Foreign companies hiring in Kazakhstan need to deal with employment documents, payroll and, where foreign staff are involved, immigration and work authorisation. These issues should be planned together before an employee starts work.

For businesses searching for employment law Kazakhstan, the main rules come from the Labour Code of the Republic of Kazakhstan. It regulates employment contracts, working time, leave, salary, probation and termination. The same core rules apply to Kazakhstan companies whether their shareholders are local or foreign.

1. Employment Law Kazakhstan: What Foreign Employers Need to Know

A foreign-owned Kazakhstan company is generally subject to the same Labour Code requirements as other local employers.

An employment contract must be concluded in writing before the employee starts work. It may also be signed electronically using an electronic digital signature.

International companies should adapt their global employment templates to Kazakhstan law. Clauses on probation, working hours, notice and termination may not operate in Kazakhstan in the same way as they do in another jurisdiction.

Employers must also submit required information on employment contracts to Kazakhstan’s Unified System for Recording Employment Contracts. The filing is electronic and forms part of the employer’s HR compliance obligations.

The HR file may also include the hiring order, internal policies, leave records, payroll documents and occupational safety records, depending on the employee’s role and the business.

2. What Should Be Covered by the Employment Contract?

The employment contract should clearly set out the terms on which the employee will work.

It should identify the parties and cover the employee’s position, place of work, start date, contract term, working arrangements, remuneration and the main rights and duties of both sides.

For foreign-owned businesses, particular attention should be paid to:

• the employee’s position and responsibilities;
• salary and bonus arrangements;
• working hours and place of work;
• confidentiality and intellectual property;
• grounds and procedure for termination.

Employment may be agreed for an indefinite period or, where the Labour Code permits, for a fixed term. A fixed-term contract should not be used simply to avoid statutory employee protections.

Probation periods

If the employer wants to use probation, it should be included in the employment contract from the start.

The general maximum probation period is three months. For certain senior positions, including heads of organisations and their deputies, chief accountants and their deputies, and heads of branches or representative offices, it may be up to six months.

Probation should therefore be agreed before the employee starts work, not added later when performance issues arise.

Employment issue	General Kazakhstan rule	Practical point for foreign employers
Employment contract	Written or qualifying electronic form	Use a Kazakhstan-compliant template
Normal working time	Up to 40 hours per week	Check global policies before applying them locally
Annual paid leave	At least 24 calendar days	Contract may provide more
Standard probation	Up to 3 months	Must be agreed in the contract
Certain senior roles	Probation up to 6 months	Applies only to specified positions
Minimum monthly wage in 2026	KZT 85,000	Professional salaries will normally be market-based
Employee resignation	Generally at least 1 month’s notice	Contract may provide a longer employee notice period

3. Hiring Foreign Employees from Outside the EAEU

For a non-EAEU national, the employer must consider both employment law and immigration status.

Signing an employment contract does not by itself give a foreign national the right to work in Kazakhstan.

Before the proposed start date, the company should determine whether an employer work permit is required or whether the employee falls within a statutory exemption.

Kazakhstan uses a permit system for foreign labour and maintains an annual quota. The exact procedure depends on the employee’s category, qualifications and the employer’s circumstances.

One important exemption covers first heads and deputy heads of Kazakhstan legal entities with 100% foreign participation.

The exemption is limited to the positions covered by the rules. It should not be treated as a general exemption for all foreign managers or employees of a foreign-owned company.

C3 employment visa

For nationals who require a visa to work in Kazakhstan, the C3 category is the main employment visa.

A C3 visa is generally supported by an invitation and, where required, the employer’s foreign-labour permit. If the employee is exempt from the permit requirement, documents confirming that exemption are used instead.

A business visa or visa-free entry should not be treated as permission to work.

A person may be allowed to enter Kazakhstan without a visa but still need the correct employment and residence documents before starting work.

Foreign nationals staying in Kazakhstan for more than 30 days for employment generally need a temporary residence permit, subject to the rules applying to their status.

