Turkmenistan: A Guideline to Payroll and Employer of Record

Run your business seamlessly with Neeyamo as we help you go beyond borders to manage your international payroll and hire new talent in Turkmenistan.

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With a vibrant and youthful population boasting a median age of merely 17, Benin is one of the most youthful nations globally. This demographic composition not only characterizes the country's vitality but also signifies a country filled with youthful energy ready to contribute significantly to the nation's workforce. The emerging workforce is anticipated to be exceptionally skilled and talented across diverse domains, paving the way for a dynamic and promising future.

If your organization’s expansion plans require you to hire employees in Benin and you lack a physical entity in the country – a key requisite to hire local talent, your solution is right here with, Neeyamo – Payroll management services. Neeyamo's global payroll solutions assist with the onboarding and management of employees in Benin, along with the processing of a firm's payroll accounting and tax services, handling payroll risks and controls, compliance, benefits, and more.

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Facts And Stats




Turkmenistani Manat

Official Language


Fiscal Year

1 January - 31 December

Date Format


Country Calling Code


Other Languages

Russian and Uzbek

Time Zone


Global Payroll


Handling payroll for a widespread workforce can pose as a major challenge for any firm. The added complication of compliance can make things worse and drastically effect the time and efforts that can be used in other equally important aspects of an organization's development. 

Over the years, Neeyamo has observed these complexities and strived to provide a global payroll solution through a single technology platform, Neeyamo Payroll.

Payroll Taxes

Payroll tax is the percentage amount retained from an employee's salary and paid to the government to invest in the welfare of the general population.

Employee Taxes

2%: Social Security Rate for Employees

Income Tax: Flat tax rate of 10% for individuals.

Employer Taxes

20% (Total Remuneration): Social Security Rate

3.5%: Social Security Rate for Employers

Payroll Cycle


Undoubtedly, payroll is a critical aspect of any organization. The Pay cycle is a notable feature that provides a sense of accountability for an employee to be paid consistently for their work.


In Turkmenistan, the payroll cycle for employees can be Bi-Weekly, Twice-Monthly, or monthly.

13th Month Cycle

No, Turkmenistan does not have a statutory requirement for employers to provide a 13th, 14th, or 15th month of pay as a standard benefit for employees.

Global Work


An Employer of Record service provider helps you get rid of the hassle of handling the complexities that come with setting up a new employee in remote locations. They act as legal employers, facilitate salary payments, and handle everything from health insurance, payroll taxes, and employee benefits to comply with local tax laws and regulations.

This ensures that the client company can focus on the employee’s everyday tasks safely in the knowledge that they have a cost-effective solution as they continue their global expansion.

HR Mandates and Practices

Minimum Wage

The minimum wage in Turkmenistan is 1,280 Turkmenistani Manat (TMT) per month.


Overtime work is considered to be work performed by an employee at the initiative of the employer in excess of the established duration of working hours, daily work (shift).

Overtime Limits:

  • Daily: An employee cannot work more than 4 hours of overtime per day for two consecutive days.
  • Yearly: The total amount of overtime work an employee can perform in a year cannot exceed 120 hours.

Overtime Pay: Overtime work must not be paid less than twice the standard hourly wage.

Data Retention Policy

In Turkmenistan, no specific data retention period is mentioned.

Hiring and Onboarding Requirements


In Turkmenistan, there are no specific hiring preferences or discrimination laws based on race, nationality, gender, or religion. The law prohibits discrimination in employment and occupation based on these factors.

However, there are some gender-related issues in the labor market, such as the underrepresentation of women in highly-paid jobs and gender stereotypes in choosing professions.

The country has ratified international human rights treaties and has committed to preventing, banning, and eradicating any attempts at discriminating women.


Mandatory Documents:

  • Passport (if foreign national) or National Identity Card (if Turkmen citizen)
  • Work Permit and Visa (if required for foreign workers)
  • Educational Diplomas and Certificates (copies)
  • Military Service Documents (if applicable for male citizens)
  • Medical Certificate (sometimes required)

Additional Documents (Possible):

  • Employment references
  • Proof of address
  • Tax Identification Number (if applicable)


  • Standard Duration: 3 months for most employees.
  • Extended Period: 6 months for managers, heads of enterprises, chief accountants, and branch heads.
  • Agreement-Based: Established during hiring through an agreement between employer and employee.



