Kazakhstan (KZ)
Kazakhstan is the world's ninth-largest country by area and the largest landlocked nation — a vast Central Asian republic stretching from the Caspian Sea to the Altai Mountains, encompassing endless steppes, dramatic canyons, and the remnants of the ancient Silk Road.
Employment Rights
Sick leave, dismissal protection and red flags in Kazakhstan.
Employment in Kazakhstan is governed by the Labour Code of Kazakhstan (Трудовой кодекс РК), last significantly revised in 2015. The code provides reasonable protections but enforcement can be inconsistent, particularly for foreign workers on work permits whose legal status is tied to their employer. Employment contracts (трудовой договор) are mandatory for all formal employment — insist on a written contract. The State Labour Inspectorate (Государственная инспекция труда) handles complaints. National minimum wage: ₸85,000/month (2026).
Sick leave
Rules: Sick leave (временная нетрудоспособность) is available from day 1 of illness. The employer pays full salary for the first 3 calendar days. From day 4, the МТСБ Social Insurance Fund pays the benefit for up to 6 months per calendar year. Foreign nationals on work permits who contribute to МТСБ are entitled to the same benefits as Kazakhstani employees.
Doctor note: Day 1 — a valid sick note (листок нетрудоспособности) from a licensed healthcare provider is required from the first day of illness to receive pay. Emergency treatment or hospitalisation without a sick note may create complications — request formal documentation immediately.
Employer pay: Days 1–3: 100% of average salary paid by the employer. From day 4: МТСБ fund pays approximately 15× MCI/day = ₸58,395/day (2026). The employer submits the claim to МТСБ on behalf of the employee.
Long-term: After 6 months of continuous sickness benefit, disability assessment (МСЭК) may be triggered. Disability Group 1–3 assignment affects benefit amount and working capacity determination.
Dismissal protection
Law: Labour Code of Kazakhstan Art. 52 lists grounds for employer-initiated termination: redundancy (сокращение штата) with 1 month notice, poor performance after written warnings, liquidation of the company, prolonged inability to work (over 4 months), and serious misconduct (theft, violence). Dismissal for other reasons, or without following the procedure, is wrongful dismissal (незаконное увольнение).
Deadline to sue: 3 months from the date of dismissal to file a labour dispute claim with the Labour Dispute Commission (КТС — Комиссия по трудовым спорам) at the employer, or 3 months to file directly with the State Labour Inspectorate. Court claims have a 1-year deadline. Foreign nationals on work permits face a practical challenge: losing the job means losing the work permit basis and must depart Kazakhstan within 10 days of termination unless they secure a new work permit.
Probation
Trial period (испытательный срок): up to 3 months for most roles; up to 6 months for senior management positions. Must be explicitly written in the employment contract — cannot be applied verbally or retroactively. During the trial period, either party can terminate with 3 calendar days written notice. If probation passes without formal written termination, the employee is deemed confirmed in the role.
Notice periods
Employee resignation: 1 month written notice (can be shorter by mutual agreement). Employer redundancy: 1 month written notice (or 1-month salary in lieu of notice). Serious misconduct: immediate termination without notice is permitted. Probationary period: 3 calendar days written notice from either party.
Working time
Max hours: Standard working week: 40 hours (5 × 8-hour days). Maximum overtime: 2 hours/day and not more than 120 hours per year. Night work (22:00–06:00) requires a 1.5× pay supplement. Oil and gas rotational workers (вахтовый метод) may work 12-hour shifts in rotation cycles (e.g. 28 days on / 28 days off) under specific legal provisions.
Min rest: 12 hours minimum rest between working days. Minimum 2 days off per week (usually Saturday and Sunday). Lunch break: minimum 30 minutes, not counted in working time. Annual leave: minimum 24 calendar days (paid).
Overtime: Overtime must be compensated at 1.5× the standard hourly rate for the first 2 hours, and 2× for hours beyond that. Overtime cannot be mandated without employee written consent except in emergency situations. Annual overtime cannot exceed 120 hours.
Vacation
Minimum annual paid leave: 24 calendar days. Workers in hazardous, difficult, or underground conditions receive additional leave days (3–6 extra days). Public holidays (14 days in 2026) are in addition to annual leave. Leave can be taken in parts (minimum 14 consecutive calendar days for the first installment). Unused leave carries forward; it cannot be permanently forfeited. Payment for leave is calculated based on average daily earnings over the previous 12 months.
Anti-discrimination
The Labour Code (Art. 6–7) prohibits discrimination in employment, remuneration, and dismissal based on: origin, social status, financial position, sex, race, nationality, language, religion, beliefs, place of residence, age, disability, or membership in public associations. The State Labour Inspectorate (Государственная инспекция труда) investigates discrimination complaints. In practice, nationality-based pay disparities can occur in some sectors — document any discriminatory practices in writing.
Contract red flags
- !No written employment contract (verbal-only arrangements leave you unprotected under the Labour Code)
- !Contract not in Russian (or a language you understand) — if you cannot read it, demand a translation before signing
- !Salary paid "in envelope" (в конверте) — cash-in-hand payments avoid social contributions and leave you with no formal employment record
- !Work permit tied to a "sponsor" company different from your actual employer — this is used in schemes that restrict your freedom
- !Contract with trial period longer than 3 months (6 months maximum for senior roles) — longer trials are illegal
- !Contract that makes you personally responsible for obtaining your work permit (this is the employer's legal obligation)
- !Terms that require you to repay training costs or "relocation fees" if you leave within a certain period — review carefully as these can be excessive
- !No specification of working hours or overtime arrangements in oil/gas rotational contracts
- !Employer retains your original passport "for safekeeping" — this is illegal and a trafficking red flag
- !Salary below the statutory minimum wage of ₸85,000/month (unchanged in 2026 despite earlier government promises of an increase) — verify all deductions are lawful
Employment Rights
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