Employer of Record in Kazakhstan (EOR in Kazakhstan)

INS Global: The Best Employer of Record in Kazakhstan

Expanding into Kazakhstan offers companies incredible opportunities in one of Central Asia’s most dynamic economies. INS Global makes hiring in Kazakhstan fast, simple, and safe thanks to support that’s fully compliant through our Employer of Record Kazakhstan. Whether you’re looking to test the market, expand operations, or access top local talent, we provide a range of comprehensive Kazakh EOR, payroll, and recruitment services tailored to your needs.

What Is an Employer of Record (EOR) in Kazakhstan?

An Employer of Record (EOR) in Kazakhstan is a strategic solution for foreign companies that want to hire local talent without establishing a legal entity in the country. The EOR acts as the official, legal employer of your workforce in Kazakhstan, taking on all compliance-related responsibilities while you maintain full operational control over your team’s daily work and performance.

The right EOR partner will manage essential HR functions including:

• Drafting fully compliant employment contracts in accordance with Kazakh labor law and best practice
• Registering new or existing employees with local tax authorities and social funds
• Running accurate, timely payroll and managing benefit contributions in line with international payroll systems
• Handling employee onboarding, tracking, and offboarding procedures
• Remaining updated on new legal requirements, employment disputes, and audits

This model enables you to hire employees in Kazakhstan quickly and compliantly, without the hassles of company incorporation. By avoiding the need for a new local structure, you can scale your team up or down depending on your project needs while we ensure that your local employees are fully supported and legally protected.

Why Choose INS Global as Your EOR Partner in Kazakhstan?

Strong Presence and Experience Across Central Asia

With years of experience supporting companies across Central Asia, INS Global is perfectly placed to be your trusted partner. Our expansion experts understand the nuances of the Kazakh market and offer local expertise you can rely on.

End-to-End Employment, Payroll, and Compliance Management Task Support

Our Kazakhstan EOR services cover every aspect of employment—from drafting contracts to managing payroll and ensuring tax and legal compliance—so you can focus on growing your business.

Local Expertise and Risk Mitigation for Foreign Companies

We help you truly understand Kazakhstan’s employment laws and business culture, minimizing compliance risks and ensuring that you operate within the local regulatory framework from day one.

Ideal Support for Companies Entering the Kazakh Market Without Opening a Subsidiary

An EOR company in Kazakhstan allows you to hire and manage employees quickly, without the time and expense you’d otherwise be spending setting up a new legal entity.

The Differences Between PEOs and Employer Of Record

A Professional Employer Organization (PEO) in Kazakhstan typically enters into a co-employment relationship with your company, sharing employer responsibilities. However, in Kazakhstan and elsewhere, this model can present extra legal and compliance challenges, particularly for foreign companies without a registered local entity.

By contrast, an Employer of Record in Kazakhstan assumes full legal responsibility for everything related to employment. This distinction is particularly important in Kazakhstan, where the law requires that employees be officially registered under a domestic employer, meaning foreign companies do not have the same right to hire. Without an in-country entity, an EOR in Kazakhstan is the only compliant way to legally hire and pay local staff.

Hiring and Labor Law in Kazakhstan - 2026

The Onboarding Process with an Employer of Record

Our Kazakhstan EOR services streamline onboarding. We prepare contracts, collect documents, set up payroll, and register employees for all mandatory benefits.

Basic Legal Requirements

Kazakhstan’s labor laws require written employment contracts, adherence to minimum wage laws, and contributions to social security schemes. Understanding these requirements is key to successful hiring.

Common Employment Contract Practices

Employment contracts in Kazakhstan must clearly outline job roles, salary, working conditions, and termination clauses.

Fixed-term contracts are allowed and common but must meet specific legal criteria.

Labor Law Considerations for Foreign Companies

Foreign employers must comply with local labor standards, including probation rules, dismissal procedures, and benefits contributions, even if workers are employed through an EOR.

Required Documentation and Verification

Typical documents include:

• Passport and identification copies

• Education certificates

• Work experience verification

• Health certificates if required
• Employee Benefits and Paid Leave Regulations

Kazakhstan mandates benefits such as annual paid leave, maternity leave, and sick leave. Employers must also contribute to employees’ pension fund and mandatory health insurance.

Termination Regulations

Dismissals can occur due to employee misconduct, redundancy, or mutual agreement. Proper documentation and legal procedures are critical.