The statutory public holidays in Turkmenistan for the year 2024 are as follows:

  • 1 January: New Year's Day
  • 8 March: International Women's Day
  • 21 March: Novruz Holiday
  • 22 March: Novruz Holiday
  • 10 April: Eid al-Fitr
  • 18 May: Constitution and Magtymguly Day
  • 17 June: Eid al-Adha
  • 27 September: Independence Day
  • 6 October: Earthquake Remembrance Day
  • 12 December: Neutrality Day

Annual Leave

Regular employees are entitled to thirty calendar days of annual basic leave per year.

Teaching staff, educational institution managers, and persons with disabilities are entitled to forty-five calendar days of annual basic leave.

Scientists holding positions in scientific organizations with a doctorate degree are entitled to forty-five calendar days of annual basic leave, while those with a candidate of sciences degree are entitled to thirty-six calendar days.

Child Care Leave

Women are entitled to unpaid leave to care for their child until the child reaches the age of three, regardless of their length of employment, following the end of their pregnancy and childbirth leave.

Childcare leave may be granted to the individual responsible for caring for the child, including the child's father, legal guardian, or other authorized guardians, as outlined by Turkmenistan's legislation. The specific procedure for granting childcare leave to these individuals is determined by the Cabinet of Ministers of Turkmenistan.

The employee's position is maintained during childcare leave.

Childcare leave can be taken in full or in parts. Individuals on childcare leave have the option to return to work before the end of the leave period by providing two weeks' notice to their employer. In such cases, annual leave is granted based on the actual time worked.

State childcare allowances are provided and distributed to individuals on childcare leave in accordance with Turkmenistan's laws.

Maternity Leave

The process for granting maternity leave and the disbursement of state allowances is managed by a designated agency as outlined in Clause 1 of Article 404 of this Code, in collaboration with the Ministry of Health and Medical Industry of Turkmenistan, the Ministry of Finance and Economy of Turkmenistan, and the National Center of Trade Unions of Turkmenistan.

Creative Leave

Individuals who effectively balance their production or teaching responsibilities with scientific pursuits may be granted creative leave based on recommendations from the appropriate scientific council. During this leave, their average salary and position at their primary workplace are maintained.

Creative leave spans three months for completing candidacy work and writing educational materials and six months for completing doctoral work.

Payment for creative leave is managed by the employer through the labor compensation fund and funds designated for the training of scientific personnel.

Unpaid Leave

Upon request and with valid reasons, employees may be granted unpaid leave for up to ten calendar days per year.

If an employee requires unpaid leave for more than ten days, additional days may be granted, either deducted from their annual basic leave or provided as extra leave.

Certain employees may be granted discretionary unpaid leave as follows:

  • Single parents or their substitutes caring for children under fourteen (or under eighteen if the child has a disability) may receive up to fourteen calendar days.
  • Persons with disabilities may receive up to thirty calendar days.
  • Up to 15 calendar days before admission to higher or secondary vocational schools, respectively, and up to 15 calendar days for post-graduate studies, excluding travel time.
  • Those sent to verify diplomas obtained outside Turkmenistan may receive up to thirty calendar days.
  • Students preparing diploma projects or theses in their final academic year may receive up to thirty calendar days as per the educational institution's request.
  • Those responsible for caring for sick family members may receive leave for the period determined by the healthcare institution.
  • Foreign teaching staff in Turkmenistan's educational institutions may receive up to thirty calendar days.
  • Pensioners may receive up to thirty calendar days based on age.
  • In cases of production downtime agreed upon by the trade union or employer representative organizations, employees may receive up to three months of unpaid leave, extendable up to twelve months in special cases.

The duration of unpaid leave for certain veteran groups and equivalent individuals is governed by Turkmenistan's legislation.


Notice Period

Standard: Employees typically need to provide two weeks' written notice to the employer if they wish to resign.

Fixed-Term Contracts:

  • Termination During Contract: If a fixed-term contract is terminated before the expiry date (by either party), at least two weeks' written notice is generally required.

