Kazakhstan is one of Central Asia's fastest-growing economies and a gateway between Europe, China, and the wider region. But Kazakhstan’s stringent regulatory framework demands compliance and specific local knowledge.
Globalyze operates its own legal entity in Kazakhstan. This allows you to hire employees in Kazakhstan legally and compliantly — often within days — without incorporating a local subsidiary, opening a Kazakh bank account, or building an in-house HR and legal function.
At Globalyze we consider every assignment an individual project. Different companies have different needs and they have different ways of working. We adjust ourselves to your way of working
Your clients expect you to be quick in reacting to their requests. And you can expect the same from Globalyze. We commit ourselves to providing feedback within a business day, often even a couple of hours .
Handling employee salary payments is a sensitive matter. At Globalyze we hold ourselves to the highest level of accuracy, providing a flawless execution of calculations and payments.
At Globalyze we know firsthand that operating in new territories can be challenging. And we are here to help and guide you. No any question will ever be one too many. We understand you!
Indefinite-term
The default and most common form; full statutory protections apply.
Fixed-term
Only lawful where there is an objective justification (e.g., a defined project, seasonal work, or a temporary replacement) — not simply employer preference. Generally used for specific projects or temporary needs; commonly runs from a few months up to one year. The Labour Code limits renewals — typically up to two extensions of at least one year each — beyond which the relationship may be treated as indefinite. Small businesses (under ~100 employees) have some additional flexibility.
No statutory minimum duration is prescribed; the length is set in the contract. Maximum 3 months. During probation, either party may terminate with 3 days' notice, without the extended notice or severance obligations that apply after probation ends..
Standard maximum: 40 hours per week.
Overtime: Generally capped at 2 hours per day (1 hour per day for hazardous/heavy work).
Overtime pay: At least 150% of the normal rate. Work on weekends, public holidays, or night shifts are paid at 150–200% of the normal rate, depending on the specific circumstance and legal provisions. Rest-in-lieu arrangements are also permitted by agreement.
Overtime cap: maximum of 12 hours per month / 120 hours per year.
Annual (paid) leave
24 calendar days of paid annual leave per year (excluding public holidays), accruing throughout the year of employment. Additional paid leave is granted for employees working in hazardous or harmful conditions, with the extra days depending on the specific conditions. Leave may be carried over, but the Labour Code generally expects unused leave to be taken within a limited period (up to two to three years). Monetary substitution for unused leave while employment continues is prohibited — leave can only be paid out in cash upon termination.
Public holidays
Kazakhstan observes a substantial list of nationwide public holidays — around 12–17 dates depending on how multi-day and "observed" (substitute) days are counted.
Sick leave
Employees are entitled to paid sick leave (6 days, though actual entitlement and pay level depend on medical certification and specific circumstances), funded through the social insurance/medical insurance system, with a maximum continuous sick-leave period typically capped at two months.
Maternity leave
Maternity leave is a defined period before and after childbirth (126 calendar days total under standard circumstances, extended for multiple births or complications), paid through the State Social Insurance Fund based on the employee's average income and contribution history, subject to statutory caps. Additional unpaid leave is available for childcare (up to age three), and unpaid leave may also be granted for study or other qualifying reasons.
Grounds for termination
Employee resignation - generally requires the employee to give at least one month's written notice (this can be shortened by mutual consent or where the employee has a valid reason, such as health or relocation).
Employer-initiated termination - on grounds including liquidation of the employer, redundancy / reduction in staff numbers and disciplinary grounds.
Mutual agreement: Cleanest route when achievable; typically involves a negotiated settlement.
Notice period
Standard at least one month's written notice for most grounds
Severance pay
Severance is not universal — it applies only in specific circumstances defined by the Labour Code, generally where termination is initiated by the employer for reasons not related to employee fault.
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