06.11.2026

8.2.1 Employment practice: living wage

Bukhara State University (BukhSU) is a state higher education institution of the Republic of Uzbekistan. Its employment and remuneration system is governed by the Labour Code, national remuneration regulations, the university’s Internal Rules and the Collective Agreement between the administration and the trade union. Together, these instruments establish requirements for lawful salary determination, timely payment, social protection, fair treatment and the representation of employees. The university’s annual accounts record the allocation of salary funds and employer social contributions through distinct budgetary and extra-budgetary sources.

The National Statistics Committee established minimum consumer expenditure for 2025 at UZS 669,000 per person per month (announcement of 4 February 2025). On a household basis, the expenditure benchmark for four persons equals UZS 2,676,000 per month. At a standard illustrative schedule of 40 hours per week, or approximately 173.33 hours per month, the equivalent is UZS 15,438 per hour. These calculations provide the national socioeconomic reference used to place the university’s remuneration arrangements in their 2025 context.

Uzbekistan also maintained statutory wage guarantees throughout 2025. The minimum monthly wage was UZS 1,155,000 during January–July and increased to UZS 1,271,000 from 1 August 2025 under Presidential Decree PF-91 of 2 June 2025. The same measure provided for an increase in remuneration in budget-funded organisations. As a state university, BukhSU follows the applicable national wage-setting framework, while its internal rules and collective representation arrangements provide institutional mechanisms for the protection of employee remuneration.

2025 benchmarks and relevant university accounting indicators

The 2025 year-end accounts record UZS 176.530 billion in salary expenditure and UZS 21.279 billion in employer social contributions across the analysed state-budget, tuition-contract, development-fund and other-income lines. The combined UZS 197.809 billion reflects the substantial scale of the university’s financial commitments to its workforce. Separate salary and social-charge accounting supports transparent remuneration administration and evidences the university’s continuing role as a major public-sector employer in the Bukhara region.

Remuneration at BukhSU is situated within an established system of academic appointments, staff positions, agreed employment duties, statutory pay guarantees and approved supplements. Article 244 of the Labour Code protects equality in remuneration and other basic wage guarantees, while Article 246 regulates the determination of pay conditions. The Collective Agreement and the Staff and Student Union Committee reinforce these protections by providing organised participation in employment and pay matters.

Taken together, the national wage measures, university employment regulations, collective safeguards and documented 2025 payroll expenditure demonstrate BukhSU’s institutional approach to decent remuneration. The university’s position as a publicly funded higher education institution entails application of Uzbekistan’s mandatory labour standards across its academic, administrative and support functions. Its published financial and policy materials provide a clear and substantive account of this framework during the reporting year.

The university’s 2025 personnel register provides an independent staffing denominator: 2,138 recorded appointments corresponding to 1,746.55 contracted full-time-equivalent (FTE) positions. The commonly stated workforce figure of 1,747 is the rounded value of those positions. Across 2025 accounts, recorded wages of UZS 176.530 billion represent approximately UZS 101.1 million per registered staffing FTE for the financial year; this is a university-level expenditure measure, not an individual salary or hourly pay figure. Pay administration remains subject to the Labour Code, statutory minimum-wage decisions and the university’s occupational classification and collective arrangements.

8.2.2  Employment practice: trade unions

Bukhara State University recognises worker representation through its Employees and Students Trade Union Committee. The publicly available university regulations describe the union committee as a formal participant in social partnership, protection of labour rights, workplace safety, remuneration discussions and the settlement of collective labour disputes. The university’s official committee profile states that membership is voluntary, workers may seek legal assistance, participate in union bodies and appeal to higher trade-union committees, and that the committee works with the administration on health and safety, wages and social guarantees.

A collective agreement was approved at the workforce conference held on 28 April 2023 and defines the responsibilities of the university administration and elected trade-union representatives. The document’s cover refers to 2023–2025, making it relevant to the 2025 reporting year. Its employment and social-partnership provisions extend to employees under university labour contracts, including newly hired and part-time staff, and cover employment guarantees, social benefits, remuneration arrangements and union consultation.

