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Kazakhstan
POPULATION
20,5 million inhabitants
CURRENCY
Kazakhstani tenge (KZT)
GDP
$300 billion
MINIMUM MONTHLY WAGE:
85 000 KZT
TIME ZONE
UTC +6
Kazakhstan is situated in the heart of Eurasia with a rich culture and history. It covers an area of 2.7 million km2, making it the 9th largest country in the world and one of the lowest population densities in the world.
Kazakhstan is one of the world leaders in reserves and the extraction of natural uranium. In the coming years, the country will implement a project to launch a complete cycle of uranium production.
Other key factors:
– Largest economy in Central Asia
– Unique location between Europe and Asia
– Rising position in international economic rankings
– High human development index
– Astana’s status as a center of economic activity growth
Employment contract
• Indefinite-term employment contract
• Fixed-term employment contract (with a term of one year or more)
It is possible to extend a fixed term agreement twice, with each extension being for a fixed term of not less than 1 year (for a total of 3 fixed terms). Following expiration of the final fixed term, any extension must be for an indefinite term.
Exception: Small business entities may conclude employment contracts with employees for a specified period without the limitation.
Short-term employment agreement (less than 1 year) – only in particular situations as
– for performance specific work (project based);
– replacement of the absent employee;
– seasonal works;
– employment with a foreigner (work permit term)
– for small business companies
Min – not established
Max. 3 months (6 month for high management positions)
A normal five-day working week is 40 hours.
Employees shall be granted the following types of leave:
• Annual paid leave
Employees shall be granted annual paid leave of at least 24 (twenty-four) calendar days. One part of the annual leave should not be shorter than 2 (two) calendar weeks.
• Additional annual paid leave for some categories of employees
• Maternity and childcare leave
Maternity leave for up to 126 calendar days (or in some cases, 140 days) (seventy calendar days ante-natal and fifty-six calendar days post-natal) is paid by the employer, based on employee`s average monthly salary.
An employee is also entitled to 3 (three) years of unpaid childcare leave.
• Unpaid leave based on agreement between the parties, other types of unpaid leave
Most companies provide longer than legally required vacation leave, additional maternity and sick leave benefits.
Private health insurance
Meal allowance, transport allowance, wellbeing, mobile phone expenses compensation (if used for work),
Cost-of-living, Housing, Education allowances, company car
Wellness and recreational programs
The above benefits are not mandatory and are provided at the
employer’s discretion, unless otherwise agreed in the employment
contract
Foreigners can be employed in Kazakhstan and YBS can support our clients with that.
The process, required documents, cost, timelines are directly depending on the nationality of the candidate.
General information related to the employment of the foreigners:
The term of employment agreements with foreign employees cannot exceed the term of their work permits
It is necessary to coordinate the term of employment agreement with the period of validity of the residence permit
Foreign citizens are normally hired subject to the employer’s obtaining a foreign labor engagement permit for such employees
The number of foreign labor employed in Kazakhstan is subject to quota
The issued work permits cannot be transferred to other employers and are only valid in the territory of the relevant administrative and-territorial unit (or in the territories of several administrative and-territorial units, in case an appropriate work permit has been received).
Employers and employees in Kazakhstan are subject to mandatory pension, social and medical insurance contributions in accordance with applicable legislation.
Contribution rates, calculation bases and thresholds are established by law and may vary depending on the type of income and employee category.
The grounds for termination of the employment contract are:
– Termination of employment contract by agreement between the parties
A termination notification should be sent to other party. The party that receives this notification shall, within a period of 3 (three) working days, notify the other party in writing of its decision. The date of cancellation of the employment contract by agreement between the parties shall be determined on agreement between the employee and the employer.
On agreement with the employee, the employment contract might envisage the right of the employer to cancel the employment contract without observing the above-mentioned requirement, with a severance fee in the amount of at least the average annual wage.
– Termination of employment by the employee will.
The employee has the right to terminate the employment contract on his own initiative by notifying the employer at least one month in advance. During this notice period, the employee can withdraw his application for the termination.
– Termination of the employment contract on expiry of its term of validity
If, on expiry of the employment contract, the labour relations in fact continue and neither of the parties demands their termination, the contract shall be deemed to have been prolonged for an indefinite period.
– Termination of the employment by the employer will. Extraordinary dismissal
The employment contract can be terminated by the employer will only by the reason specified in the labor law. Depending on a reason the notice period and severance payment the employer needs to provide notice period and severance payment.
The Company shall pay compensation for employment termination in following cases:
– termination by the Company, in case of company liquidation – 1 months’ base salary compensation;
– termination by the Company, in case of stuff reduction –1 months’ base salary compensation;
– termination by the Employee, in case the Company does not duly perform and comply with employment agreement terms and conditions – 1 months’ base salary compensation.
– termination by the Company due to deterioration of the economic condition of the company – 2 months’ base salary compensation.
The Company may indicate higher compensation rates and other compensation cases in the employment contract, at the Company’s discretion.
*Compensation for unused vacations and payment for actually worked days is mandatory for the payment.
** All cases of termination need to be considered separately.
01 – Jan New Year
02 – Jan New Year
07 – Jan Orthodox Christmas Day
08 – Mar International Women’s Day
09 – Mar International Women’s Day (Day off)
21 – Mar Nauryz holiday
22 – Mar Nauryz holiday
23 – Mar Nauryz holiday
24 – Mar Nauryz holiday (Day off)
25 – Mar Nauryz holiday (Day off)
01 – May Kazakhstan’s People Solidarity Holiday
07 – May Defenders’ day May
09 – May Victory Day
11 – May Victory Day (Day off)
27 – May Kurban Ait
06 – Jul Capital Day
30 – Aug Constitution Day of the RK
31 – Aug Constitution Day of the RK (Day off)
25 – Oct Republic Day
26 – Oct Republic Day (Day off)
16 – Dec Independence Day
If you need
more
information
Our team of dedicated managers will gladly support you with any specific information you might need
WHY YBS?
What truly sets YBS apart is our unwavering dedication to understanding our clients’ unique requirements. We believe in a personalized approach, taking the time to listen to our clients’ needs, goals, and challenges. By doing so, we can tailor our services to suit their specific circumstances, providing tailored solutions that address their pain points and drive positive results
Cost
effective
Maximizing Value, Minimizing Expenses
Time
efficient
Optimizing Results, Minimizing Waiting Time
100%
compliant
Guaranteed Compliance, Zero Compromises.
Tailored to your Needs
Customized Solutions, Unique You