In Uzbekistan, under what circumstances can an employment contract be terminated based on circumstances beyond will of the parties?

In Uzbekistan, under what circumstances can an employment contract be terminated based on circumstances beyond the will of the parties?
There is article 106 of the current CC on "cancellation of the employment contract in circumstances beyond the discretion of the parties", and in this new version, article 168 of the CC "cancellation of the employment contract in circumstances beyond the control of the parties" is called "cancellation".
The first innovation: paragraph 5 of Article 168 of the new Criminal Code. Accordingly, in accordance with the legislation, the employment contract may be terminated in circumstances beyond the will of the parties in the event of circumstances preventing the continuation of labor relations. Such cases include the fact that the employee has been recognized as completely incapable of work according to a medical opinion, the right to use state secrets has been revoked, if the work being performed requires the right to use it, he has been deprived of a permit or license to perform certain work, etc. Do you notice that, according to the medical report, it is said that he will be completely incapable of work. This reason was mentioned in the current CC as one of the reasons for canceling the employment contract (MSH) at the initiative of the employer (Article 100, Part 2, Clause 2). In the new CC, it is different: it is becoming one of the grounds for canceling the MSH, not at the initiative of the employer, but in circumstances that do not depend on the will of the parties. Also, circumstances such as the cancellation of the right to use state secrets, or the deprivation of a permit or license to perform certain work may also be the cause of cancellation as new grounds for circumstances that are not dependent on the will of the parties.
The second innovation: Clause 6 of Article 168, i.e. cancellation of MSH due to the entry into legal force of the court decision on liquidation of the organization or termination of the activity of an individual entrepreneur who is an employer. If you don't pay attention to it, you will be distracted. According to Article 100, Part 2, Clause 1 of the current Labor Code, the termination of the employment contract due to the termination of the enterprise is the practice of termination at the initiative of the employer. Article 161 of the new CC is devoted to the cancellation of MSH at the initiative of the employer. Clause 1 of Part 2 of this article provides the grounds for canceling the MSH at the initiative of the employer in connection with the termination of the organization. However, liquidation in this case means liquidation of the organization by the decision of the founder, participant or authorized body, i.e. the process of voluntary liquidation. Pay attention to paragraph 6 of Article 168 of the new Criminal Code, cases of liquidation of the organization by a court decision, i.e. compulsory liquidation, are envisaged, do you understand? So, to be more precise, according to the new CC: employees are dismissed at the initiative of the employer in accordance with Article 161 in case of voluntary liquidation of the enterprise, and in case of compulsory liquidation of the enterprise by a court decision, according to Article 168 it depends on the will of the parties is released in exceptional circumstances.
We have a third news. Clause 7 of Article 168 of the new Labor Code, that is, the annulment of the court decision on the reinstatement of the employee or the annulment of the decision of the State Labor Inspectorate or its recognition as illegal. For example, an employee wins a court case and is reinstated by this court decision. Then the employer wins in the appeals court and the lower court's decision is overturned. In such cases, the employer dismisses the employee who has not yet been reinstated, based on Clause 7 of Article 168. That is, the collective bargaining agreement with the employee dismisses the employee based on Article 168, Clause 7 of the Labor Code in connection with "revocation of the court decision on reinstatement" in cases that do not depend on the will of the parties.