The 11 April 2025 university reporting-and-election conference provides a dated record of the system in operation during the relevant year. According to the university announcement, participants examined the union committee’s performance in protecting employees’ social, economic and legal interests, discussed labour relations and health recovery, identified priorities for subsequent activity, and conducted elections to trade-union structures. Rector O. Khamidov and representatives of the Education and Science Workers Trade Union and the regional federation participated.

The collective agreement establishes formal social partnership, while the reporting-and-election conference held on 11 April 2025 shows active representation and collective discussion in the reporting year. The university’s earlier SDG 8 materials also describe workplace conferences, collective-agreement discussions and meetings with staff representatives. These activities illustrate the continuity of collective representation in university governance and employee welfare.

The union committee’s remit is described without discrimination on grounds such as nationality, gender, age or religion. BukhSU’s Internal Rules recognise Uzbek and foreign citizens and stateless persons as employees within the employment framework. This combination of provisions underpins inclusive access to the institution’s lawful labour protections and mechanisms for representation, consultation and employee support.

8.2.3  Employment policy: non-discrimination

The university has published a document titled “Anti-Discrimination and Anti-Harassment Policy at BukhSU”. The policy’s introductory statement explicitly addresses students, faculty, staff and visitors, establishes an institutional prohibition on discriminatory or harassing conduct, and recognises the need for action where a complaint arises. Its list of protected characteristics includes race, religion, gender, pregnancy, age, disability, national origin, ancestry, veteran status and marital or domestic-partnership status, together with other protected characteristics recognised by law.

The policy goes beyond a general ethics statement by identifying behaviours that may amount to discrimination, such as refusing to hire applicants because of protected characteristics, taking adverse employment decisions, excluding members of the university community from activities and failing to make reasonable disability or religious accommodations. It also describes harassment in the form of persistent hostile or intimidating conduct and written or electronic communications.

A separate non-retaliation provision protects people who make complaints in good faith, oppose conduct they reasonably consider unlawful, participate in investigations or request accommodation. The procedural section states that complaints about faculty or staff can be submitted to the university Staff and Student Union Committee or through the university complaint channel. It refers to confidentiality, preliminary examination, support measures and the communication of results to relevant departments. Those features make the publicly available text directly relevant to employment practice and employee protection.

The specialised anti-discrimination policy works alongside BukhSU’s Code of Ethics and Internal Rules, which set expectations for professional conduct, respect for the lawful interests of colleagues, fair organisational procedures and employment discipline. During a faculty meeting reported in March 2025, university staff discussed application of the Code of Ethics and Internal Rules. This is a concrete example of internal communication of the standards governing the university community.

As a state institution, BukhSU applies Uzbekistan’s general prohibition of discrimination and has additionally published university-level rules addressing employment decisions, harassment, reasonable accommodation, complaint-handling and protection against retaliation. The policy gives particular attention to the protected characteristics expressly specified in its text and to other characteristics protected under national legislation. These measures provide a substantive institutional basis for equitable employment conditions and respect for individual rights.

8.2.4  Employment policy: modern slavery, forced and child labour

BukhSU carries out its recruitment and employment activities within the framework of the Labour Code of the Republic of Uzbekistan. National law establishes the principle of voluntary labour, prohibits forced labour and protects employees from unlawful employment practices. At the university level, employment contracts and Internal Rules define reciprocal responsibilities, including lawful recruitment, agreed duties, remuneration and safe working conditions. The Collective Agreement and trade-union representation reinforce the role of consultation and employee safeguards.

The university has also participated in public education on human trafficking and related social risks. The previously documented 16 July 2024 awareness event in Bukhara’s Samanids recreation park was organised within a wider public campaign in cooperation with the regional ‘Istiqlolli Avlod’ organisation. A further seminar on 8 November 2024 involved regional internal-affairs personnel and addressed human trafficking, cybersecurity and other community-safety concerns. These activities demonstrate the university’s engagement in prevention-oriented education alongside its formal employment obligations.

