Kazakhstan Visa and Work Permit Update — Practical Guide for 2025

This article summarizes the current landscape for visas and work permits in Kazakhstan in 2025, outlines the main policy points and interpretations, sets out concrete application steps, and lists practical precautions for employers and foreign workers. It is written to be practical for HR teams, migration advisers, and individuals planning to work or relocate to Kazakhstan.

Key policy directions and recent trends

• Digitalization: Kazakhstan continues expanding online application channels for e-visas, work permits, and registration formalities to speed processing and improve transparency.
• Focus on high-skilled labour: Authorities have prioritized streamlined admission for highly qualified specialists (IT, engineering, research), often with faster processing or simplified documentation.
• Quota and sectoral controls: Certain sectors remain subject to quotas or priority for local labor, so employers in construction, agriculture, and services should expect sectoral checks.
• Compliance and penalties: Enforcement of immigration, tax and labor rules has increased. Penalties for hiring without authorization and for overstays are stricter and frequently enforced.
• International agreements: Bilateral labor agreements and mutual recognition of some professional qualifications help nationals from partner countries; check specific bilateral terms.

Types of visas and permits (overview)

Typical application route — step by step

1. Confirm the correct immigration path
   

   Determine whether the role requires a local work permit or is covered by available exemptions (short business trips, intra-company transfers or visa-free regimes). Employers should verify sector quotas.

2. Employer-side preparatory steps
   

   The hiring company usually prepares the employment offer, local labour market documentation, and submits a work permit application to the competent authority (Ministry of Labour or regional labor inspectorate). Documents commonly include: company registration, tax clearance, vacancy justification, candidate CV and copies of diplomas, and copy of passport.

3. Receive approval and request visa (if necessary)
   

   After work permit approval, the consular visa (if required) is applied for at a Kazakh mission or via the e‑visa system. Confirm whether the employee’s nationality qualifies for e‑visa or visa-free entry to avoid consular delays.

4. Arrival and registration
   

   Upon entry, the foreign national must register their place of stay with migration authorities (or via the employer). Timelines are strict—typically within a set number of days—so immediate action is critical.

5. Temporary residence and employment formalities
   

   For longer assignments, apply for a temporary residence permit if required. Ensure employment contracts comply with Kazakh labor law (working hours, social contributions, probation terms).

6. Ongoing compliance and renewals
   

   Track permit expiry dates and start renewal procedures early. Maintain payroll, tax records, and social insurance contributions to avoid fines or permit revocations.

Documents commonly required

• Valid passport (with blank pages and sufficient validity)
• Completed visa/work permit application forms
• Employer’s registration and tax documents
• Signed employment contract translated into Russian or Kazakh if requested
• Educational certificates and professional licenses (apostilled or legalized where applicable)
• Medical certificate and criminal record check (some nationalities)
• Proof of accommodation and migration registration

Practical precautions andNotes (important considerations)

• Start early: Administrative steps (work permit approvals, translations, legalizations) can take weeks. Begin preparation 2–3 months before the planned start date.
• Translations and legalization: Many documents must be in Russian or Kazakh and may require notarization or apostille. Confirm consulate requirements ahead of time.
• Check quotas and sector rules: Employers in regulated sectors should verify whether vacancies fall under quota controls or priority for locals.
• Declare taxes and social contributions: Both employer and employee obligations must be met to avoid retrospective fines and to secure renewals.
• Watch for overstay risks: Entry on a tourist/e‑visa while intending to work can cause penalties. Enter on the correct visa type or regularize status promptly.
• Contract clarity: Ensure employment agreements specify salary, benefits, working hours, termination clauses, and relocation support to prevent disputes and support permit applications.
• Health and insurance: Obtain required medical exams and maintain health insurance that meets local standards.
• Record-keeping: Keep copies of all permits, registration confirmations and correspondence with authorities.

Case examples (illustrative)

Case 1 — IT specialist hired by Almaty startup

An Almaty startup hired a senior developer from abroad. The company applied for a work permit with a justification that the role required specific technical skills not available locally. After document legalization and translation, the work permit was approved in about six weeks. The employee entered on a work visa, registered within 5 days, and the employer handled social contributions monthly. The quick electronic submission and clear job specification helped expedite the process.

Case 2 — Seasonal construction workers and quota issues

A construction firm attempted to hire multiple foreign workers for a short-term project. Because construction is subject to sectoral controls, the firm needed quota confirmation and faced longer processing times. The lesson: confirm quota availability early and provide strong documentation showing insufficient local labor supply.

Common pitfalls and how to avoid them

• Missing apostilles or notarizations — verify which documents require legalization.
• Entering on an incorrect visa category — always match entry visa to intended activity.
• Late registration after arrival — set reminders and assign responsibility to HR or relocation provider.
• Poorly drafted employment contracts — use templates compliant with Kazakh labor law and have them reviewed locally.

Working with service providers

Many employers use local law firms or relocation specialists to handle applications and registrations. For end-to-end relocation and compliance assistance, consider professional support such as SailGlobal, which offers visa coordination, document legalization, and on-the-ground registration services for foreign staff.

Where to find authoritative information

• Official websites of Kazakhstan’s Ministry of Internal Affairs, Ministry of Labour and Social Protection, and consular services.
• Local immigration offices and regional labor inspectorates for sector-specific guidance.
• Professional legal advisers and licensed migration agents for complex cases.

Final recommendations

Plan early, use the correct visa category, ensure all documents are translated and legalized as required, and maintain ongoing compliance with tax and labor rules. For complex deployments or bulk hiring, engage experienced local counsel or a relocation partner to mitigate delays and enforcement risks.