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Knowledge of Kazakhstan’s work permit system, employment contracts, taxes, language, recruitment methods, discrimination legislation, and labour regulations is necessary for successful hiring in the country.
Furthermore, as an employer, you will be responsible for withholding funds to pay for your workers’ proportionate part of taxes and benefits such as social security.
The law governs termination, work hours, and overtime pay and prohibits discrimination. Additionally, businesses are subject to a number of taxes, and local norms about hiring may vary widely. With this knowledge, businesses can hire staff in Kazakhstan easily and in accordance with the law.
As a developing economy, Kazakhstan has much to offer businesses in search of remote workers. Firstly, Kazakhstan is home to an intelligent and educated labour population that excels in fields like engineering, design, and programming.
Furthermore, the country has a welcoming atmosphere for business, and many tax breaks and subsidies are accessible to local and international companies.
In addition, the country’s strategic placement between Europe and Asia makes it an attractive market for global businesses. Last but not least, both companies and workers can benefit from Kazakhstan’s business-friendly climate and low cost of living.
Native Teams’ Employer of Record services help you hire and pay your team through an owned infrastructure in Kazakhstan. We handle everything from legal employment to ensuring your team is paid and managed compliantly and with care, without any third parties involved.
Hire your first Kazakh employee with Native Teams.
When hiring new employees in Kazakhstan, it’s important to follow these labour laws and regulations to ensure compliant hiring practices.
Kazakhstan’s employment framework is rooted in the Constitution of the Republic of Kazakhstan and is primarily governed by the Labour Code of the Republic of Kazakhstan.
The Labour Code establishes the legal framework governing employment relationships and is intended to balance the interests of employees and employers, ensure fair working conditions and promote social stability.
Kazakhstan’s labour legislation also recognises international agreements ratified by the Republic of Kazakhstan. Where such agreements conflict with national law, they take precedence under Article 2, paragraph 3.
In Kazakhstan, employment contracts may be permanent, fixed-term or temporary, depending on the nature of the work and the relationship between the employer and employee.
A permanent employment contract is the most common form of employment and is concluded for an indefinite period, meaning there is no set end date to the employment relationship. It provides employees with a high level of employment security, as termination requires valid grounds such as misconduct, redundancy or mutual agreement.
A fixed-term employment contract is used where the employment relationship is established for a defined period, such as for seasonal work or project-based assignments. The duration of a fixed-term contract should not exceed five years unless otherwise stipulated by law.
When the contract expires, the employer may renew it, but repeated renewals may result in the contract being deemed permanent. If the contract expires and the employee continues working, the employment relationship may automatically become indefinite.
A temporary employment contract is used for short-term work assignments, typically lasting less than two months. It may be used for short-term projects or to cover the absence of a permanent employee, such as during maternity leave.
The employment contract must include the following information:
Download a free employment contract for Kazakhstan through Native Teams.
All employment contracts in Kazakhstan must be concluded in written form. Oral agreements are not recognised as binding in the context of employment relationships.
Employment contracts must contain the terms and conditions required by the Labour Code and should be signed by both the employer and employee before the employee begins work.
Electronic employment contracts are also permitted where they comply with the applicable formal requirements and are signed using a recognised electronic signature.
The standard working time is 40 hours per week. Different working arrangements may be used to accommodate the operational requirements of different industries.
Night work is defined as work performed between 10:00 p.m. and 6:00 a.m. Employees who work night shifts are entitled to additional compensation. An increased wage rate typically applies to hours worked during this period. Night workers must also not be required to work longer than their standard shift without an appropriate rest period.
For shifts of at least six hours, employees must receive a meal or rest break of at least 30 minutes, but no more than two hours. These breaks are not included in the calculation of paid working hours.
The minimum annual paid leave entitlement is 24 calendar days for employees working under standard conditions. Certain categories of employees, including those engaged in hazardous, heavy or dangerous work, may be entitled to additional leave days.
Annual leave is calculated in calendar days rather than working days, meaning that weekends and holidays are included. However, where a public holiday falls during the leave period, the leave is extended by the number of public holidays that occur during the leave.