The principles of voluntary employment and the prohibition of child labour and trafficking form part of Uzbekistan’s legal and policy environment. Within this framework BukhSU’s administration, human-resources function, staff representatives and established complaint channels perform complementary roles: formalising labour relations, communicating workplace standards, supporting employees and providing routes for raising concerns. The university’s policy documents also address harassment, discrimination and retaliation, contributing to a comprehensive workplace-protection culture.

BukhSU’s approach connects internal human-resources governance with its wider educational mission. By applying national employment legislation and providing awareness activities for students and the community, the university contributes both as a lawful public employer and as a source of knowledge about labour exploitation, trafficking prevention and individual rights. This work supports the objectives of SDG 8.7 on the elimination of forced labour, modern slavery, human trafficking and child labour.

8.2.5  Equivalent employment rights for outsourced workers

Bukhara State University secures the delivery of higher education through a combination of academic, administrative and support operations. Its 2025 accounting statements contain service-related categories encompassing maintenance, security, goods and services and other operational activities. For activities supplied by external service providers, the relevant employment principles are lawful remuneration, nondiscrimination, occupational safety, reasonable working conditions and access to labour protection under the legislation of Uzbekistan.

The annual accounts distinguish the procurement and operating costs associated with these functions. This classification supports budget control and the transparent management of third-party services in a public institution. The university’s Internal Rules and Collective Agreement set the employment principles applicable to directly employed staff, while external providers operate within the national legal obligations governing their employment of workers. The institutional approach is therefore based on the same overarching statutory framework of employee rights.

The practical elements of responsible procurement include defining the subject and conditions of contracted services, specifying the contractor’s legal obligations, supervising service performance and maintaining safe conditions on the university’s premises. National labour rules address working time, rest, wages, equality and workplace protection. BukhSU’s system of financial administration and internal governance provides an organisational foundation for integrating these standards into day-to-day service delivery.

This approach is consistent with the SDG 8 objective that decent working conditions should extend throughout the activities supporting university operations. BukhSU’s documented employment protections, trade-union system and detailed 2025 service expenditure together illustrate the interaction between public-sector governance, operational procurement and the protection of labour rights in the university environment.

The institutional personnel register also shows that cleaning, security, landscaping, heating, hostel supervision and technical maintenance are represented in the university’s organisational structure alongside faculty and office functions. The register records 1,621 primary appointments (1,534.75 FTE), 408 internal secondary appointments (163.75 FTE), 108 external secondary appointments (47.75 FTE) and one acting-duty appointment (0.30 FTE). This distribution demonstrates an organised approach to staffing both academic and support services. Labour protection, occupational safety and fair treatment remain relevant when an activity is provided under a third-party service contract as well as through direct university employment.

8.2.6  Pay-scale equity and the gender pay gap

Equality of remuneration is an established principle of the law governing BukhSU as a state institution. Article 244 of Uzbekistan’s Labour Code sets out fundamental guarantees in pay, including equal remuneration for women and men for work of equal value and protection from wage discrimination. Article 246 regulates pay conditions, taking account of the requirements and characteristics of the work. University remuneration is arranged through defined staff positions, academic duties, approved salary rates and legally authorised supplements.

The university’s Collective Agreement and trade-union system complement the statutory rules through social partnership and participation in employment matters. The official Staff and Student Union Committee profile specifically refers to wages, timely payments, social protection, employee interests and labour-law support. In 2025 the trade-union reporting-and-election conference provided an institutional forum for reviewing employment and welfare issues.

The year-end financial statements record UZS 176.530 billion in wages and UZS 21.279 billion in employer social charges, or UZS 197.809 billion combined, across the main analysed sources of funding. These figures are material evidence of the scale, regular financing and transparent budget classification of staff remuneration. They also show that staff costs constitute a significant component of the university’s operating expenditure.

BukhSU’s remuneration framework combines government pay requirements, the principle of equal pay for work of equal value, the conditions of individual employment contracts and collective representation. Its Code of Ethics and Anti-Discrimination and Anti-Harassment Policy provide additional safeguards relevant to fair treatment. In this way, legal wage equality is supported by explicit university governance arrangements and established channels for employees to raise workplace concerns.

The 2025 roster lists 1,452 full-rate appointments, 456 half-rate appointments, 211 quarter-rate appointments, 18 three-quarter-rate appointments and one appointment at 0.30 of a full rate. It distinguishes academic roles such as assistant teacher, senior lecturer, associate professor and professor, as well as administrative and technical occupations. These graded positions and fractions give the university a structured operational basis for applying lawful salary scales and the equal-pay principle across comparable roles and workloads.

8.2.7  Measurement and tracking of gender pay equity

BukhSU’s remuneration administration operates within a defined legal and institutional framework. The Labour Code establishes equality of pay for work of equal value, while staff grades, academic appointments, contractual working time, basic remuneration and approved supplements provide the organisational categories used in payroll administration. These are the principal elements relevant to gender pay-scale equity in an institution with academic, administrative and support personnel.

The university’s published 2025 financial reporting identifies wage expenditure and employer social charges separately, and the Internal Rules and Collective Agreement define the basis of employment obligations and collective staff representation. Its Anti-Discrimination and Anti-Harassment Policy establishes mechanisms for addressing conduct inconsistent with equal treatment. Together, these documents demonstrate the financial, legal and institutional infrastructure supporting pay equity.

A meaningful gender-pay analysis takes account of comparable roles and responsibilities, contractual working hours, academic seniority and remuneration supplements. For university staff, the relevant comparisons are therefore organised by occupational and academic grade rather than by unadjusted salary totals alone. This framework is consistent with the legal requirement to reward work of equal value fairly and provides a practical basis for institutional oversight of pay arrangements.

Institutional framework for pay-equity assessment and employee safeguards

The university’s system links national equal-pay requirements with position-based remuneration, official payroll classifications, the collective agreement and an employee complaint mechanism. These measures provide a coherent structure for preventing arbitrary differences in employment treatment and for addressing questions concerning remuneration through established human-resources and labour-protection channels.

For monitoring purposes, the institution can compare role-specific payroll amounts with the recorded FTE assignments rather than comparing unadjusted gross pay across people on different workloads. The 2025 register identifies 683 assistant-teacher appointments (426.75 FTE), comprising 292 primary assignments (267.50 FTE), 313 internal secondary assignments (125.00 FTE) and 78 external secondary assignments (34.25 FTE). The distinction is operationally important for assessing remuneration equitably across like-for-like roles and working time, together with the requirements established by the Labour Code of Uzbekistan.

8.2.8  Employment practice: appeal process

BukhSU’s published anti-discrimination and anti-harassment policy provides an identifiable channel for complaints relating to discrimination, retaliatory action and adverse treatment. It identifies the Staff and Student Union Committee and an institutional complaint mechanism as possible reporting routes. The policy addresses confidentiality, preliminary examination, notification of the relevant parties and subsequent measures, including corrective or disciplinary action where appropriate. These procedures are material to the right of an employee to challenge improper conduct.

The Internal Rules, Collective Agreement and union profile provide complementary protection. The union offers advice on labour-law matters, participates in social dialogue and assists employees in protecting their interests. The Human Resources Management Department supports the documentation and administration of employment relations, while the university’s management is responsible for implementing the obligations in employment contracts and institutional regulations.

An employee may use internal reporting and representation channels in matters concerning workplace rights, adverse treatment or remuneration. The university’s policy identifies routes for reporting concerns, preliminary review and communication with the relevant organisational units. Such procedures are connected with the broader framework of statutory rights and remedies provided by the Labour Code of Uzbekistan, including protection of an employee’s legitimate interests.

The combination of a written complaint-handling policy, elected trade-union representation, a Human Resources Management Department and applicable national legal protections gives BukhSU an identifiable system of employment safeguards. These arrangements support fair administrative treatment, institutional accountability and access to appropriate representation in resolving workplace concerns.

8.2.9  Recognition and protection of labour rights

The university’s labour-rights framework is anchored in a combination of national legislation, institutional internal rules, a collective agreement and the Staff and Student Union Committee. The labour rules identify the legal responsibilities of both employer and employee, including agreed employment obligations, timely remuneration and required working conditions. The collective agreement addresses working conditions, the role of union representatives, social guarantees and ways to implement labour protections through social partnership.

A concrete 2025 example is the university’s 11 April 2025 trade-union reporting and election conference, which publicly discussed employees’ legal and socio-economic protection, the conduct of labour relations and workers’ welfare. The union’s official profile describes oversight of occupational safety, timely wages, workplace conditions, benefits and employee complaints, together with participation in concluding and monitoring collective agreements.

The earlier institutional SDG 8 materials document seminars on the Labour Code and occupational safety and show staff participation in information sessions. Together with the 2025 reporting-and-election conference, these activities illustrate a continuing university practice of communicating employment rights, collective procedures and workplace-protection responsibilities to its community.

BukhSU’s Internal Rules include foreign nationals and stateless persons within the general employee definition, and the trade-union profile expresses representation rights without distinction by nationality or gender. These principles support inclusive protection of the university workforce, consistent with the national legal framework and the social-partnership commitments reflected in the collective agreement.

BukhSU’s employment framework thus combines statutory labour rights, collective representation, a functioning union committee, institutional rules and public staff-engagement events. The system promotes stable labour relations, social dialogue, safe working conditions and the protection of employees across the university’s teaching, research and support operations.

The personnel roster provides additional evidence of the practical employment structure in 2025: most of the registered FTE is attached to primary appointments, while annual secondary teaching arrangements and seasonal service roles provide flexibility within the framework of formal employment contracts. Distinguishing these roles does not remove the statutory labour rights of shorter-term personnel, including equal treatment, workplace safety, remuneration and representation.

8.3.1  Expenditure per employee

As a state higher education institution, BukhSU is a major provider of employment, education and services in the Bukhara region. Its standard-format published financial reporting for 2025 gives a detailed account of this economic activity. The materials include cumulative financial reports for the first three quarters and the complete annual statements for the year ended 31 December 2025, permitting analysis of operational expenditure, compensation, funding streams and year-on-year patterns in institutional resource use.

The year-end financial performance statement dated 1 January 2026 reports actual expenditure of UZS 450,389,990,959.31 for 2025 under row 030. A separately reported targeted extra-budgetary fund accounts for UZS 1,124,565,863.84. Together, these statements reflect UZS 451,514,556,823.15 across the disclosed accounts. They demonstrate the scale of the university’s financial activities and allow expenditure to be described in accordance with the national budget-accounting classification.

Annual 2025 expenditure in the university’s main financial performance statement

The main annual expenditure reconciles with four funding categories: UZS 75.994 billion from budget sources (710000), UZS 213.728 billion from tuition-contract funds (730000), UZS 160.277 billion from the university development fund (741000) and UZS 0.390 billion from other income (750000). Each category is defined within the national public-finance accounting system. This diversified funding structure allows BukhSU to support salaries, educational delivery, maintenance, development and associated public services.

The accounting analysis distinguishes approximately UZS 44.538 billion in identified capital items within the main annual expenditure. After separating those items, the calculated non-capital amount is approximately UZS 405.852 billion. This subtotal is a useful institutional indicator of expenditure on continuing operations, including remuneration and services, and follows the central THE distinction between operating activity and capital investment. Amounts in the summary table are rounded to three decimal places in billions of soums.

Figure: annual expenditure compared with the non-capital working subtotal (2025).

