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Kazakhstan is a transcontinental landlocked country located in Central Asia and partly in Eastern Europe. It is the world’s largest landlocked country, bordered by Russia, China, Kyrgyzstan, Uzbekistan, and Turkmenistan. The country’s capital of Nur-Sultan was formerly known as Astana until 2019. Kazakhstan generates 60% of Central Asia’s GDP, and has a democratic, secular, constitutional republic.
The minimum wage in Kazakhstan is KZT 60,000 per month, and a full workweek is 40 hours. Overtime generally must be agreed on in writing by the employer and employee, and cannot exceed 2 hours per day and 12 hours per month. Overtime is paid at 150% of the regular salary.
Pregnant employees are entitled to 126 days of paid maternity leave, of which usually 70 days are taken before the due date, and 56 after the birth. If the mother lives in an area where nuclear tests have been performed, their maternity leave increases to 160 days (usually split as 90 days before the due date and 70 after the birth). Maternity leave is paid by the employer at 100% of the regular salary.
Employees in Kazakhstan are entitled to 3 days of paid sick leave each year, which can increase to 6 days for severe illnesses.
Kazakhstan has 19 public holidays, and employees are also entitled to a minimum of 24 days of paid time off each year (employees working in harmful conditions can take extra vacation days). Employees can also receive unpaid leave for Marriage, Bereavement, and exceptional circumstances.
Employers can terminate employment contracts for reasons related to business, personal, or misconduct. Terminations require written notice and explanation for the dismissal, and if the reason is misconduct the employer need to give a warning and the employee needs a chance to explain their actions.
The statutory notice period for terminations is 1 month, and payment can be given in lieu of notice.
There are no provisions in the law for severance pay.
N/A
★ 3.5% - Social Insurance
★ 3% - Medical Insurance (OMIC)
★ 9.5% - Social Tax
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
