Tajibaev pointed out that **the first alarming signal** may be the absence of a written employment contract. "If you do not have such a document, this is already a reason to be cautious. It will be difficult to confirm both your salary and the fact of your employment later on. In case of dismissal, there may be difficulties in going to court, and your claims may even be rejected," he added.
If an employment contract is available, experts recommend paying attention to several important aspects:
Duration of the contract. Tajibaev noted that employment relationships are most often formalized as indefinite, while fixed-term contracts are used in exceptional cases, such as the temporary absence of the main employee or seasonal work.
Working hours. If the work schedule is not specified in the contract, it creates a risk of uncertainty and may lead to overwork.
Salary amount. The expert emphasized that the amount of salary should be clearly stated in the contract. He warned against the wording "according to the staffing schedule," as the employer is not always obliged to familiarize employees with this schedule under signature.
Form of salary payment. Tajibaev believes that if an employee is offered part of their salary on a card and another part "on the list," this may indicate the presence of "double accounting." He also noted that payments should be made exclusively in cashless form.
Social guarantees and vacation. The expert advises clarifying the conditions regarding vacations and social benefits.
Familiarization with internal documents. According to Tajibaev, an employee should be familiarized not only with the employment contract but also with the company’s internal acts, such as job descriptions, internal labor regulations, and documents related to personal data processing.
“Depending on the specifics of the industry, the employee should be familiarized with 7 to 20 different documents,” he added.