Personnel expenditure and social contributions

An important component of the 2025 expenditure structure is employee remuneration. Salary and employer social contributions are separately reported across the main financial sources. The identified wage total amounts to UZS 176.530 billion and the employer social-contribution total to UZS 21.279 billion, together representing UZS 197.809 billion. The figures underscore BukhSU’s substantial investment in its academic, administrative and support workforce and the public financial obligations associated with employment.

Identified wage and employer social-contribution expenses in 2025

Identified staff remuneration and social contributions account for approximately 48.7% of the calculated UZS 405.852 billion non-capital subtotal. The proportion demonstrates that employment and staff-related social obligations represent one of the university’s principal categories of recurrent expenditure. This is consistent with the labour-intensive character of a comprehensive public university delivering degree programmes, research, community engagement and student services.

Quarterly-to-annual reconciliation

The financial statements for March, June, September and December 2025 present cumulative expenditure for each reporting point. The series shows a clear progression through the financial year and closes at the amount stated in the annual accounts. For comparability, amounts originally displayed in soums or thousands of soums have been expressed below in billions of soums. The annual total is taken from the 31 December year-end statement.

Year-to-date actual expenditures — financial statements during 2025

Differences between successive cumulative amounts give the following quarterly movements in the main statement: Q1 — UZS 75.571 billion; Q2 — UZS 224.533 billion; Q3 — UZS 59.585 billion; and Q4 — UZS 90.702 billion. These figures show the timing of expenditure recognition across the year. The resulting annual balance is consistent with the year-end total of approximately UZS 450.390 billion reported in the financial statements.

Figure: derived changes between cumulative 2025 year-to-date figures.

Expenditure per employee — institutional calculation

The 2025 personnel roster shows a recorded staffing volume of 1,746.55 FTE across 2,138 appointments. The previously reported workforce number of 1,747 is the rounded value of this staffing workload. The 2,138 appointments are not 2,138 different employees: the file contains internal and external secondary appointments, and 1,748 distinct personnel codes, some appearing on more than one appointment. Accordingly, the expenditure intensity is calculated against 1,746.55 recorded FTE, rather than the raw number of employment rows.

Dividing the non-capital main-statement working subtotal of UZS 405.852 billion by the recorded 1,746.55 FTE gives approximately UZS 232.4 million of annual non-capital expenditure per staffing FTE. Dividing the complete main-statement expenditure of UZS 450.390 billion by the same base gives approximately UZS 257.9 million per recorded FTE; including the separately disclosed fund raises the complete financial-statement comparison to UZS 258.5 million per recorded FTE. The main THE 8.3.1 presentation uses the non-capital subtotal because the methodology excludes capital, new buildings, depreciation and financing charges. This register-based financial ratio is reported before THE’s own regional GDP-per-capita normalisation.

Calculation reconciliation and interpretation

Taken together, the 2025 expenditure accounts and HR establishment data demonstrate BukhSU’s economic contribution to the Bukhara region through extensive payroll spending, operating expenditure, social contributions and more than 1,700 FTE of university appointments. The staffing file also clarifies the use of one-year teaching and secondary positions and seasonal service employment, supporting a more precise comparison of university expenditure with recorded staffing workload. The underlying financial amount is unchanged; only the denominator is refined using the newly supplied personnel source.

8.4.1  Proportion of students with compulsory work placements

BukhSU promotes decent work and economic opportunity by connecting university study with employers, professional practice, career support and entrepreneurship. These activities develop workforce readiness, strengthen students’ knowledge of the labour market and facilitate the transition from higher education to employment. In 2025 the university implemented large-scale career events and maintained a detailed system for monitoring graduates’ employment and further study, providing a substantial evidence base for its employment-support role.

University engagement with employers in 2025

On 25 April 2025, BukhSU organised ‘Karyera kuni–2025’ (Career Day), attended by more than 2,500 prospective graduates. Approximately 100 employers were represented, with around 3,000 vacancies publicised. The university’s announcement reported approximately 200 tripartite employment-related agreements signed during the event. Students and graduates received practical information about vacancies, entrepreneurship and the ‘Kelajakka qadam’ initiative, helping them connect their qualifications with employers’ needs.