Employees become eligible for their full annual leave entitlement after 12 months of continuous service with the same employer. Partial leave may be granted after six months of employment, subject to the employer’s discretion or the terms of a collective agreement.
The minimum wage is the legally guaranteed minimum amount that must be paid to employees for unskilled work. It is set annually by the government and applies across all sectors.
The minimum wage is subject to periodic review and adjustment based on economic conditions and living standards and represents the lowest legally permissible remuneration employers may pay for employees’ work.
An employee’s salary typically consists of:
Salaries must be paid at least once a month. Employees have the right to receive their salary in full and on time. Where payment is delayed, the employer is required to pay a penalty of 1.25% of the delayed amount for each day of delay.
To calculate the salary and taxes in Kazakhstan, click here.
To qualify for sick leave benefits, employees must provide a medical certificate issued by a licensed healthcare provider. The medical certificate confirms the employee’s inability to work and the expected duration of the illness.
Sick pay may be covered by the employer or social insurance, depending on the circumstances:
Parental leave is intended to support employees during the birth and care of a child. Kazakhstan’s Labour Code provides rights to maternity leave, paternity leave and leave for employees who adopt or become legal guardians of a child.
Maternity leave is 126 calendar days, consisting of 70 days before childbirth and 56 days after childbirth. Where complications occur during childbirth or multiple births take place, the postnatal leave period is extended to 70 days.
Maternity leave is paid, with compensation provided through the State Social Insurance Fund. The amount is calculated based on the employee’s average wage.
Women may also request additional unpaid leave to care for a child until the child reaches three years of age. During this period, the employment contract remains in force, and the employee retains the right to return to work at the end of the leave.
Paternity leave is available to fathers for a period determined by collective agreements or the employer’s internal policies. Although the Labour Code does not specify a fixed duration, it allows fathers to take time off immediately following the birth to support the mother and child. Employers are encouraged to provide paid paternity leave, but this is not mandatory by law.
Employees who adopt a child or become the legal guardians of a child are entitled to parental leave under the same conditions as biological parents. This includes leave during the first few months following adoption to allow the employee to bond with the child and care for their needs.
The Labour Code of Kazakhstan provides several methods for terminating an employment contract while protecting the rights of both employees and employers. The main methods are:
An employer may initiate the dismissal of an employee where there are legitimate grounds for termination, and the procedures established by the Labour Code are followed.
Employers may dismiss employees for reasons including poor performance, misconduct, redundancy resulting from company restructuring or failure to meet job requirements. Gross violations, such as unauthorised absenteeism, insubordination or criminal behaviour, may also constitute grounds for dismissal.
Where an employer reduces its workforce or liquidates the company, the employment contract may be terminated provided that the employees and, where applicable, their representatives are notified at least one month in advance.
An employer may also terminate an employee’s employment where the employee is declared medically unfit to perform their duties. Such termination must be based on a medical conclusion and carried out in accordance with the applicable legal procedures.
Where an employer terminates employment due to redundancy or another valid reason, except in cases of gross misconduct, the employer must generally provide the employee with at least one month’s written notice.
Where immediate dismissal is permitted, such as in cases of gross misconduct, the notice period may be waived. In these circumstances, the employer may offer compensation in lieu of notice where both parties agree.
Employees who wish to resign must provide the employer with at least one month’s written notice. The notice period may be shortened by mutual agreement or where the employee has valid reasons for leaving, such as employer misconduct or health concerns.
To receive unemployment benefits, individuals must be registered with the employment agency, actively seek employment and meet the applicable criteria relating to their previous employment and the reason for their job loss.
Unemployed persons are required to actively search for employment, including by attending interviews, checking in with employment agencies and accepting suitable job offers. They must also inform the employment agency of any changes in their status, such as securing new employment or moving to another region.
Unemployed persons have the right to access vocational training, retraining and skills development programmes provided by the state to improve their employability.
In addition to unemployment benefits, individuals may be eligible for other forms of social assistance, such as housing subsidies or healthcare.
Severance pay is a compulsory statutory compensation in specific circumstances and is not universally applicable.
