How Central Asia is Expanding Women’s Access to Jobs

31 March 2026

The principle of equal access to professions is one of the core foundations of modern labour law. However, women’s access to jobs in Central Asia has been limited for decades by legal prohibitions on hundreds of occupations; some of which are still in force today.

Fortunately, more and more countries around the world are moving toward completely eliminating all forms of gender discrimination in employment.

Central Asian governments have also begun reforming their legislation to ensure women have equal opportunities to access all professions, free from gender-based restrictions. However, the problem remains significant, and in some countries in the region women still have legal restrictions when it comes to accessing certain jobs. These job restrictions are a legacy of the Soviet-era legislation that was carried over into national laws after independence. They were originally intended to protect women’s health, but in today’s context they have become outdated and discriminatory.

Women’s access to professions in Kazakhstan, Azerbaijan, Uzbekistan and Kyrgyzstan

To address these challenges, WageIndicator has examined the current legal framework surrounding women’s access to professions in Kazakhstan, Azerbaijan, Uzbekistan and Kyrgyzstan. In this article, we will elaborate on whether these countries are taking meaningful steps to move toward gender-equal labour policies.

Significant steps towards gender equality in Azerbaijan

Job restrictions for women have a long history in Azerbaijan. In 1999, the Cabinet of Ministers of Azerbaijan adopted Resolution No. 170. This resolution established a list of 674 jobs across 38 sectors where women’s employment was prohibited due to being “harmful, dangerous, or physically demanding conditions.” The list covered a wide range of industries and occupations, including metallurgy, construction and repair work, mining, drilling, oil and gas extraction, power plant operations, aircraft manufacturing and repair, shipbuilding, chemical production, as well as the manufacturing of furniture, cement, glass, and many other sectors.

However, significant changes have begun in recent years. In November 2022, Azerbaijan adopted a new law and repealed Article 241 of the Labour Code. This meant that women had substantially more access to professions and workplaces. The number of professions and positions from the original list of 674 has been reduced to 204, and now applies only under specific circumstances, such as pregnancy or caring for an infant under one year old.

Pregnant women and women with children under 1.5 years are entitled to lighter work under Article 243 of the Labour Code.

For pregnant women:

• Based on a medical opinion, production or work standards can be reduced.
• Women may be transferred to lighter work that eliminates exposure to harmful production factors.

For women with children under 1.5 years:

• If they experience difficulties with feeding or breastfeeding while performing their work, the employer must, at the woman's request:
  • Transfer the woman to other light work until the child is 1.5 years old.
  • Provide the necessary conditions for breastfeeding.

Women are guaranteed to retain their regular earnings when transferred to lighter work and any reduction in wages due to pregnancy or breastfeeding is strictly prohibited.These reforms represent a significant step toward gender equality in Azerbaijan. However, the restrictions that remain in force continue to limit full women’s access to the labour market.

No mentions of “banned professions” in Kazakhstan’s Labour Code

The restrictions on women’s professions in Kazakhstan have deep historical roots, originating from labour regulations introduced in the 1930s and remaining in force as part of the national labour code. The list of prohibited occupations for women included more than 200 occupations, such as gas welding, mining, masonry, and operating heavy machinery like bulldozers, limiting women's participation in several key industrial sectors for decades.In addition, in 2015 Kazakhstan approved the “List of jobs where the use of women’s labour is limited,” which included a total of 287 occupations considered hazardous or unsuitable for women. This list conflicted with Kazakhstan’s obligations under the UN Convention on the Elimination of All Forms of Discrimination Against Women.

The Path to Reform Toward Gender Equality in Kazakhstan:

2019 – The government reduced the list of restricted occupations from 287 to 219, naming concerns over women’s reproductive health as justification for keeping the remaining limitations.

2021 – Kazakhstan signed the “Law On Amendments and Additions to Certain Legislative Acts of the Republic of Kazakhstan on the Social Protection of Certain Categories of Citizens,” abolishing all restrictions on women’s employment.