Important Considerations:

  • Agreement-Based: The notice period can be altered through a mutual agreement between the employer and employee.

Severance Pay

Severance pay is given when an employment contract ends:

  • If the employer terminates the contract as outlined in certain clauses.
  • In cases not determined by the parties' agreement as specified in Article 47
  • When an employee refuses work for certain reasons as outlined in Article 39.
  • Based on specific conditions outlined in Article 22.

Severance pay amounts to an average of two weeks' wages and is provided in various circumstances, such as:

  • Military service obligations.
  • Reinstatement of a previous job.
  • Health-related work limitations.
  • Refusal to relocate.
  • Refusal due to changes in contract terms.
  • Medical recognition of inability to work.
  • When the employer terminates contracts due to enterprise closure or reduction:

Severance pay equals the average salary.

The average salary is retained for up to two months, factoring in severance pay.

If unemployed after applying to the employment agency, the average salary is retained for an additional month.

Severance pay and retained average wages are paid by the employer at the former workplace.

Payment of Wages upon Termination:

When the employer ends the contract, the salary owed is paid:

  • To employees working until termination on the day of termination.
  • To employees not working until termination on the day they submit their settlement request.

When the employee ends the contract, the salary owed is paid:

  • To employees obligated to notify the employer by the agreed-upon date.
  • To employees not obligated to notify the employer on the day of termination.

In cases of disputes over owed amounts, the employer must pay the undisputed portion within specified timeframes.


Required Documents

  • Migration website.
  • Proof of identity: Such as a driver’s license.
  • A passport: Valid for at least six months beyond the date on the applicant’s letter of invitation.
  • A copy of the first page of the passport: Must be signed by the applicant.
  • A recent passport photograph.
  • A letter of invitation from a business registered in Turkmenistan: This letter must be certified by the State Migration Service of Turkmenistan and is valid for three months after the date of certification.
  • Proof of payment of the visa registration fee.
  • Documents proving the inviting company’s main operation.
  • Documents proving the company’s ability to sponsor you: This could include a statement of financial account.
  • Copy of your work contract.
  • Your health certificate.
  • List of names of all employees in the company.
  • Proof of your qualifications, translated and sealed.

Application Process:

  1. Contact the Embassy or Consulate: Foreign nationals should start the application process by getting in touch with the embassy, consulate, or diplomatic mission in their country of residence. Consular officials can provide a complete list of required documents.
  2. Obtain a Certified Letter of Invitation: The letter of invitation from the applicant’s employer in Turkmenistan must be certified by the State Migration Service of Turkmenistan.
  3. Submit Documents and Pay Fee: After gathering all necessary documents, the applicant should visit their nearest embassy to submit them and pay the visa fee in person. It's important to remain in the country of residence while waiting for visa approval.
  4. Processing Times: Processing times may vary, so it's advisable to start the visa application process well in advance of the intended departure date to avoid being detained upon arrival in Turkmenistan.

Employee Background Checks

Legal and Background Checks

In Turkmenistan, conducting legal employment background checks involves adhering to specific guidelines and regulations to ensure compliance with local laws and data privacy standards. Here's a summary of the key points regarding legal employment background checks in Turkmenistan:

Permissible Checks:

Identity Checks: Pre-employment background screening checks that involve checking an individual's identity are generally permissible in Turkmenistan. This means employers can verify the identity of job applicants as part of their background checks.

Consent and Privacy:

Consent: Employers must obtain the necessary consent from the individual before conducting any background checks. This is crucial for ensuring compliance with data privacy and protection laws.

Legal Requirements: Employers should follow local laws and regulations regarding data privacy and protection when conducting background checks. This includes understanding and adhering to any specific requirements or restrictions that may apply to background checks in Turkmenistan.

Employment Laws and Regulations:

Employment Laws: The employment landscape in Turkmenistan has evolved over time, with the development of labor laws aimed at creating appropriate social and legal circumstances for the execution of constitutional citizens' right to work. These laws also provide legal recourse to labor relations and other issues. Understanding these laws is essential for conducting background checks and ensuring compliance with employment regulations.


Last updated on March 14, 2024

If you have any queries or suggestions, reach out to us at irene.jones@neeyamo.com

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