Probation and Termination in Kazakhstan

A probation period in Kazakhstan typically lasts up to 3 months and must be stipulated in the employment contract. Performance evaluations are expected to be conducted during this time.

Employers must provide fair assessment procedures during probation in Kazakhstan, ensuring that dismissal during this period still complies with Kazakh labor laws.

Notice Periods and Severance Requirements

Notice periods range from 1-2 months, depending on the reason for termination. Severance pay may apply under certain circumstances, especially in cases of redundancy.

Work Permits and Visas in Kazakhstan

Types of Work Visas Available

Kazakhstan offers different visa types for foreign employees, including:

• Work visas (C3, C4, C5 categories)
• Business visas
• Investor visas for entrepreneurs and business owners

Work Permit Application Process

Employers must submit work permit applications to the local migration services for all foreign hires. INS Global can help simplify this by managing document preparation, submissions, and tracking approvals.

Legal Requirements and Document Checklist

Key documents include:

• Valid passport
• Employment contract
• Work history proof
• Medical certificates
• Local employer’s application letter

Contractors vs. Full-Time Employees in Kazakhstan

Advantages of Hiring Independent Contractors

Contractors can offer flexibility, lower costs, and access to specialized skills without the hiring company needing to manage full employment obligations.

Advantages of Hiring Full-Time Employees

Full-time employees provide stability, loyalty, and full integration into your company’s long-term strategies.

Compliance, Tax, and Legal Implications for Both Models

Misclassifying contractors as employees can lead to serious penalties including fines and potential criminal charges. With INS Global’s Kazakhstan EOR services, you can avoid compliance risks and choose the right hiring model with confidence.

Working Hours

The standard workweek in Kazakhstan consists of 40 hours spread across 5 working days. The usual workday lasts 8 hours, with at least one unpaid break for rest and meals, which is generally around 1 hour.

Employees may work overtime, but only with their written consent, and overtime must not exceed 2 hours per day or 12 hours per week. Overtime is compensated at a minimum of 1.5 times the regular wage, or as otherwise stipulated in the employment contract or collective agreement.

Kazakhstan labor law permits flexible and part-time work schedules, which must be clearly documented in the employment contract.

Types Of Leave

Holidays and Annual Leave

Employees in Kazakhstan are entitled to a minimum of 24 calendar days of paid annual leave per year. Leave accrual typically begins after the employee has worked for at least six months, though earlier use can be agreed upon in certain cases. Unused leave may be carried over or compensated in specific situations, such as termination.

Sick Leave

Employees unable to work due to illness or injury are eligible for sick leave compensation, typically covered by the State Social Insurance Fund. Employers must submit proper documentation to ensure timely and accurate payments, and INS Global facilitates this as part of our EOR service.

Parental Leave

Female employees are granted 126 days of paid maternity leave (70 days before and 56 days after childbirth, extended in case of complications or multiple births). Payments are provided by the state social insurance system, not the employer directly. Fathers may also be granted unpaid leave or use vacation days around the birth of a child, though this isn’t mandatory for employer or employee.

Following maternity leave, either parent is entitled to unpaid parental leave until the child reaches 3 years of age. Employment during this period is protected, and the employee must be reinstated to their previous or a similar position upon return.

Tax Law: Payroll and Taxes in Kazakhstan

How to Set Up Payroll in Kazakhstan: Payroll Cycles, Reporting, and Tax Obligations

Payroll setup includes registering with tax authorities, obtaining an electronic signature, and setting up localized reporting systems.

Employers must then pay salaries monthly and report income taxes and social contributions as part of continuous payroll operations. Failure to comply can lead to significant fines and an investigation.

Social Security Contributions and Other Mandatory Benefits

Employers in Kazakhstan must contribute to their employees’ pension fund, health insurance fund, and social insurance fund.

Incorporation: How to Set Up a Subsidiary in Kazakhstan (If Not Using an EOR)

Step 1 – Register the Legal Entity, Obtain a Digital Signature, and Tax Number – Start by registering a company name and structure with the Ministry of Justice and obtaining the necessary digital signature and taxpayer identification number (TIN).

Step 2 – Obtain a Verified Certificate and Required Legal Documents – Obtain a legal address and registration certificate. Companies may then have to seek additional licenses for specific industries or sectors.

Step 3 – Open a Local Bank Account – A Kazakh bank account is necessary for payroll, taxes, and operational expenses.

Step 4 – Register for Health Insurance and Other Employee Benefits – Employers must register with each of the relevant authorities to ensure employees are enrolled in pension and health insurance programs.

When to Use an EOR Instead of Setting Up a Company

Choosing between establishing a legal entity or partnering with an Employer of Record (EOR) may be a critical decision determining success or failure for companies expanding internationally.

While each option comes with its own advantages and challenges, in many cases (especially when entering a dynamic and evolving market like Kazakhstan), partnering with an EOR company in Kazakhstan offers clear, strategic advantages.

Speed vs. Control: Weighing Setup Time and Complexity

Setting up a subsidiary in Kazakhstan can be a lengthy and complicated process. From business registration and tax documentation to securing local licenses and opening corporate bank accounts, the entire process can take several months.

Even after that, choosing to hire employees in Kazakhstan adds further, more complex steps. However, hiring through an EOR allows you to bypass this complexity. Kazakh EORs can mean you are able to onboard your employees in a matter of days, ensuring you meet project deadlines, capitalize on market opportunities, and stay ahead of competitors.

While forgoing company incorporations means you may sacrifice a degree of internal control over backend administrative functions in the short term, you maintain complete authority over your employees’ roles, performance, and objectives. An EOR can also help you transition naturally and seamlessly into company incorporation later, once you have local operations secured and stabilized.

For businesses prioritizing speed to market and agility, an EOR provides a distinctly decisive advantage.

Lower Upfront Costs and Reduced Legal Risk

Setting up a company abroad involves substantial upfront costs, including legal fees, capital investments, office leasing, staffing, tax registration, and more. More than this, maintaining a foreign subsidiary brings a whole host of ongoing costs related to accounting, staffing, compliance, HR management, and corporate reporting.

By contrast, engaging with an EOR company in Kazakhstan significantly lowers initial and ongoing financial commitments by avoiding expensive local initial investments. The savings made from potential legal risks tied to employment, taxation, and labor law compliance also can’t be denied, something that’s particularly advantageous where companies do not have a preexisting familiarity with Kazakh labor laws and practices.

This cost-effective, low-risk model is especially advantageous for startups, SMEs, and larger corporations seeking to expand cautiously and distribute resources logically.

Ideal for Testing New Markets or Short-Term Operations

Entering a new market always carries uncertainties. Demand may fluctuate, local competition might be fiercer than expected, and regulatory changes can potentially impact your business model in any number of unforeseen ways.

For many companies, an EOR in Kazakhstan offers the flexibility to test the waters without committing long-term. The ability to hire staff for pilot projects, conduct market research, or explore customer demand is perfect for local projects without the risks associated with forming a permanent entity.

Should circumstances change, you can also scale down your operations quickly and compliantly, with no need to go through a complex liquidation or deregistration process.

Why INS Global Is the Best Partner for Hiring in Kazakhstan

At INS Global, we specialize in making international expansion simple, fast, and compliant. Since 2006 we’ve helped companies grow around the world, and that’s why when you partner with INS Global for your Kazakhstan EOR services, you gain:

• Immediate Access to the Local Talent Market – Begin recruiting and onboarding local professionals without the administrative and legal hurdles of entity setup.
• Fully Compliant Hiring and Payroll Management – Our local experts ensure that everything about your employees’ contracts, benefits, and taxes fully align with Kazakhstan’s labor laws.
• Reduced Risk and Administrative Burden – We manage all employment liabilities as the legal employer of local employees, giving you the freedom to focus on your strategic objectives.
• Local Expertise and Global Best Practices – Our unique combination of local best practice and international standards ensures smooth, efficient operations in Kazakhstan and global integration.
• Scalable Solutions – Whether you’re hiring one employee or building a full team, our services grow with your needs.

INS Global Simplifies Your Expansion into Central Asia

Kazakhstan is only the beginning of regional growth and opportunity. As a hub for trade, energy, and innovation, Central Asia presents enormous growth potential for companies ready to seize new opportunities.

With INS Global’s Kazakhstan employment outsourcing services, you can confidently establish a foothold in the region, knowing you have a trusted partner handling the critical HR, legal, and compliance tasks. Whether you are scaling fast, testing a new market, or building long-term regional operations, INS Global is here to simplify every step of your journey.