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Hiring in Kazakhstan: What International Employers Need to Know
July 5, 2026
A foreign company can hire in Kazakhstan through its own local entity,
a compliant personnel-provision arrangement, or a genuine contractor
relationship. Employment or personnel provision is usually the better
fit for ongoing, managed roles. Contracting fits independent project
work.
At a glance
| Topic | What employers should know |
|---|---|
| Employment contract | Employment is based on a labour contract under the Kazakhstan Labour Code. |
| Personnel provision | Personnel provision is expressly regulated and allocates responsibilities between the sending and receiving parties. |
| Employment records | New employment-contract data must be entered into the unified system within the prescribed deadline. |
| Annual leave | The statutory basic annual paid leave is 24 calendar days, unless a longer period applies. |
| Probation | The general probation limit is three months, with statutory exceptions and different rules for some senior roles. |
| Immigration | Foreign-national work and residence status should be checked before onboarding. |
Five decisions shape the hiring plan
1. Employment or independent services
Define how the person will work before selecting a document. A permanent
role with managerial control and team integration normally calls for
employment analysis. A project-based specialist with genuine business
independence may fit a contractor model.
2. Own entity or local employment infrastructure
A company with long-term commercial plans may choose a local entity. For
an early or isolated hire, a compliant personnel-provider structure can
be a practical alternative. Kazakhstan's Labour Code expressly
regulates personnel provision, including the sending party, receiving
party, employee consent, permitted work, and allocation of
responsibilities. The comparison should also include setup, payroll,
accounting, administration, local governance, and exit cost.
3. Payroll and compensation design
Before the offer, align on gross and net language, payment currency, pay
date, benefits, bonus treatment, expenses, and any employer-side costs.
Avoid importing a compensation structure from another country without
local modelling.
4. Citizenship and immigration
Kazakh citizens and foreign nationals can require different onboarding
steps. Confirm citizenship, residence, and work authorisation early,
especially when the candidate will relocate or work across borders.
5. Ongoing administration
Hiring is not complete when the contract is signed. The operating model
must cover payroll inputs, leave, changes in compensation, document
retention, expenses, performance issues, and offboarding.
Questions to answer before approving the hire
- Where will the employee physically work?
- Will the role involve sales, contracting authority, or local revenue activity?
- Who will supervise the person and approve payroll changes?
- Which benefits and equipment are required?
- How will personal data and company systems be protected?
- What is the expected team size after 12 to 24 months?
Frequently asked questions
Can a company hire in Kazakhstan before opening an entity?
Yes. Kazakhstan law recognises personnel-provision arrangements, so a
company can hire before incorporation through a compliant local
structure when the role, provider, and planned activities fit the
statutory framework.
Can a specialist work as a contractor?
Yes, when the relationship is genuinely independent and the agreement,
tax position, and operating behaviour support that status.
Should immigration be checked before the offer?
Yes. Citizenship, residence, work location, and right-to-work status can
affect both timing and feasibility.
Official references
Primary legal sources checked for this article in July 2026: