[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fgarantii-zanyatosti":3,"menu:\u002Fru-tj:":55,"sites:htmlblocks":196,"subsites":1395,"cite-subsites":4959,"footer:ru-tj":5436,"suggested:ru-tj":5532,"cite-footer:ru-tj":5538},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":25,"rendered":33,"description":34,"body":35,"body_blocks":36,"call_to_action":37,"owner":44,"related_pages":51,"related_sites":52,"in_subsite":53,"contact_page_url":7,"banner_message":54},36786,"garantii-zanyatosti","Контракты и увольнения",null,"","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fgarantii-zanyatosti","labourlaw.labourlawpage","ru_TJ","\u002Fcms\u002Fpages\u002F36786\u002Fedit\u002F",[14,17,20,23],{"title":15,"slug":16},"Таджикистан","ru-tj",{"title":18,"slug":19},"Работа в Таджикистане","rabota-v-tadzhikistane",{"title":21,"slug":22},"Трудовое право","trudovoe-pravo",{"title":24,"slug":5},"Гарантии занятости",{"title":26,"description":8,"image":27,"canonical":28,"robots":29,"og_type":30,"twitter_card":31,"locale":16,"created_at":32,"last_modified_at":32},"Особенности оформления трудового договора: состав и форма","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Fwageindicator_655513606.2e16d0ba.fill-1200x630.jpg","https:\u002F\u002Fwageindicator.org\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fgarantii-zanyatosti\u002F","index, follow","website","summary_large_image","2026-03-13T01:31:07.165488+01:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Контракты и увольнения\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">Последнее обновление:\n      26.02.2026\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Трудовой договор\u003C\u002Fh2>\n          \u003Cp>В Таджикистане трудовые договоры регулируются Трудовым кодексом Республики Таджикистан (2016 г., № 1329).\u003C\u002Fp>\n\u003Cp>Трудовой договор может быть заключен на неопределенный срок, на фиксированный срок не более пяти лет или на время выполнения конкретной работы. Договоры могут быть устными или письменными, но, как правило, трудовой договор должен быть заключен в письменной форме, чтобы обеспечить его юридическую силу и защиту обеих сторон.\u003C\u002Fp>\n\u003Cp>Закон требует наличия письменного трудового договора, и в случае его отсутствия факт фактического выполнения работы считается доказательством существования трудовых отношений, обязывающим работодателя оформить их в письменной форме. Работодатели по закону обязаны предоставить работникам письменный договор или письмо о назначении, содержащее основные условия трудовых отношений.\u003C\u002Fp>\n\u003Cp>Согласно Трудовому кодексу, такой письменный документ должен содержать следующие сведения:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>полное имя работодателя и работника;\u003C\u002Fli>\n\u003Cli>место работы;\u003C\u002Fli>\n\u003Cli>должность, профессия или должностные обязанности;\u003C\u002Fli>\n\u003Cli>дата начала работы;\u003C\u002Fli>\n\u003Cli>права и обязанности сторон;\u003C\u002Fli>\n\u003Cli>режим рабочего времени и времени отдыха;\u003C\u002Fli>\n\u003Cli>условия оплаты труда (заработная плата, премии, надбавки, вычеты);\u003C\u002Fli>\n\u003Cli>положения о праве на отпуск;\u003C\u002Fli>\n\u003Cli>срок действия договора (бессрочный или срочный); и\u003C\u002Fli>\n\u003Cli>любые другие условия, требуемые законом или согласованные сторонами.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Трудовой кодекс также требует, чтобы трудовой договор или письмо о назначении на должность были предоставлены не позднее чем через три дня с момента начала работы. Невыдача такого документа считается нарушением трудового законодательства, и считается, что работник имеет все права и гарантии, предусмотренные Кодексом, с первого дня фактической работы.\u003C\u002Fp>\n\u003Cp>Если в договоре не указан срок, он считается бессрочным и не может быть продлен без согласия работника.\u003C\u002Fp>\n\u003Cp>Для исполнительных органов (должностных лиц) срок действия договора определяется уставными документами работодателя или по взаимному соглашению.\u003C\u002Fp>\n\u003Cp>Договор может быть изменен только по взаимному письменному соглашению, при этом допускаются любые изменения адреса или имени без изменения других условий договора. В срочных договорах должны быть указаны их срок и причины. Права и гарантии, предусмотренные договором, не могут быть уменьшены ниже стандартов, установленных Трудовым кодексом и связанными с ним законами.\u003C\u002Fp>\n\u003Cp>Источник: §21  -26 Трудового кодекса 2016 года, последние изменения внесены в 2024 году\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Срочный трудовой договор для Постоянной Работы\u003C\u002Fh2>\n          \u003Cp>Трудовой договор может быть заключен на фиксированный срок (не менее 1 года), за исключением особых ситуаций (таких как сезонная работа или замена отсутствующего работника). Для сезонной работы, не превышающей 6 месяцев, или для выполнения конкретной задачи или проекта.\u003C\u002Fp>\n\u003Cp>Максимальный срок действия одного срочного трудового договора составляет пять лет (60 месяцев). Трудовой кодекс не устанавливает строгого количества продлений, однако неоднократное продление срочных трудовых договоров без объективных оснований не допускается. Если срочный трудовой договор неоднократно продлевается без надлежащего обоснования или если работник продолжает работать после истечения срока договора и ни одна из сторон не требует его расторжения, договор по закону считается перешедшим в разряд бессрочных.\u003C\u002Fp>\n\u003Cp>Срочные контракты допускаются, когда:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>невозможно использовать бессрочный договор в связи с характером работы или интересами работника.\u003C\u002Fli>\n\u003Cli>Запрещается использовать срочные контракты для уклонения от выплаты льгот работникам с бессрочными контрактами.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Если срочный договор истекает и не расторгается, он становится бессрочным договором, если ни одна из сторон не требует его расторжения.\u003C\u002Fp>\n\u003Cp>Источник: §24, 25 Трудового кодекса 2016 года, последние поправки внесены в 2024 году\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Испытание\u003C\u002Fh2>\n          \u003Cp>Трудовой договор может включать испытательный срок до 3 месяцев, согласованный обеими сторонами. В течение этого времени применяются все соответствующие законы, условия договора и коллективные соглашения. Некоторые лица, такие как лица моложе 18 лет, недавние выпускники и инвалиды с рекомендациями, освобождаются от испытательного срока.\u003C\u002Fp>\n\u003Cp>Отсутствие на работе по причине болезни или по уважительным причинам не учитывается в испытательном сроке. Если в договоре не указан испытательный срок, считается, что работник принят на работу без испытательного срока. Если по окончании испытательного срока работодатель повышает работника, считается, что работник прошел испытательный срок.\u003C\u002Fp>\n\u003Cp>Если работодатель повышает работника до более высокой должности до окончания испытательного срока, считается, что работник успешно прошел испытательный срок. Если стороны не оговаривают расторжение трудового договора после испытательного срока, договор продолжает действовать и может быть расторгнут на основании общих принципов, изложенных в Кодексе и других правовых документах Таджикистана. Однако положения, касающиеся продления\u002Fпродления испытательного срока, найти не удалось. В случае неудовлетворительной работы работника в течение испытательного срока работодатель может уведомить работника в письменной форме с указанием причин расторжения не ранее чем за семь дней до окончания испытательного срока.\u003C\u002Fp>\n\u003Cp>Испытательный срок одинаков для всех видов работ, за исключением уже упомянутых условий.\u003C\u002Fp>\n\u003Cp>Источник: §19, 28, 42 Трудового кодекса 2016 года, последние изменения внесены в 2024 году\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Увольнения\u003C\u002Fh2>\n          \u003Cp>\u003Cstrong>Виды увольнения\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Трудовой кодекс предусматривает несколько оснований для расторжения трудового договора в Таджикистане. Договор может быть расторгнут:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>По взаимному согласию сторон\u003C\u002Fli>\n\u003Cli>По инициативе работника или работодателя\u003C\u002Fli>\n\u003Cli>По истечении срока действия договора\u003C\u002Fli>\n\u003Cli>В силу неконтролируемых обстоятельств (форс-мажор)\u003C\u002Fli>\n\u003Cli>Если работник переходит на другую работу или назначается на должность, которая делает продолжение трудовых отношений невозможным.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Расторжение договора должно быть задокументировано работодателем, за исключением случаев, когда работодатель умер или был официально признан пропавшим без вести.\nПричины расторжения\u003C\u002Fp>\n\u003Cp>По взаимному согласию любая из сторон может в любое время инициировать расторжение договора, направив письменное уведомление. Получившая уведомление сторона должна ответить в течение трех рабочих дней, и обе стороны должны согласовать дату расторжения договора. Если это оговорено в договоре, работодатель может расторгнуть договор, не дожидаясь ответа, выплатив компенсацию в размере не менее среднегодового заработка работника.\u003C\u002Fp>\n\u003Cp>Работники могут уволиться с бессрочного договора, предоставив письменное уведомление за две недели. По истечении срока уведомления работодатель должен вернуть работнику трудовую книжку и выплатить окончательный расчет.\u003C\u002Fp>\n\u003Cp>Досрочное расторжение договора допускается с согласия работодателя или по уважительным причинам, включая проблемы со здоровьем, инвалидность, нарушение трудового законодательства работодателем или другие веские причины. Работники также могут уволиться немедленно без уведомления, если работодатель ввел их в заблуждение относительно условий труда или не обеспечил безопасность на рабочем месте. Увольнение может быть отозвано в течение периода уведомления, если еще не был найден заместитель.\u003C\u002Fp>\n\u003Cp>Работодатели могут расторгнуть контракты по следующим причинам:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Ликвидации организации или закрытия индивидуального предприятия\u003C\u002Fli>\n\u003Cli>Сокращение должностей\u003C\u002Fli>\n\u003Cli>Несоответствие работника требованиям должности из-за недостаточной квалификации или проблем со здоровьем, подтвержденных оценками или медицинскими заключениями\u003C\u002Fli>\n\u003Cli>Неоднократного невыполнения служебных обязанностей без уважительной причины\u003C\u002Fli>\n\u003Cli>Прогулы (более трех часов в течение рабочего дня или более четырех месяцев подряд по причине болезни)\u003C\u002Fli>\n\u003Cli>Нахождение в состоянии алкогольного опьянения на рабочем месте\u003C\u002Fli>\n\u003Cli>Кража, коррупция или несанкционированное разглашение государственных или организационных секретов, установленных судом\u003C\u002Fli>\n\u003Cli>Нарушения правил охраны труда, техники безопасности или правил дорожного движения, которые могут привести к серьезным последствиям\u003C\u002Fli>\n\u003Cli>Отказ пройти обязательное медицинское обследование на предмет интоксикации\u003C\u002Fli>\n\u003Cli>Участие в забастовках, признанных незаконными по решению суда\u003C\u002Fli>\n\u003Cli>Лишение доступа к государственной тайне\u003C\u002Fli>\n\u003Cli>Конкретные профессиональные проступки (например, в сфере финансов или образования), представление поддельных документов при приеме на работу или неудачное прохождение испытательного срока.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Контракт также может быть расторгнут, если сотрудник занимает несколько должностей и нанимается другой кандидат, не имеющий дополнительной работы, или если закон запрещает занимать несколько должностей.\u003C\u002Fp>\n\u003Cp>Дополнительные основания для увольнения могут быть предусмотрены применимым законодательством, уставом организации или внутренними правилами.\u003C\u002Fp>\n\u003Cp>Однако увольнения (за исключением ликвидации или закрытия) допускаются только в том случае, если невозможно перевести работника на другую должность с его согласия. Увольнение во время временной нетрудоспособности, служебного отпуска или командировки не допускается, за исключением случаев ликвидации или закрытия организации. Работодателям запрещается увольнять работников по основаниям, не предусмотренным Трудовым кодексом.\u003C\u002Fp>\n\u003Cp>Действия работодателя в случае коллективных увольнений\nВ случае потенциальных массовых увольнений Трудовой кодекс требует от работодателей согласовывать превентивные меры с представителями работников и уполномоченным органом по труду. Эти меры включают:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Ограничение или приостановление найма новых сотрудников\u003C\u002Fli>\n\u003Cli>Увольнение работников, имеющих вторую работу\u003C\u002Fli>\n\u003Cli>Сокращение сверхурочной работы\u003C\u002Fli>\n\u003Cli>Изменение условий труда\u003C\u002Fli>\n\u003Cli>Временную приостановку деятельности\u003C\u002Fli>\n\u003Cli>Проведение поэтапных увольнений\u003C\u002Fli>\n\u003Cli>Принятие других мер, определенных в коллективных соглашениях и контрактах\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Грубое нарушение трудовой дисциплины\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>К основаниям, считающимся грубым нарушением дисциплины и оправдывающим увольнение, относятся:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Кража или коррупция\u003C\u002Fli>\n\u003Cli>Раскрытие организационных или государственных секретов\u003C\u002Fli>\n\u003Cli>Нарушение правил охраны труда, техники безопасности или правил дорожного движения, повлекшее за собой серьезные последствия\u003C\u002Fli>\n\u003Cli>Прогулы\u003C\u002Fli>\n\u003Cli>Отказ пройти необходимые медицинские осмотры\u003C\u002Fli>\n\u003Cli>Участие в забастовках, объявленных незаконными\u003C\u002Fli>\n\u003Cli>Нахождение в состоянии алкогольного опьянения на рабочем месте\u003C\u002Fli>\n\u003Cli>Профессиональные нарушения в определенных секторах, таких как финансы или образование\u003C\u002Fli>\n\u003Cli>Представление поддельных документов при приеме на работу\u003C\u002Fli>\n\u003Cli>Неоднократное невыполнение служебных обязанностей без уважительной причины\nНесправедливое увольнение\nНесправедливое увольнение включает в себя любое увольнение:\u003C\u002Fli>\n\u003Cli>Осуществленное без законных оснований, определенных в Трудовом кодексе\u003C\u002Fli>\n\u003Cli>Во время временной нетрудоспособности, ежегодного отпуска или командировки работника, за исключением случаев ликвидации или закрытия предприятия\u003C\u002Fli>\n\u003Cli>Когда работодатель не рассматривает возможность перевода работника на другую подходящую должность с его согласия.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Работодателям также запрещается увольнять работников по своему усмотрению или по основаниям, выходящим за рамки установленных законом.\u003C\u002Fp>\n\u003Cp>Средства правовой защиты в случае несправедливого увольнения\nВ случае несправедливого или незаконного увольнения применяются следующие меры правовой защиты:\n - Восстановление работника в должности по решению суда или добровольно работодателем\n - Компенсация за упущенную заработную плату за период, в течение которого работник не мог работать\n - Возмещение судебных и связанных с ними расходов, понесенных в ходе апелляционного процесса\n - Компенсация морального ущерба\nРаботники, уволенные в связи с сокращением штатов или изменением условий труда, имеют право на:\n - Обязательной выплате за сокращение штата в размере не менее средней месячной заработной платы\n - При регистрации в центре занятости в течение 10 дней после увольнения — продолжение выплаты средней месячной заработной платы в течение второго и третьего месяцев безработицы\u003C\u002Fp>\n\u003Cp>Источник: §18, 39, 42 Трудового кодекса 2016 года, последние изменения внесены в 2024 году\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Материалы по теме\u003C\u002Fh2>\n      \n          _ll_noticeseverance_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Когда заключают срочный трудовой договор? Где смотреть испытательный срок? Узнайте, как верно заключить трудовой договор","\u003Cdiv>\n\n\u003Cspan>Последнее обновление:\n      26.02.2026\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Трудовой договор\u003C\u002Fh2>\n\u003Cp>В Таджикистане трудовые договоры регулируются Трудовым кодексом Республики Таджикистан (2016 г., № 1329).\u003C\u002Fp>\n\u003Cp>Трудовой договор может быть заключен на неопределенный срок, на фиксированный срок не более пяти лет или на время выполнения конкретной работы. Договоры могут быть устными или письменными, но, как правило, трудовой договор должен быть заключен в письменной форме, чтобы обеспечить его юридическую силу и защиту обеих сторон.\u003C\u002Fp>\n\u003Cp>Закон требует наличия письменного трудового договора, и в случае его отсутствия факт фактического выполнения работы считается доказательством существования трудовых отношений, обязывающим работодателя оформить их в письменной форме. Работодатели по закону обязаны предоставить работникам письменный договор или письмо о назначении, содержащее основные условия трудовых отношений.\u003C\u002Fp>\n\u003Cp>Согласно Трудовому кодексу, такой письменный документ должен содержать следующие сведения:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>полное имя работодателя и работника;\u003C\u002Fli>\n\u003Cli>место работы;\u003C\u002Fli>\n\u003Cli>должность, профессия или должностные обязанности;\u003C\u002Fli>\n\u003Cli>дата начала работы;\u003C\u002Fli>\n\u003Cli>права и обязанности сторон;\u003C\u002Fli>\n\u003Cli>режим рабочего времени и времени отдыха;\u003C\u002Fli>\n\u003Cli>условия оплаты труда (заработная плата, премии, надбавки, вычеты);\u003C\u002Fli>\n\u003Cli>положения о праве на отпуск;\u003C\u002Fli>\n\u003Cli>срок действия договора (бессрочный или срочный); и\u003C\u002Fli>\n\u003Cli>любые другие условия, требуемые законом или согласованные сторонами.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Трудовой кодекс также требует, чтобы трудовой договор или письмо о назначении на должность были предоставлены не позднее чем через три дня с момента начала работы. Невыдача такого документа считается нарушением трудового законодательства, и считается, что работник имеет все права и гарантии, предусмотренные Кодексом, с первого дня фактической работы.\u003C\u002Fp>\n\u003Cp>Если в договоре не указан срок, он считается бессрочным и не может быть продлен без согласия работника.\u003C\u002Fp>\n\u003Cp>Для исполнительных органов (должностных лиц) срок действия договора определяется уставными документами работодателя или по взаимному соглашению.\u003C\u002Fp>\n\u003Cp>Договор может быть изменен только по взаимному письменному соглашению, при этом допускаются любые изменения адреса или имени без изменения других условий договора. В срочных договорах должны быть указаны их срок и причины. Права и гарантии, предусмотренные договором, не могут быть уменьшены ниже стандартов, установленных Трудовым кодексом и связанными с ним законами.\u003C\u002Fp>\n\u003Cp>Источник: §21  -26 Трудового кодекса 2016 года, последние изменения внесены в 2024 году\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Срочный трудовой договор для Постоянной Работы\u003C\u002Fh2>\n\u003Cp>Трудовой договор может быть заключен на фиксированный срок (не менее 1 года), за исключением особых ситуаций (таких как сезонная работа или замена отсутствующего работника). Для сезонной работы, не превышающей 6 месяцев, или для выполнения конкретной задачи или проекта.\u003C\u002Fp>\n\u003Cp>Максимальный срок действия одного срочного трудового договора составляет пять лет (60 месяцев). Трудовой кодекс не устанавливает строгого количества продлений, однако неоднократное продление срочных трудовых договоров без объективных оснований не допускается. Если срочный трудовой договор неоднократно продлевается без надлежащего обоснования или если работник продолжает работать после истечения срока договора и ни одна из сторон не требует его расторжения, договор по закону считается перешедшим в разряд бессрочных.\u003C\u002Fp>\n\u003Cp>Срочные контракты допускаются, когда:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>невозможно использовать бессрочный договор в связи с характером работы или интересами работника.\u003C\u002Fli>\n\u003Cli>Запрещается использовать срочные контракты для уклонения от выплаты льгот работникам с бессрочными контрактами.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Если срочный договор истекает и не расторгается, он становится бессрочным договором, если ни одна из сторон не требует его расторжения.\u003C\u002Fp>\n\u003Cp>Источник: §24, 25 Трудового кодекса 2016 года, последние поправки внесены в 2024 году\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Испытание\u003C\u002Fh2>\n\u003Cp>Трудовой договор может включать испытательный срок до 3 месяцев, согласованный обеими сторонами. В течение этого времени применяются все соответствующие законы, условия договора и коллективные соглашения. Некоторые лица, такие как лица моложе 18 лет, недавние выпускники и инвалиды с рекомендациями, освобождаются от испытательного срока.\u003C\u002Fp>\n\u003Cp>Отсутствие на работе по причине болезни или по уважительным причинам не учитывается в испытательном сроке. Если в договоре не указан испытательный срок, считается, что работник принят на работу без испытательного срока. Если по окончании испытательного срока работодатель повышает работника, считается, что работник прошел испытательный срок.\u003C\u002Fp>\n\u003Cp>Если работодатель повышает работника до более высокой должности до окончания испытательного срока, считается, что работник успешно прошел испытательный срок. Если стороны не оговаривают расторжение трудового договора после испытательного срока, договор продолжает действовать и может быть расторгнут на основании общих принципов, изложенных в Кодексе и других правовых документах Таджикистана. Однако положения, касающиеся продления\u002Fпродления испытательного срока, найти не удалось. В случае неудовлетворительной работы работника в течение испытательного срока работодатель может уведомить работника в письменной форме с указанием причин расторжения не ранее чем за семь дней до окончания испытательного срока.\u003C\u002Fp>\n\u003Cp>Испытательный срок одинаков для всех видов работ, за исключением уже упомянутых условий.