Employer of Record (EOR) Services in Kazakhstan

Indefinite-termThe 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) leave24 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 holidaysKazakhstan observes a substantial list of nationwide public holidays — around 12–17 dates depending on how multi-day and "observed" (substitute) days are counted.Sick leaveEmployees 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 leaveMaternity 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 terminationEmployee 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 periodStandard at least one month's written notice for most groundsSeverance paySeverance 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.