[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-tajikistan":3,"menu:\u002Fwork:":57,"sites:htmlblocks":288,"footer:root":1728,"subsites":1806,"cite-subsites":5370,"cite-footer:root":5847,"suggested:root":5886},{"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":34,"description":35,"body":36,"body_blocks":37,"call_to_action":38,"owner":45,"related_pages":52,"related_sites":53,"in_subsite":54,"contact_page_url":55,"banner_message":56},37087,"minimum-wages-regulations-tajikistan","Работа и Оплата Труда",null,"","\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-tajikistan","labourlaw.labourlawpage","ru_TJ","\u002Fcms\u002Fpages\u002F37087\u002Fedit\u002F",[14,17,20,23],{"title":15,"slug":16},"World of Work","work",{"title":18,"slug":19},"Minimum Wages","minimum-wage",{"title":21,"slug":22},"Minimum Wages Regulations","regulations",{"title":24,"slug":5},"Minimum Wages Regulations - Tajikistan",{"title":26,"description":8,"image":27,"canonical":28,"robots":29,"og_type":30,"twitter_card":31,"locale":32,"created_at":33,"last_modified_at":33},"Минимальная зарплата и заработная плата: правила начисления","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-tajikistan\u002F","index, follow","website","summary_large_image","en","2026-04-07T20:16:07.986171+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Работа и Оплата Труда\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        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Минимальный размер оплаты труда\u003C\u002Fh2>\n          \u003Cp>Конституция Таджикистана и Трудовой кодекс гарантируют право на  вознаграждение  не ниже минимальной  заработной платы, которая устанавливается по соглашению между работодателем и работником.\u003C\u002Fp>\n\u003Cp>Трудовой кодекс определяет минимальную заработную плату как обязательную денежную компенсацию, устанавливаемую работодателем за работу, выполненную в надлежащих условиях с соблюдением установленного рабочего времени, для выполнения определенных обязанностей или обязательств.\u003C\u002Fp>\n\u003Cp>Минимальная заработная плата в Республике Таджикистан устанавливается Президентом и служит базой для расчета государственных тарифов заработной платы по всей стране. Она не включает премии, поощрительные выплаты, социальные льготы или компенсацию за сверхурочную работу.\u003C\u002Fp>\n\u003Cp>В регионах с суровыми условиями, таких как пустыни, засушливые зоны или горные районы, к минимальной заработной плате применяются региональные коэффициенты и надбавки. В то время как государственные организации должны строго соблюдать официальную минимальную заработную плату, в трудовых договорах или коллективных соглашениях для негосударственных организаций могут быть установлены более высокие минимальные заработные платы.\u003C\u002Fp>\n\u003Cp>Государственные ставки заработной платы структурированы по часовым или месячным тарифам в зависимости от должности и квалификации. Эти ставки устанавливаются правительством при участии профсоюзов и представителей работников и не могут быть снижены. Они служат основой для расчета заработной платы в трудовых договорах и используются при составлении бюджета государственных учреждений. Государственные ставки заработной платы изменяются в случае повышения минимальной заработной платы.\u003C\u002Fp>\n\u003Cp>Государственная инспекция труда при Министерстве труда, миграции и занятости является основным государственным органом, ответственным за рассмотрение жалоб, связанных с нарушениями трудового законодательства.\u003C\u002Fp>\n\u003Cp>Работники могут подавать в инспекцию жалобы, касающиеся заработной платы, условий труда или других нарушений.\u003C\u002Fp>\n\u003Cp>В соответствии с Уголовным кодексом, если работодатель или руководитель организации умышленно не выплачивает заработную плату, пенсии, стипендии, пособия или другие законные выплаты в течение более 2 месяцев, с целью получения взятки или личной выгоды, он может быть подвергнут штрафу в размере от 200 до 500 базовых величин, лишению права занимать определенные должности на срок до 5 лет или тюремному заключению на срок до двух лет.\u003C\u002Fp>\n\u003Cp>Источник: §35 Конституции Таджикистана 1994 года, с последними изменениями, внесенными в 2016 году; §1, 4, 139-141, 143, 145, 146 Трудового кодекса 2016 года, с последними изменениями, внесенными в 2024 году; §153.1 Уголовного кодекса Республики Таджикистан, принятого Законом Республики Таджикистан 1998 года\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Заработная плата\u003C\u002Fh2>\n          \u003Cp>Вознаграждение, согласно трудовому законодательству Таджикистана, представляет собой совокупность вознаграждений, рассчитанных в денежных единицах, которые работодатель обязан выплачивать нанятым работникам за фактически выполненную работу, а также за период, охватываемый рабочим временем.