\u003C\u002Fp>\n\u003Cp>Источник: §19, 28, 42 Трудового кодекса 2016 года, последние изменения внесены в 2024 году\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Увольнения\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Виды увольнения\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Трудовой кодекс предусматривает несколько оснований для расторжения трудового договора в Таджикистане. Договор может быть расторгнут:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>По взаимному согласию сторон\u003C\u002Fli>\n\u003Cli>По инициативе работника или работодателя\u003C\u002Fli>\n\u003Cli>По истечении срока действия договора\u003C\u002Fli>\n\u003Cli>В силу неконтролируемых обстоятельств (форс-мажор)\u003C\u002Fli>\n\u003Cli>Если работник переходит на другую работу или назначается на должность, которая делает продолжение трудовых отношений невозможным.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Расторжение договора должно быть задокументировано работодателем, за исключением случаев, когда работодатель умер или был официально признан пропавшим без вести.\nПричины расторжения\u003C\u002Fp>\n\u003Cp>По взаимному согласию любая из сторон может в любое время инициировать расторжение договора, направив письменное уведомление. Получившая уведомление сторона должна ответить в течение трех рабочих дней, и обе стороны должны согласовать дату расторжения договора. Если это оговорено в договоре, работодатель может расторгнуть договор, не дожидаясь ответа, выплатив компенсацию в размере не менее среднегодового заработка работника.\u003C\u002Fp>\n\u003Cp>Работники могут уволиться с бессрочного договора, предоставив письменное уведомление за две недели. По истечении срока уведомления работодатель должен вернуть работнику трудовую книжку и выплатить окончательный расчет.\u003C\u002Fp>\n\u003Cp>Досрочное расторжение договора допускается с согласия работодателя или по уважительным причинам, включая проблемы со здоровьем, инвалидность, нарушение трудового законодательства работодателем или другие веские причины. Работники также могут уволиться немедленно без уведомления, если работодатель ввел их в заблуждение относительно условий труда или не обеспечил безопасность на рабочем месте. Увольнение может быть отозвано в течение периода уведомления, если еще не был найден заместитель.\u003C\u002Fp>\n\u003Cp>Работодатели могут расторгнуть контракты по следующим причинам:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Ликвидации организации или закрытия индивидуального предприятия\u003C\u002Fli>\n\u003Cli>Сокращение должностей\u003C\u002Fli>\n\u003Cli>Несоответствие работника требованиям должности из-за недостаточной квалификации или проблем со здоровьем, подтвержденных оценками или медицинскими заключениями\u003C\u002Fli>\n\u003Cli>Неоднократного невыполнения служебных обязанностей без уважительной причины\u003C\u002Fli>\n\u003Cli>Прогулы (более трех часов в течение рабочего дня или более четырех месяцев подряд по причине болезни)\u003C\u002Fli>\n\u003Cli>Нахождение в состоянии алкогольного опьянения на рабочем месте\u003C\u002Fli>\n\u003Cli>Кража, коррупция или несанкционированное разглашение государственных или организационных секретов, установленных судом\u003C\u002Fli>\n\u003Cli>Нарушения правил охраны труда, техники безопасности или правил дорожного движения, которые могут привести к серьезным последствиям\u003C\u002Fli>\n\u003Cli>Отказ пройти обязательное медицинское обследование на предмет интоксикации\u003C\u002Fli>\n\u003Cli>Участие в забастовках, признанных незаконными по решению суда\u003C\u002Fli>\n\u003Cli>Лишение доступа к государственной тайне\u003C\u002Fli>\n\u003Cli>Конкретные профессиональные проступки (например, в сфере финансов или образования), представление поддельных документов при приеме на работу или неудачное прохождение испытательного срока.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Контракт также может быть расторгнут, если сотрудник занимает несколько должностей и нанимается другой кандидат, не имеющий дополнительной работы, или если закон запрещает занимать несколько должностей.\u003C\u002Fp>\n\u003Cp>Дополнительные основания для увольнения могут быть предусмотрены применимым законодательством, уставом организации или внутренними правилами.\u003C\u002Fp>\n\u003Cp>Однако увольнения (за исключением ликвидации или закрытия) допускаются только в том случае, если невозможно перевести работника на другую должность с его согласия. Увольнение во время временной нетрудоспособности, служебного отпуска или командировки не допускается, за исключением случаев ликвидации или закрытия организации. Работодателям запрещается увольнять работников по основаниям, не предусмотренным Трудовым кодексом.