As part of positive changes, Article 186 of the Labour Code — which prohibited women from working in jobs classified as heavy, hazardous, or harmful to health — was officially removed.,

This measure was included in the Urgent Action Plan on Human Rights, approved in June 2021, and ensures that Kazakhstan’s Labour Code no longer mentions “banned professions”. The success of this reform is largely credited to human rights activists, representing a crucial step toward guaranteeing freedom of choice and expanding women’s access to jobs across all sectors in Kazakhstan.

Kyrgyzstan’s New Labour Code: Limits on Pregnancy and “Dangerous Jobs” Persist

Kyrgyzstan has recently taken a major step toward gender equality in the labour market. In January 2025, the new Labour Code replaced the previous code adopted in 2004, which prohibited women’s employment in 446 occupations classified as heavy, harmful or hazardous. The new code eliminates the list of prohibited jobs for women; however, some elements still remain:

The specific restrictions are:

• Restrictions for pregnant and breastfeeding women: Article 139.4 prohibits work in heavy, harmful or dangerous conditions; underground work (except non-physical or sanitary/household services) and tasks involving lifting or moving weights beyond permissible limits.
• Regulation of prohibited jobs and industries: The Cabinet of Ministers sets the list of industries, jobs, professions, and positions with harmful or dangerous conditions, as well as maximum permissible load standards for women and workers under 18.

The adoption of the 2025 Labour Code in Kyrgyzstan marks a significant step forward, removing outdated, gender-based restrictions on employment. But some legal limitations do remain, notably for pregnant and breastfeeding women. While intended to protect health, these measures should be carefully reviewed. They must not unnecessarily limit women’s economic participation and should rely on individual risk assessments, not broad assumptions about gender or maternity.

Uzbekistan Still Bars Women from Dozens of Jobs

Uzbekistan still maintains formal legal prohibitions on women’s employment across a wide range of occupations. The government has issued a resolution listing jobs with unfavourable working conditions limiting participation of the female labour force.

This list covers work in sectors such as mining, metallurgy, metalworking, oil and gas, chemical production, aircraft manufacturing, pulp and paper, construction materials, stone processing, printing, textiles, light and food industries, railway transport, and others.

Under Article 393 of the Labour Code, employers, in coordination with trade unions and relevant ministries, may restrict women’s work in certain jobs.

The law also prohibits women from lifting or moving weights above safety limits established by government authorities in agreement with social and labour commissions.

This regulation reflects ongoing efforts to address health and safety concerns. However, such broad restrictions contribute to gender-based discrimination, limit women’s access to jobs, and reinforce stereotypes.

These findings highlight the need for further reforms to ensure equal opportunities and support women’s economic participation and career advancement across sectors.

How Far Have We Come on Women’s Access to Work in Central Asian countries?

Despite ongoing challenges, Central Asian countries demonstrate real progress in reforming restrictive labour laws that have historically limited women’s access to jobs. These reforms reflect a wider trend in the region: governments are rethinking old policies once considered as protective, but now recognised as barriers to equal participation of women in the labour market.

• Azerbaijan, Kazakhstan and Kyrgyzstan have made notable progress; they’ve abolished extensive lists of banned professions, signaling a shift toward greater gender equality. However, these advances coexist with limitations, especially for pregnant and breastfeeding women, often justified by health and safety concerns.
• In Uzbekistan, official bans on women’s employment in some industries continue to exist, limiting women’s full economic participation.

While these measures aim to protect women’s well-being, they still restrict women's economic participation and freedom to make their own informed choices about work.

Overall, the region stands at a pivotal moment. Legal reforms signal a promising shift toward gender equality in the workplace. But there is still work to be done. Modernising labour laws, breaking down persistent stereotypes, and guaranteeing equal access to all professions are crucial steps to fully empower women as driving forces of economic growth and development.