Key Facts:
Client: Shamol Zarafshan Energy
Location: Navoi Region, Uzbekistan
Status: Ongoing
Sector:Energy and Renewable Energy
Start date: 01/03/2025
End date: Ongoing

Project Information:
The construction of the Zarafshan Wind Farm project started in August 2022. This project involves the development of a 500MW wind power project located in the Tamdy District of Uzbekistan, approximately 7 km east of Zarafshan City. It lies within the Navoi Region in the central part of the Kyzylkum Desert and occupies an area approximately 9,600 hectares (ha) in size.
Shamol Zarafshan Energy FE, LLC assigned a qualified and competent Social Consultant to undertake semi-annual monitoring during the construction phase of the project to assess contractor and sub-contractor adherence to local labour laws and project labour and working conditions commitment.

Project Activities:
Reviewed documentation to verify management testimonies and to undertake a thorough assessment of management practices;
— Arranged a kick-off call project with the Company, including the Lenders (EBRD, IFC, ADB);
— Prepared an audit plan and shared the plan with the Company, Contractor, and subcontractor points of contact;
— Prepared and agreed on worker interview protocols and ensured all assessors involved are inducted on worker interview protocols;
— Prepared a labour audit checklist with consideration of local labour laws, EBRD Performance Requirements, IFC’s Performance Standards, and ADB’s Safeguard and Social Protection Requirements in addition to project labour and working conditions;
— Сonducted a day site visit to undertake interviews with key Project personnel, worker interviews, and a walk around the Project site (including Contractor and subcontractor workers’ accommodation) to observe labour and working conditions;
— Engaged with individuals responsible for management of workforce relations (i.e., human resources), labour, and working conditions to obtain information on labour rights risks;
— Сonducted interviews with management and supervisory staff to get a broad overview of the management team’s capacity to manage labour issues and to identify their main systems for managing labour.