\u003C\u002Fp>\n\u003Cp>Действия работодателя в случае коллективных увольнений\nВ случае потенциальных массовых увольнений Трудовой кодекс требует от работодателей согласовывать превентивные меры с представителями работников и уполномоченным органом по труду. Эти меры включают:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Ограничение или приостановление найма новых сотрудников\u003C\u002Fli>\n\u003Cli>Увольнение работников, имеющих вторую работу\u003C\u002Fli>\n\u003Cli>Сокращение сверхурочной работы\u003C\u002Fli>\n\u003Cli>Изменение условий труда\u003C\u002Fli>\n\u003Cli>Временную приостановку деятельности\u003C\u002Fli>\n\u003Cli>Проведение поэтапных увольнений\u003C\u002Fli>\n\u003Cli>Принятие других мер, определенных в коллективных соглашениях и контрактах\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Грубое нарушение трудовой дисциплины\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>К основаниям, считающимся грубым нарушением дисциплины и оправдывающим увольнение, относятся:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Кража или коррупция\u003C\u002Fli>\n\u003Cli>Раскрытие организационных или государственных секретов\u003C\u002Fli>\n\u003Cli>Нарушение правил охраны труда, техники безопасности или правил дорожного движения, повлекшее за собой серьезные последствия\u003C\u002Fli>\n\u003Cli>Прогулы\u003C\u002Fli>\n\u003Cli>Отказ пройти необходимые медицинские осмотры\u003C\u002Fli>\n\u003Cli>Участие в забастовках, объявленных незаконными\u003C\u002Fli>\n\u003Cli>Нахождение в состоянии алкогольного опьянения на рабочем месте\u003C\u002Fli>\n\u003Cli>Профессиональные нарушения в определенных секторах, таких как финансы или образование\u003C\u002Fli>\n\u003Cli>Представление поддельных документов при приеме на работу\u003C\u002Fli>\n\u003Cli>Неоднократное невыполнение служебных обязанностей без уважительной причины\nНесправедливое увольнение\nНесправедливое увольнение включает в себя любое увольнение:\u003C\u002Fli>\n\u003Cli>Осуществленное без законных оснований, определенных в Трудовом кодексе\u003C\u002Fli>\n\u003Cli>Во время временной нетрудоспособности, ежегодного отпуска или командировки работника, за исключением случаев ликвидации или закрытия предприятия\u003C\u002Fli>\n\u003Cli>Когда работодатель не рассматривает возможность перевода работника на другую подходящую должность с его согласия.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Работодателям также запрещается увольнять работников по своему усмотрению или по основаниям, выходящим за рамки установленных законом.\u003C\u002Fp>\n\u003Cp>Средства правовой защиты в случае несправедливого увольнения\nВ случае несправедливого или незаконного увольнения применяются следующие меры правовой защиты:\n - Восстановление работника в должности по решению суда или добровольно работодателем\n - Компенсация за упущенную заработную плату за период, в течение которого работник не мог работать\n - Возмещение судебных и связанных с ними расходов, понесенных в ходе апелляционного процесса\n - Компенсация морального ущерба\nРаботники, уволенные в связи с сокращением штатов или изменением условий труда, имеют право на:\n - Обязательной выплате за сокращение штата в размере не менее средней месячной заработной платы\n - При регистрации в центре занятости в течение 10 дней после увольнения — продолжение выплаты средней месячной заработной платы в течение второго и третьего месяцев безработицы\u003C\u002Fp>\n\u003Cp>Источник: §18, 39, 42 Трудового кодекса 2016 года, последние изменения внесены в 2024 году\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Материалы по теме\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fgarantii-zanyatosti\u002Fpreduprezhdenie-i-vyxodnoe-posobie'>Предупреждение и Выходное Пособие\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Frabota-i-oplata-truda'>Работа и Оплата Труда\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fmaterinstvo-i-rabota'>Материнство И Работа\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fbolnichnyj'>Больничный\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":38,"link_description":39,"link":40},"Связаться с нами",[38],{"id":41,"short_title":7,"title":42,"url":43},24590,"Contact Us","\u002Fabout\u002Fcontact",{"id":45,"first_name":46,"last_name":47,"email":48,"image":49,"function":50},48,"Ayesha","Mir","ayeshamir@clr.org.pk","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FAyesha-Mir-ED.width-400.jpg","Labour Law Researcher",[],[],true,"\u003Cp>Mojazarplata это WageIndicator. Та же организация, та же информация, новый дизайн!\u003C\u002Fp>",{"title":15,"seo_title":15,"description":7,"path":56,"redirect_url":7,"locale":16,"children":57},"\u002Fru-tj",[58,117,146],{"title":18,"seo_title":18,"description":7,"path":59,"redirect_url":7,"locale":16,"children":60},"\u002Fru-tj\u002Frabota-v-tadzhikistane",[61,66,71],{"title":62,"seo_title":63,"description":7,"path":64,"redirect_url":7,"locale":16,"children":65},"Минимальный размер оплаты труда","Минимальная заработная плата в Таджикистане","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Fminimalnaya-zarabotnaya-plata",[],{"title":67,"seo_title":68,"description":7,"path":69,"redirect_url":7,"locale":16,"children":70},"Прожиточные минимумы","Прожиточный минимум в Таджикистане","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Fprozhitochneye-minimumy",[],{"title":21,"seo_title":72,"description":7,"path":73,"redirect_url":7,"locale":16,"children":74},"Трудовое право Таджикистан: твои права и гарантии","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo",[75,79,83,87,89,93,97,101,105,109,113],{"title":76,"seo_title":8,"description":7,"path":77,"redirect_url":7,"locale":16,"children":78},"Работа и Оплата Труда","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Frabota-i-oplata-truda",[],{"title":80,"seo_title":8,"description":7,"path":81,"redirect_url":7,"locale":16,"children":82},"Компенсация и рабочее время","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fkompensaciya-i-rabochee-vremya",[],{"title":84,"seo_title":8,"description":7,"path":85,"redirect_url":7,"locale":16,"children":86},"Ежегодный Отпуск и Дни Отдыха","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fezhegodnyj-otpusk-i-dni-otdyxa",[],{"title":24,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":88},[],{"title":90,"seo_title":8,"description":7,"path":91,"redirect_url":7,"locale":16,"children":92},"Труд лиц с семейными обязанностями","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Ftrud-lic-s-semejnymi-obyazannostyami",[],{"title":94,"seo_title":8,"description":7,"path":95,"redirect_url":7,"locale":16,"children":96},"Материнство И Работа","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fmaterinstvo-i-rabota",[],{"title":98,"seo_title":8,"description":7,"path":99,"redirect_url":7,"locale":16,"children":100},"Охрана Труда","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Foxrana-truda",[],{"title":102,"seo_title":8,"description":7,"path":103,"redirect_url":7,"locale":16,"children":104},"Больничный","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fbolnichnyj",[],{"title":106,"seo_title":8,"description":7,"path":107,"redirect_url":7,"locale":16,"children":108},"Социальное Обеспечение","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fsocialnoe-obespechenie",[],{"title":110,"seo_title":8,"description":7,"path":111,"redirect_url":7,"locale":16,"children":112},"Справедливое Обращение","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fspravedlivoe-obrashhenie",[],{"title":114,"seo_title":8,"description":7,"path":115,"redirect_url":7,"locale":16,"children":116},"Профсоюз","\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Ftrudovoe-pravo\u002Fprofsoyuz",[],{"title":118,"seo_title":8,"description":7,"path":119,"redirect_url":7,"locale":16,"children":120},"Наша деятельность","\u002Fru-tj\u002Fdeyatelnost",[121,125,131,136,141],{"title":122,"seo_title":8,"description":7,"path":123,"redirect_url":7,"locale":16,"children":124},"Данные и услуги","\u002Fru-tj\u002Fdeyatelnost\u002Fdannye-i-uslugi",[],{"title":126,"seo_title":8,"description":7,"path":127,"redirect_url":128,"locale":129,"children":130},"Проекты","\u002Fru-tj\u002Fdeyatelnost\u002Fproekty","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":132,"seo_title":8,"description":7,"path":133,"redirect_url":134,"locale":129,"children":135},"События","\u002Fru-tj\u002Fdeyatelnost\u002Fsobytiya","\u002Fwhat-we-do\u002Fevents",[],{"title":137,"seo_title":8,"description":7,"path":138,"redirect_url":139,"locale":129,"children":140},"Публикации","\u002Fru-tj\u002Fdeyatelnost\u002Fpublikacii","\u002Fwhat-we-do\u002Fpublications",[],{"title":142,"seo_title":8,"description":7,"path":143,"redirect_url":144,"locale":129,"children":145},"Новости и истории","\u002Fru-tj\u002Fdeyatelnost\u002Fnovosti","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":147,"seo_title":8,"description":7,"path":148,"redirect_url":7,"locale":16,"children":149},"О 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