For non-EAEU hires, immigration should therefore be reviewed before the employment start date is confirmed.

4. Working Hours, Leave and Salary

Normal working time in Kazakhstan must not exceed 40 hours per week. Other schedules, including part-time work, may be used if they comply with the Labour Code.

Employees are entitled to at least 24 calendar days of paid annual leave. A contract or company policy may provide a longer period.

The statutory minimum monthly wage is KZT 85,000 in 2026. This is a legal minimum, not a market benchmark for professional, technical or management roles.

Payroll should be set up before the first salary payment. Depending on the employee’s status, the employer may need to account for individual income tax, pension contributions, social payments and other mandatory payroll charges.

For foreign employees, payroll should be considered together with tax residency and immigration status.

5. Terminating Employees in Kazakhstan

Termination is an area where foreign employers should avoid using overseas HR practices without local review.

Kazakhstan does not have a general at-will dismissal system. Employer-initiated termination must rely on a ground provided by the Labour Code, and the procedure for that ground must be followed.

The Labour Code also gives additional protection to certain employees and in certain situations, including specified cases involving pregnancy and employees caring for young children.

Performance and disciplinary issues should therefore be documented as they arise. Creating a paper trail only after a dismissal decision has been made can increase legal risk.

An employee may generally resign by giving at least one month’s notice, unless the contract provides a longer employee notice period. The parties can agree in writing to an earlier termination date.

6. A Practical Hiring Checklist for Foreign Businesses

A foreign-owned company hiring its first employees should normally follow this sequence:

1. Define the role and employment conditions. Confirm the position, salary, location, schedule and reporting line.
2. Check immigration before hiring a foreign national. Confirm whether a work permit is required, whether an exemption applies and which visa or residence document is needed.
3. Prepare a Kazakhstan-compliant employment contract. Review confidentiality, intellectual property, bonuses, probation and termination clauses.
4. Complete the employer’s HR documents. Issue the required hiring documents and create the personnel file.
5. Record the employment relationship electronically in the Unified System for Recording Employment Contracts.
6. Set up payroll and mandatory payments before the first salary becomes due.
7. Keep HR records current. Leave, salary changes, transfers, disciplinary matters and termination should be documented during employment.

For international businesses, legal, HR, immigration and payroll teams should work from one onboarding plan.

FAQ: Employment Law Kazakhstan

1. Can a foreign-owned company hire Kazakhstan employees?

Yes. A Kazakhstan company with foreign shareholders can employ local staff under the Labour Code. Foreign ownership does not create a separate employment-law regime.

2. Does every non-EAEU employee need a work permit?

No. Kazakhstan law provides exemptions for certain categories. One example is first heads and deputy heads of Kazakhstan companies with 100% foreign participation. The exact position should be checked before relying on the exemption.

3. How much annual leave must an employee receive?

The statutory minimum is 24 calendar days of paid annual leave. A company may provide more through the employment contract or its internal policies.

4. Can a foreign company dismiss an employee without cause?

Not on a general at-will basis. The employer needs a ground recognised by the Labour Code and must follow the procedure that applies to that ground.

5. What is the minimum wage in Kazakhstan in 2026?

The statutory minimum monthly wage is KZT 85,000 in 2026.

Hiring Employees in Kazakhstan with the Right Legal Structure

Foreign businesses hiring in Kazakhstan should treat employment documents, immigration and payroll as one setup process. This is especially important when relocating a foreign director or specialist, because a corporate appointment alone does not establish the right to work.

Employment and Immigration Support in Kazakhstan

Matias assists international businesses with Kazakhstan employment contracts, labour-law compliance and immigration matters.

Meldir Erbulekova, Managing Partner at Matias, advises international clients on Kazakhstan market-entry and employment matters.

Book a free initial consultation if your company is hiring employees or relocating foreign specialists to Kazakhstan.

This article is provided for general information and reflects the rules reviewed as of August 2026. It does not constitute individual legal, employment, tax or immigration advice.