LEGAL ALERT: Important Amendments to the Labour Code of Kazakhstan
As of June 8, 2026, a number of amendments to the Labour Code of the Republic of Kazakhstan have entered into force. The amendments are aimed at strengthening employee protections, increasing transparency in employment relations and expanding employers’ compliance obligations.
- Expansion of Employee Rights
The Labour Code now expressly recognizes employees’ rights to dignity, privacy, and respectful treatment in the workplace. Employers should ensure that internal policies and management practices comply with these enhanced standards of employee protection.
- Changes to Employment Conditions and Termination Procedures
Notice Period for Changes to Employment Conditions
Employers are now required to provide employees with at least 15 working days’ notice of changes to employment conditions. Previously, the legislation referred to 15 calendar days.
Protection During Sick Leave and Other Absences
Where a fixed-term employment contract expires while an employee is on sick leave, annual leave, maternity leave, or another protected absence, termination may only take effect upon the employee’s return to work.
Handover of Duties and Assets
For employees bearing material responsibility, the period for transferring duties and assets upon termination is limited to one month.
- Restrictions on the Use of Civil Law Service Contracts
The amendments further strengthen the distinction between civil law and employment relationships. Where a civil law contract contains characteristics typically associated with employment, including fixed working hours, subordination to internal rules, and regular remuneration, the relationship may be recognized as employment irrespective of the contractual form.
- Paid Study Leave
Employees taking study leave are entitled to retain their position and continue to receive their average earnings during the applicable study leave period. Employers should assess the potential financial and workforce planning implications of this requirement.
- Occupational Health and Safety
The amendments expand employer obligations relating to workplace safety and equipment maintenance. At the same time, labour inspectors have been granted broader supervisory powers to monitor compliance with occupational health and safety requirements.
Practical Implications for Employers
In light of the above amendments, employers are advised to:
- Review employment contract templates and HR documentation
- Update procedures relating to notifications of employment condition changes
- Reassess the use of civil law contracts and identify potential reclassification risks
- Evaluate the financial impact of paid study leave requirements
- Review occupational health and safety policies and internal procedures
The amendments reflect a broader trend toward enhanced employee protections and increased employer accountability. Employers are encouraged to review their current practices and documentation to ensure compliance and mitigate potential legal risks.
