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Global Expansion Guide

Kazakhstan

Manage and pay your employees easily with BIPO in Kazakhstan and 170+ other markets. Build your international teams today with our global Employer of Record service!

employment guide_currency

Currency

Kazakhstan Tenge (KZT)

employment guide_language

Language

Kazakh, Russian

employment guide_capital

Capital

Astana

Employer of Record Kazakhstan

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Kazakhstan

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Employer of Record Kazakhstan

Embark on your business expansion in Kazakhstan with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Kazakhstan market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

This guide was last updated on 4 January 2026. The content in this guide is current as of this date and based on common business practices.

Employment Contract

Types of Employment Contracts (by term)

Employment contracts may be classified into the following categories:

  • Permanent (open-ended) contracts
  • Fixed-term contracts (minimum duration of one year, renewable up to two times, and automatically converted into open-ended contracts if extended beyond the permitted term)
  • Specific-task contracts
  • Temporary replacement contracts
  • Seasonal work contracts
  • Contracts for foreign employees, valid for the duration of the employee’s work permit

Mandatory Clauses in Employment Contracts

An employment contract must include, at a minimum, the following information:

  1. Particulars of the parties

    • Individual employer: Full name (including patronymic where stated in the identity document), permanent residential address and registration details, identity document name/number/date of issue, and Personal or Business Identification Number.
    • Legal entity employer: Full legal name, registered address, national registration details, and Business Identification Number.
    • Employee: Full name (including patronymic where stated in the identity document), permanent residential address and registration details, identity document name/number/date of issue, and Personal Identification Number.
  2. Professional field, occupation, qualification, or position (job function)
  3. Workplace location (excluding fully remote work arrangements)
  4. Term of the employment contract
  5. Commencement date of employment
  6. Working hours and rest periods
  7. Wage amount and payment terms
  8. Description of working conditions, including safeguards and compensation for heavy physical, harmful, or dangerous work
  9. Rights and obligations of the employee
  10. Rights and obligations of the employer
  11. Procedures for amendment and termination of the contract
  12. Liabilities of both parties
  13. Contract signing date and contract reference number
  14. Any other clauses agreed by the parties, provided they do not contravene applicable law

Notes

Employment contracts concluded with persons with disabilities must include provisions addressing workplace accessibility and reasonable accommodation.

Statutory Contributions

TypeContribution Base
(MS: Monthly Minimum Wage)		Employee ContributionEmployer Contribution
Pension Insurance≥1 MS, ≤50 MS10%2.50%
Social Insurance≥1 MS, ≤7 MS–5%
Medical Insurance≤10 MS2%3%

Minimum Wage

From 1 January 2024, the monthly minimum wage in Kazakhstan has been adjusted to KZT 85,000.

Public Holidays

The public holidays listed below are national public holidays observed across Kazakhstan. Please refer to official government announcements for the latest updates.

  • New Year’s Day (2 Days)
  • Orthodox Christmas
  • International Women’s Day
  • Nauryz Holiday (3 Days)
  • Kazakhstan’s People Solidarity Day
  • Defenders’ Day
  • Victory Day
  • First Day of Qurban Ait
  • Capital Day
  • Constitution Day of the RK
  • Republic Day
  • Kazakhstan Independence Day

Notes:

  1. Public Holiday Substitution: If a public holiday falls on a Saturday or Sunday, it will be postponed to the next working day. However, the First Day of Qurban Ait and Orthodox Christmas are not subject to postponement.
  2. Overtime Compensation for Work on Public Holidays: The statutory minimum compensation is at least 1.5 times the employee’s daily or hourly wage.
  3. Exemptions: None.

Working Hours

Category Daily Weekly
General Employees 8 Hours 40 Hours
Employees Aged 14–16 24 Hours
Employees Aged 16–18 36 Hours
Employees in Heavy, Hazardous, or Dangerous Roles
Employees with Grade I or II Disabilities
  • Daily Rest: Employees are entitled to at least 30 minutes for rest and meals, which is not counted as working time.

  • Weekly Rest:

    • For a five-day workweek: 2 rest days
    • For a six-day workweek: 1 rest day
    • Sunday is recognised as a universal rest day; additional rest days are determined by a collective agreement or applicable labour regulations.

  • Overtime Limits:

    • Overtime work requires the employee’s written consent, except in emergencies such as national defence, natural disasters, or accidents.
    • Daily overtime: Maximum of 2 hours; for heavy, harmful, or dangerous work, maximum 1 hour.
    • Monthly overtime: Maximum of 12 hours.
    • Annual overtime: Maximum of 120 hours.

  • Overtime Compensation:

    • Time-based wage systems: At least 1.5 × daily/hourly wage.
    • Piece-rate wage systems: At least 0.5 × daily/hourly wage, paid in addition to regular wages.
    • Alternatively, compensatory leave may be provided if mutually agreed.
  • Exemptions from Overtime Compensation: None.

