.uz