Kazakhstan Employment Guide

Navigating Employment Termination in Kazakhstan: A Professional Guide

As an international HR specialist, I've observed that Kazakhstan's employment termination procedures require careful navigation. Unlike some jurisdictions where employment-at-will prevails, Kazakh labor law establishes specific protocols that employers must follow to ensure compliance.

Valid Grounds for Employment Termination

Kazakhstan's Labor Code mandates that employers demonstrate legitimate grounds for termination after the probationary period concludes. The legally recognized termination categories include:

• Employee-initiated resignation
• Mutual agreement between parties
• Employer-initiated termination based on:
  • Probationary period performance
  • Objective organizational reasons
  • Disciplinary violations
  • Consistent performance deficiencies
• Natural contract expiration

Notice Period Requirements

The statutory minimum notice period stands at 30 calendar days. However, SailGlobal's experience shows that parties often negotiate extended notice periods to ensure smooth transitions, particularly for key positions.

Severance Compensation Framework

All terminated employees in Kazakhstan qualify for severance payments, calculated as one month's average salary. This mandatory compensation provides financial cushioning during employment transitions.

Practical Considerations for International Employers

From handling multinational terminations, SailGlobal recommends documenting performance issues thoroughly and consulting local legal experts before proceeding with disciplinary dismissals. Proper documentation becomes crucial when terminating for performance-related causes.