\u003C\u002Fp>\n\u003Cp>Работник имеет право на получение полного и своевременного вознаграждения, а работодатель обязан обеспечить выплату заработной платы и надбавок в соответствии с Трудовым кодексом, соответствующими правовыми документами, трудовым договором, коллективными договорами и внутренними политиками работодателя.\u003C\u002Fp>\n\u003Cp>Заработная плата работников определяется исходя из объема и качества выполненной работы с учетом трудовых норм и благоприятных условий труда. Заработная плата согласовывается между работодателем и работником, при этом минимальный размер заработной платы устанавливается правительством, но максимальный размер не ограничивается.\u003C\u002Fp>\n\u003Cp>Для организаций, финансируемых из бюджета, структура заработной платы основана на национальном законодательстве, а для организаций со смешанным источником финансирования она регулируется законами и соглашениями. Работодатели также могут внедрять различные системы вознаграждения по согласованию с представителями работников.\u003C\u002Fp>\n\u003Cp>Работодатели обязаны выплачивать заработную плату независимо от финансового положения, а дискриминация в оплате труда запрещена, при этом заработная плата должна быть пропорциональна выполненной работе. Государство гарантирует выплату заработной платы через систему тарифов, обеспечивая повышение заработной платы за определенные условия, такие как ночные смены или опасная работа, при этом работодатели несут ответственность за соблюдение условий оплаты труда, предусмотренных в контрактах и соглашениях. Заработная плата состоит из фиксированных элементов (устанавливаемых по часовым или месячным ставкам) и переменных элементов, основанных на результатах работы, включая льготы и вознаграждения за высококачественную работу.\u003C\u002Fp>\n\u003Cp>Заработная плата основана на почасовых или месячных тарифных нормах, определенных в трудовом договоре или соглашениях. Для организаций, финансируемых из бюджета, эти нормы устанавливаются Президентом или Правительством Таджикистана. Тарифные разряды и классификация специальностей следуют утвержденным правительством процедурам. Работники, отвечающие трудовым нормам, имеют приоритет при присвоении более высоких разрядов специальности. Если работник выполняет работу более высокого разряда в течение не менее трех месяцев в году, он может запросить присвоение более высокого разряда специальности.\u003C\u002Fp>\n\u003Cp>Выплаты должны производиться не реже двух раз в месяц. Если день выплаты заработной платы выпадает на выходной или праздничный день, выплата производится заранее. При увольнении все вознаграждения выплачиваются в последний рабочий день. Если работник умирает до получения выплаты, она выплачивается его семье. Задержки, вызванные работодателем, требуют дополнительной выплаты на основе банковской процентной ставки.\u003C\u002Fp>\n\u003Cp>Вознаграждение выплачивается в таджикской валюте, при этом до 20 % может выплачиваться натурой, эквивалентной его денежной стоимости. Выплаты запрещенными товарами или ценными бумагами не допускаются.\u003C\u002Fp>\n\u003Cp>Кроме того, вознаграждение работникам выплачивается по месту их работы. Если в день выплаты заработной платы работник находится на другом месте (например, на объекте заказчика, в командировке или на обучении), работодатель по просьбе работника покрывает расходы на отправку вознаграждения туда же или выплачивает его уполномоченному представителю. Вознаграждение может быть полностью или частично зачислено на банковский счет работника или на банковскую карту, при этом с работника не взимается комиссия за эти услуги.\u003C\u002Fp>\n\u003Cp>Для самофинансируемых организаций вознаграждение поступает из операционных доходов, а для бюджетных организаций — из выделенного бюджета.\u003C\u002Fp>\n\u003Cp>В соответствии с Трудовым кодексом, вычеты из вознаграждения работника допускаются только в соответствии с законодательством Таджикистана, например, для погашения ссуд, авансов или возмещения ущерба, причиненного работником, в пределах его среднемесячной заработной платы. Вычеты не могут превышать 20% от заработной платы или 50% в определенных случаях. При нескольких вычетах не менее 50% заработной платы должно оставаться. В таких случаях, как алименты или компенсация за ущерб здоровью, вычеты могут достигать 70%. Вычеты не допускаются из разовых (временных) выплат или компенсаций, запрещенных законом.\u003C\u002Fp>\n\u003Cp>Нет положений, касающихся 13-14-й месячной заработной платы или других обязательных премий, но Трудовой кодекс утверждает, что работодатель имеет право применять различные поощрения для вознаграждения достижений работника посредством документов работодателя, трудового договора, коллективных соглашений и договоров, определяющих виды поощрений и порядок их применения.