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Explanatory Note (Tushuntirish Xati)

Fill in the written explanation an Uzbek employer asks for — you choose how it closes. Latin and Cyrillic.

Details

Who the note goes to
Who it is from
What happened

The note is written after the incident — it cannot be dated earlier.

The sentence continues «... yuzasidan quyidagilarni ma'lum qilaman», so word it to fit.

Each new line becomes a new paragraph. Stick to facts: date, time, who you contacted.

The part that carries legal weight. An admission becomes evidence against you later.

Document

Script

____________ direktori ____________ga ____________ ____________dan

TUSHUNTIRISH XATI

Men, ______________________, ____________ kuni ______________________ yuzasidan quyidagilarni ma'lum qilaman.

______________________ ______________________ ______________________

______________________ ______________________ ______________________

______________________ ______________________ ______________________

Holat yuz berganini tan olaman, biroq u yuqorida ko'rsatilgan uzrli sabab tufayli sodir bo'ldi. Shuni inobatga olishingizni so'rayman.

____________

______________________ ______________________

The signature is always added by hand. Prepare two copies and have the office mark one as received. Re-read what you wrote before handing it in: an admission becomes evidence against you. Empty fields print as writing lines.

Frequently asked questions

Which article requires an explanatory note?

Article 313 of the Labour Code of Uzbekistan — the procedure for applying disciplinary measures. It obliges the employer to demand a written explanation from the employee BEFORE applying a sanction. So the note is not being asked for arbitrarily: a sanction imposed without it is imposed in breach of procedure (sources: lex.uz, Labour Code art. 313; explanations by toshkent-vil.adliya.uz and yuristpro.uz).

How long do I have to write it?

The Labour Code sets no fixed deadline for the explanatory note — the widely quoted «three days» is common practice, not a statutory requirement. The employer sets a reasonable period, usually stating it in the written request. If you were given a period, keep to it; if you were not, do not delay — the delay itself can be treated as a separate matter.

Can I simply refuse to write one?

You can, but it will not stop the sanction. If an employee refuses to give an explanation, the employer records the refusal in a statement drawn up with witnesses, and the sanction proceeds on the basis of that statement. In practice refusing is the easiest way to lose: your version of events exists nowhere, and the file contains only the employer's account.

What if I do not admit fault?

That is your right. If the note states that you did not breach discipline, the employer cannot rest the sanction on your own admission — it has to gather further evidence and formalise it in an inspection statement or a memorandum. If the dispute reaches a court, those are the documents that get examined. That is why the closing sentence is a choice in this tool: almost every ready-made template online ends with one that admits fault.

What has to be in the note?

Four things: who it is addressed to (manager and organisation), what happened (with an exact date and time), why it happened, and your conclusion. Write facts — not «I was late» but «I arrived at 9:40 because...». If you have supporting documents (a medical certificate, a ticket, a message), attach them and mention them in the text. Leave out judgement and emotion: a short, dry note is the good kind.

Where does the data I enter go?

Nowhere. The whole document is built inside your browser: nothing is sent to a server and nothing is stored. Close the page and what you typed is gone.