An employee is entitled to compensation equivalent to one month’s average salary where the dismissal results from the liquidation or closure of the employer, a reduction or downsizing of the workforce, or the employer’s failure to comply with the terms and conditions of the employment contract.
Where the dismissal results from a decrease in the volume of production, work or services that leads to a deterioration in the employer’s economic condition, the employee is entitled to compensation equivalent to two months’ average salary.
Employment contracts and collective bargaining agreements may provide for severance compensation above these statutory minimums, but may not provide for amounts below them.
The maximum duration of this probationary period is three months for regular employees, but it may be extended up to six months for managerial positions.
The Labour Code of Kazakhstan does not contain extensive provisions governing intellectual property (IP) within the employer-employee relationship. However, intellectual property created by an employee in the course of performing their professional duties generally belongs to the employer. This principle follows the legal doctrine that works produced during employment are considered “works for hire”.
Any invention, work or other creation produced during employment that is connected to the employee’s tasks and responsibilities is typically considered the employer’s intellectual property. The employment contract may specifically address ownership to help prevent disputes.
Where an employee’s creation provides a significant benefit to the employer, the employment contract or collective agreement may provide for additional compensation or recognition for the employee.
Employees are also subject to confidentiality obligations and must not disclose trade secrets or proprietary information obtained during their employment. Breach of these obligations may result in liability for damages or penalties under the Labour Code.
Employers must collect, process and protect employees’ personal data in accordance with the laws of the Republic of Kazakhstan on personal data protection. Employers are responsible for ensuring that employee data is handled securely and is not disclosed or used without the employee’s consent, except where permitted by law.
Employees have the right to know what personal data is being collected, the purposes for which it is processed and how it will be used. They may also request the correction or deletion of inaccurate or irrelevant personal data.
Employers must establish internal regulations and policies setting out how personal data is protected, who has access to it and how data breaches or unauthorised disclosures are handled.
An employer and employee may enter into a non-competition agreement. The agreement places certain restrictions on the employee to prevent activities that could harm the employer’s interests.
A non-competition agreement is based on mutual consent between the employer and employee and may restrict the employee from engaging in activities that could cause financial or competitive harm to the employer. The employer may provide compensation for the period of the restriction, unless otherwise specified by law, to compensate the employee for complying with the non-compete terms.
The positions and tasks subject to non-competition agreements are determined by the employer and set out in the company’s internal documents.
The employer is required to provide the equipment and tools necessary for remote work, including communication technologies. Where an employee uses their own equipment, the employer must provide compensation in accordance with an agreement between the parties.
Remote work is subject to a specific system for recording working hours. The method used to monitor and record working hours must be set out in the employment contract. This helps regulate the employee’s workload and ensure transparency in the remote working arrangement.
The employee is responsible for completing their work using the designated tools and equipment, whether provided by the employer or personally owned where this has been agreed. The employee must also maintain regular communication and comply with the working hours and deliverables set out in the employment contract.
The employer is responsible for providing the equipment necessary for remote work or reimbursing the employee for the use of personal equipment where agreed. The employer must also establish clear expectations and mechanisms for recording working hours and monitoring performance.
Employees working remotely are entitled to a workplace that meets applicable safety standards. This includes having an appropriate ergonomic setup and access to tools and equipment that do not pose a risk to their health.
Employers are responsible for providing the necessary health and safety training and ensuring that remote employees are aware of the applicable health and safety requirements. They must also assess potential risks and take preventive measures, including providing appropriate equipment or financial assistance to mitigate health risks.
Remote employees may also be required to undergo medical examinations, particularly where their duties involve exposure to certain hazards.
Salaries in Kazakhstan are generally lower compared to those in Western countries and some Eastern European nations. So it’s a great option if you want to hire skilled labour without straining your budget.
Positioned at the crossroads of Europe and Asia, Kazakhstan is also ideal for businesses seeking to operate or expand in Central Asia, Eastern Europe, or Western China. This is especially useful for businesses that use transportation services.
Finally, Kazakh professionals often adapt well to various work cultures due to their experience working with international companies and exposure to diverse business practices.
Native Teams helps you employ and pay your team in Kazakhstan directly through owned entities and infrastructure.
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