Leave

Annual Leave

  • Applicable Employer Type: Single employers (including integrated employers).
  • Eligibility: Employees of private enterprises; may be granted at any time during the working year.
  • Basic Entitlement: 24 days per year; may be split, but at least 14 consecutive days must be taken at once.

  • Additional Leave:

    • Employees engaged in heavy, harmful, or dangerous work: Additional ≥ 6 days.
    • Employees with Grade I or II disabilities: Additional ≥ 6 days.
  • Leave Pay: Based on the employee’s average wage.
  • Settlement of Unused Leave: If an employee leaves the company without taking annual leave, full compensation is paid based on the employee’s average wage.

Sick Leave

  • Eligibility: Employees in the private sector.
  • Duration: Determined based on actual circumstances, with provision of a medical certificate.
  • Benefit: Average daily wage × number of working days during sick leave. Maximum monthly benefit shall not exceed 25 × Monthly Calculation Index (MCI).

Maternity Leave

  • Eligibility: Female employees who are pregnant or have given birth.

    • Full leave if applied for during pregnancy.
    • Only postnatal leave if applied for after childbirth.

  • Duration:

    • Normal delivery: 70 days prenatal + 56 days postnatal
    • Difficult delivery / multiple births: 70 days prenatal + 70 days postnatal
    • Normal delivery in nuclear test areas: 91 days prenatal + 79 days postnatal
    • Difficult delivery / multiple births in nuclear test areas: 91 days prenatal + 93 days postnatal
    • Premature birth (22–29 weeks, baby ≥ 500g, survives > 7 days): 70 days postnatal
    • Premature birth (22–29 weeks, stillbirth or baby dies < 7 days): 56 days postnatal
    • Premature birth in nuclear test areas (baby ≥ 500g, survives > 7 days): 93 days postnatal
    • Premature birth in nuclear test areas (stillbirth or baby dies < 7 days): 79 days postnatal
  • Pay: Employee’s average wage, minus any relevant allowances already provided under social welfare, as agreed by both parties.

Other Leave Types

  • Breastfeeding Leave:

    • Applicable to female employees, single fathers, and adoptive parents raising children under 1.5 years.
    • One break every 3 working hours: ≥ 30 minutes for one child, ≥ 1 hour for two or more children.
    • Average wage retained during the break.
  • Medical Examination Leave: Applicable to employees of private enterprises; maximum 3 days per year; benefits not explicitly defined.
  • Prenatal Examination Leave: Applicable to female employees <12 weeks pregnant; minimum 3 days for pregnancy registration and prenatal examinations; benefits not explicitly defined.

  • Unpaid Leave:

    • May be granted upon mutual agreement.
    • Duration negotiated between parties.

    • Examples:

      • Up to 5 days for marriage registration, childbirth, death of a relative, or other contract-specified events.
      • Up to 30 days for domestic violence incidents, with written certification from the relevant social service agency.

  • Study Leave:

    • Applicable to employees studying at educational institutions for exams, experiments, thesis/project work, or military training reserve courses.
    • Wage during leave determined by mutual agreement.
    • Employees sent abroad under the BOLASHAK scholarship retain their position.

  • Adoption Leave for Newborns:

    • Applicable to one adopter, from the date of adoption until 56 days after the baby’s birth.
    • Employee’s average wage retained, minus relevant social welfare allowances, as agreed by both parties.

  • Childcare Leave

    • Applicable to one parent, single caregiver, legal guardian, or adopter of a child under 3 years old.
    • May be used in segments or all at once until the child reaches 3 years.
    • Unpaid leave.

Termination and Compensation

Notice Period

  • Termination by the Employer: The notice period ranges from 15 working days to 1 month, depending on the circumstances. It may be shortened with the employee’s written consent.
  • Resignation by the Employee: The notice period ranges from 3 working days to 1 month, depending on the circumstances. It may be shortened with the employer’s written consent.

Compensation

  • The employer shall pay the employee compensation equal to the employee’s average monthly wage under the following circumstances:

    • The employer initiates termination and:

      • The employer (as a legal entity) undergoes liquidation, or
      • The employer (as an individual operator) ceases business activities.
    • Termination is initiated due to reduction in employee numbers or job positions.
    • The employee resigns because the employer fails to fulfil the agreed terms of the employment contract.
  • If the employer’s economic situation deteriorates due to reduced production, workload, or service volume, and the employer initiates termination, compensation shall be twice the employee’s average monthly wage.
  • Higher compensation standards may apply if stipulated in the employment contract, collective agreement, or the employer’s internal rules and regulations.

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation:
    The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management:
    We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Kazakhstani regulations.
  • Contributions and Taxes:
    Our expertise in managing local social security requirements ensures your business complies with in-country financial obligations.
  • Compliance with Minimum Wage and Working Hours:
    We guarantee that your employment practices adhere to Kazakhstan’s minimum wage and working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management:
    Implement and manage leave policies that comply with Kazakhstani laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance:
    Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services:
    Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Kazakstan

Unlock your growth potential with BIPO’s Employer of Record service in Kazakhstan. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

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Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees.

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from:

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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