\u003C\u002Fp>\n\u003Cp>Источник: §1, 18, 19, 61, 139-142, 147, 158-161, 163 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_compensation_URL_\n      \n          _MW_FOLDER_URL_\n      \n          _SC_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>","Изучите законодательство об оплате труда: сроки начисления, состав, удержания, наказания за нарушение порядка выплаты","\u003Cdiv>\n\n\u003Cspan>Последнее обновление:\n      26.02.2026\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Минимальный размер оплаты труда\u003C\u002Fh2>\n\u003Cp>Конституция Таджикистана и Трудовой кодекс гарантируют право на  вознаграждение  не ниже минимальной  заработной платы, которая устанавливается по соглашению между работодателем и работником.\u003C\u002Fp>\n\u003Cp>Трудовой кодекс определяет минимальную заработную плату как обязательную денежную компенсацию, устанавливаемую работодателем за работу, выполненную в надлежащих условиях с соблюдением установленного рабочего времени, для выполнения определенных обязанностей или обязательств.\u003C\u002Fp>\n\u003Cp>Минимальная заработная плата в Республике Таджикистан устанавливается Президентом и служит базой для расчета государственных тарифов заработной платы по всей стране. Она не включает премии, поощрительные выплаты, социальные льготы или компенсацию за сверхурочную работу.\u003C\u002Fp>\n\u003Cp>В регионах с суровыми условиями, таких как пустыни, засушливые зоны или горные районы, к минимальной заработной плате применяются региональные коэффициенты и надбавки. В то время как государственные организации должны строго соблюдать официальную минимальную заработную плату, в трудовых договорах или коллективных соглашениях для негосударственных организаций могут быть установлены более высокие минимальные заработные платы.\u003C\u002Fp>\n\u003Cp>Государственные ставки заработной платы структурированы по часовым или месячным тарифам в зависимости от должности и квалификации. Эти ставки устанавливаются правительством при участии профсоюзов и представителей работников и не могут быть снижены. Они служат основой для расчета заработной платы в трудовых договорах и используются при составлении бюджета государственных учреждений. Государственные ставки заработной платы изменяются в случае повышения минимальной заработной платы.\u003C\u002Fp>\n\u003Cp>Государственная инспекция труда при Министерстве труда, миграции и занятости является основным государственным органом, ответственным за рассмотрение жалоб, связанных с нарушениями трудового законодательства.\u003C\u002Fp>\n\u003Cp>Работники могут подавать в инспекцию жалобы, касающиеся заработной платы, условий труда или других нарушений.\u003C\u002Fp>\n\u003Cp>В соответствии с Уголовным кодексом, если работодатель или руководитель организации умышленно не выплачивает заработную плату, пенсии, стипендии, пособия или другие законные выплаты в течение более 2 месяцев, с целью получения взятки или личной выгоды, он может быть подвергнут штрафу в размере от 200 до 500 базовых величин, лишению права занимать определенные должности на срок до 5 лет или тюремному заключению на срок до двух лет.\u003C\u002Fp>\n\u003Cp>Источник: §35 Конституции Таджикистана 1994 года, с последними изменениями, внесенными в 2016 году; §1, 4, 139-141, 143, 145, 146 Трудового кодекса 2016 года, с последними изменениями, внесенными в 2024 году; §153.1 Уголовного кодекса Республики Таджикистан, принятого Законом Республики Таджикистан 1998 года\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Заработная плата\u003C\u002Fh2>\n\u003Cp>Вознаграждение, согласно трудовому законодательству Таджикистана, представляет собой совокупность вознаграждений, рассчитанных в денежных единицах, которые работодатель обязан выплачивать нанятым работникам за фактически выполненную работу, а также за период, охватываемый рабочим временем.\u003C\u002Fp>\n\u003Cp>Работник имеет право на получение полного и своевременного вознаграждения, а работодатель обязан обеспечить выплату заработной платы и надбавок в соответствии с Трудовым кодексом, соответствующими правовыми документами, трудовым договором, коллективными договорами и внутренними политиками работодателя.\u003C\u002Fp>\n\u003Cp>Заработная плата работников определяется исходя из объема и качества выполненной работы с учетом трудовых норм и благоприятных условий труда. Заработная плата согласовывается между работодателем и работником, при этом минимальный размер заработной платы устанавливается правительством, но максимальный размер не ограничивается.\u003C\u002Fp>\n\u003Cp>Для организаций, финансируемых из бюджета, структура заработной платы основана на национальном законодательстве, а для организаций со смешанным источником финансирования она регулируется законами и соглашениями. Работодатели также могут внедрять различные системы вознаграждения по согласованию с представителями работников.