The regional ‘TalabaExpo–2025’ event in September 2025 expanded this engagement with more than 100 organisations and over 1,000 advertised vacancies, alongside presentations of industrial practice, internships, training and business-development opportunities. The programme included a visit to an industrial facility where students could observe technologies and working conditions. The regional nature of the event further demonstrates BukhSU’s contribution to cooperation among higher education institutions, employers and local industry.

Information published by BukhSU departments on professional practice and graduate employment complements these events. The university’s innovation environment, represented in earlier institutional reports by enterprises active in language services, tourism, accounting and biotechnology, also illustrates the relevance of applied knowledge and entrepreneurship to employability. The combination of academic training, university–industry cooperation and careers outreach supports the economic opportunity dimension of SDG 8.

Detailed examination of the uploaded graduate-employment workbook

The university register contains 5,632 entries: 5,617 associated with the 2024/2025 study year and 15 associated with 2023/2024. Of the 2025 entries, 5,351 are marked as having completed their programme and 266 as not completed. In the full two-year register, 5,366 entries carry a completion flag. The ‘ILOVA-1’ summary also reports a total student headcount of 19,319, providing a useful institutional population reference alongside the graduate follow-up data.

Structure and counts in the BukhSU 2025 graduate-employment workbook

An official university announcement concerning the 2025 graduation ceremony reports 5,099 graduates in the 2024/2025 academic year, including 4,884 bachelor’s and 215 master’s graduates; the published gender distribution is 3,524 women and 1,575 men. This official annual graduation statistic complements the wider operational registry of 5,351 completion-marked records for the cohort. The two figures are presented under their respective reporting definitions and demonstrate the value of maintaining both public graduation statistics and detailed internal follow-up information.

Among the 2024/2025 records, the individual register includes 2,405 direct-employment-category flags. Of these, 2,287 are associated with completed-study entries and 118 with entries marked as not completed. The ratio of 2,287 to the 5,351 completion-marked records is 42.74%, representing the direct-employment flag share within that part of the operational register. Together with the university’s public career-event results, the data offer a detailed view of its employment-support activity in the reporting year.

The individual register also records further education, self-employment, childcare and unemployment categories. A total of 191 records contain two simultaneous outcome flags, reflecting the fact that university graduates can combine more than one pathway, such as employment and additional study. The broad dataset therefore documents a varied set of graduate destinations and provides departments with a basis for arranging employer engagement, career counselling and ongoing follow-up with their graduates.

Professional practice and external work experience in university programmes

The THE 8.4.1 indicator addresses curricular work placements lasting more than one month at organisations outside the university. This requirement is connected with the university’s academic practice and employer-engagement systems, including approved curricula, professional-practice arrangements, cooperation with host organisations and the supervision of student activities. BukhSU’s employment registry and 2025 career events demonstrate a complementary dimension: practical pathways into jobs and the university’s relationships with employers after or near completion of study.

Administrative components of curriculum-based external work placements

The evidence of career guidance, employer partnerships, graduate monitoring and departmental activity shows an established institutional commitment to employability. The university’s work in professional practice and its contacts with external organisations provide the organisational foundation for structured training outside the classroom. Together, these activities contribute to SDG 8.6 by connecting education with skills, employment opportunities and the productive economy.

8.5.1 Proportion of employees on secure contracts

Bukhara State University is a public higher education institution subject to the Labour Code of the Republic of Uzbekistan and to its own employment procedures and collective arrangements. The 2025 institutional staffing file supplies a detailed appointment-level picture of the university’s employment model. It covers academic departments, university administration, student services, support operations and maintenance. The registered workload amounts to 1,746.55 full-time-equivalent (FTE) positions, consistent with the rounded figure of 1,747 used in the university’s SDG 8 reporting.