\u003C\u002Fp>\n\u003Cp>Работодатели обязаны выплачивать заработную плату независимо от финансового положения, а дискриминация в оплате труда запрещена, при этом заработная плата должна быть пропорциональна выполненной работе. Государство гарантирует выплату заработной платы через систему тарифов, обеспечивая повышение заработной платы за определенные условия, такие как ночные смены или опасная работа, при этом работодатели несут ответственность за соблюдение условий оплаты труда, предусмотренных в контрактах и соглашениях. Заработная плата состоит из фиксированных элементов (устанавливаемых по часовым или месячным ставкам) и переменных элементов, основанных на результатах работы, включая льготы и вознаграждения за высококачественную работу.\u003C\u002Fp>\n\u003Cp>Заработная плата основана на почасовых или месячных тарифных нормах, определенных в трудовом договоре или соглашениях. Для организаций, финансируемых из бюджета, эти нормы устанавливаются Президентом или Правительством Таджикистана. Тарифные разряды и классификация специальностей следуют утвержденным правительством процедурам. Работники, отвечающие трудовым нормам, имеют приоритет при присвоении более высоких разрядов специальности. Если работник выполняет работу более высокого разряда в течение не менее трех месяцев в году, он может запросить присвоение более высокого разряда специальности.\u003C\u002Fp>\n\u003Cp>Выплаты должны производиться не реже двух раз в месяц. Если день выплаты заработной платы выпадает на выходной или праздничный день, выплата производится заранее. При увольнении все вознаграждения выплачиваются в последний рабочий день. Если работник умирает до получения выплаты, она выплачивается его семье. Задержки, вызванные работодателем, требуют дополнительной выплаты на основе банковской процентной ставки.\u003C\u002Fp>\n\u003Cp>Вознаграждение выплачивается в таджикской валюте, при этом до 20 % может выплачиваться натурой, эквивалентной его денежной стоимости. Выплаты запрещенными товарами или ценными бумагами не допускаются.\u003C\u002Fp>\n\u003Cp>Кроме того, вознаграждение работникам выплачивается по месту их работы. Если в день выплаты заработной платы работник находится на другом месте (например, на объекте заказчика, в командировке или на обучении), работодатель по просьбе работника покрывает расходы на отправку вознаграждения туда же или выплачивает его уполномоченному представителю. Вознаграждение может быть полностью или частично зачислено на банковский счет работника или на банковскую карту, при этом с работника не взимается комиссия за эти услуги.\u003C\u002Fp>\n\u003Cp>Для самофинансируемых организаций вознаграждение поступает из операционных доходов, а для бюджетных организаций — из выделенного бюджета.\u003C\u002Fp>\n\u003Cp>В соответствии с Трудовым кодексом, вычеты из вознаграждения работника допускаются только в соответствии с законодательством Таджикистана, например, для погашения ссуд, авансов или возмещения ущерба, причиненного работником, в пределах его среднемесячной заработной платы. Вычеты не могут превышать 20% от заработной платы или 50% в определенных случаях. При нескольких вычетах не менее 50% заработной платы должно оставаться. В таких случаях, как алименты или компенсация за ущерб здоровью, вычеты могут достигать 70%. Вычеты не допускаются из разовых (временных) выплат или компенсаций, запрещенных законом.\u003C\u002Fp>\n\u003Cp>Нет положений, касающихся 13-14-й месячной заработной платы или других обязательных премий, но Трудовой кодекс утверждает, что работодатель имеет право применять различные поощрения для вознаграждения достижений работника посредством документов работодателя, трудового договора, коллективных соглашений и договоров, определяющих виды поощрений и порядок их применения.\u003C\u002Fp>\n\u003Cp>Источник: §1, 18, 19, 61, 139-142, 147, 158-161, 163 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\u002Fkompensaciya-i-rabochee-vremya'>Компенсация и рабочее время\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fru-tj\u002Frabota-v-tadzhikistane\u002Fminimalnaya-zarabotnaya-plata\u002F'>Минимальный размер оплаты труда\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":39,"link":40},"Contact us",{"title":39,"url":41,"description":39,"rel":42,"type":43,"id":44},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":46,"first_name":47,"last_name":48,"email":49,"image":50,"function":51},48,"Ayesha","Mir","ayeshamir@clr.org.pk","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FAyesha-Mir-ED.width-400.jpg","Labour Law Researcher",[],[],false,"\u002Fwork\u002Fliving-wages\u002Fcontact-us","\u003Cp>Welcome to WageIndicator. 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