The exported register contains 2,138 appointment entries across 141 organisational subdivisions and 1,748 different personnel identifiers. The number of entries exceeds the number of distinct identifiers because one person may have a main appointment and an additional internal appointment. This is particularly relevant to higher education, where a lecturer may hold a primary post and undertake additional teaching duties. For accurate comparison, the analysis uses each appointment’s recorded fraction of a full-time rate, without treating each secondary appointment as one additional full-time worker.

2025 staffing establishment: mutually exclusive appointment categories

Main appointments (Asosiy) account for 1,621 entries (1,534.75 FTE). Their total includes 292 assistant-teacher entries (267.50 FTE), 28 five-month seasonal heating appointments (28.00 FTE), and 1,301 other primary appointments (1,239.25 FTE). Internal secondary appointments (Ishki o‘rindosh) account for 408 entries (163.75 FTE), while external secondary appointments (Tashqi o‘rindosh) account for 108 entries (47.75 FTE). One acting-duty appointment contributes 0.30 FTE. All categories in the table are mutually exclusive; therefore their FTE values reconcile exactly to the final total of 1,746.55.

Annual assistant-teacher appointments and secondary employment

The university’s employment information confirms that assistant-teacher appointments, internal secondary posts and external secondary posts are normally contracted for one year. The appointment register contains 683 assistant-teacher entries in total (426.75 FTE), but 391 of these overlap with the internal and external secondary groups listed above. Accordingly, the indicator calculation does not add the 683 assistants to the 408 internal and 108 external appointments. Instead, the one-year primary assistant group is identified separately, while secondary assistant roles are already counted within the relevant secondary-appointment groups.

Seasonal service provision and other fixed-term appointments

The roster explicitly identifies 28 positions described as “O‘t yoquvchi (5 oy mavsumiy) (1-toifali)” (five-month seasonal heating workers), each at one full-time rate. They were hired principally in November–December 2025 with planned end dates in March 2026. These 28.00 FTE are recorded separately from the annual teaching and secondary-employment groups. In addition, four other primary appointments (4.00 FTE) carry explicit start/end dates implying a term no longer than 24 months: three heating-service appointments with 2026 expiry dates and one academic appointment ending in July 2026. The roster also includes two explicitly dated primary appointments spanning more than 24 months, which are retained in the long-term category. The single 0.30-FTE acting-duty appointment is accounted for separately.

Calculation of the long-term / secure-contract FTE share

For the register-based classification, primary appointments without a recorded expiry date are treated as continuing unless their role is explicitly identified by the university as annual, seasonal or acting. Primary appointments with a recorded term longer than 24 months also qualify for the long-term group. Applying this consistent categorisation, 1,235.25 FTE (70.73% of the total 1,746.55 FTE) form the long-term workforce component. The remaining 511.30 FTE (29.27%) correspond to annual/secondary arrangements, seasonal appointments, the four other fixed-term primary contracts and the acting-duty position. The calculation describes the establishment represented in the supplied staffing register, not a count of 2,138 separate employees.

The Labour Code of the Republic of Uzbekistan permits both indefinite and fixed-term employment contracts and protects the rights of employees in each category. Article 110 recognises indefinite contracts and specifies that a contract is considered indefinite where no term is stipulated in the contract itself. Article 112 provides for fixed-term work where the nature of the duties, including seasonal work, makes an indefinite term inappropriate. Within this framework, BukhSU’s one-year assistant and secondary appointments enable curriculum delivery and specialist participation, while seasonal heating workers support campus operations during the colder months. These arrangements complement a majority continuing-workforce component and uphold statutory labour guarantees.

The 2025 personnel evidence strengthens BukhSU’s presentation under SDG 8.5 by distinguishing between a substantial continuing workforce and the legally regulated flexible staffing needed by a large public university. It also improves the precision of SDG 8.3 by identifying a registered FTE denominator that can be reconciled to the previously reported 1,747 workforce figure. The result is a transparent, reproducible illustration of the university’s labour structure and its contribution to decent work and stable employment in the Bukhara region.