Mandatory content — Article 28

Every employment contract in Kazakhstan must include: full names and details of both parties; work function (job title and duties); commencement date; term (fixed or indefinite); place of work; working time; remuneration amount and payment dates; annual leave entitlement; and the employee’s rights and obligations. Missing mandatory provisions are replaced by Labour Code defaults — which may be more employee-favourable than intended.

Fixed-term vs indefinite contracts

Fixed-term contracts may be concluded for a period of up to 1 year under Article 30. Renewal of a fixed-term contract for the same work function converts it to an indefinite contract. Indefinite contracts are the default — fixed-term contracts require a legitimate business reason for the time limitation. Bond Stone advises on the appropriate contract type based on the nature of the work and the risk profile of the employment relationship.

Probationary periods — Article 36

Maximum 3 months — 6 months for senior management positions. Probationary period provisions must be expressly included in the employment contract. Either party may terminate during probation with 3 days’ written notice. Employees on probation have all Labour Code rights and protections — probation does not reduce minimum wage, leave, or other entitlements.

Remuneration — minimum wage compliance

Employment contracts must specify the remuneration amount. Kazakhstan’s minimum wage is set annually by government resolution — contracts must be reviewed and updated when the minimum wage increases. Bond Stone monitors annual minimum wage changes and advises clients on contract update obligations.

Non-compete and confidentiality provisions

Post-employment non-compete obligations have limited enforceability under Kazakhstani civil law — the Labour Code does not specifically regulate post-employment restraints, and courts approach them sceptically. Bond Stone advises on structuring enforceable confidentiality and non-solicitation provisions within the limits of Kazakhstani law, and on the practical risk of relying on post-employment non-competes in Kazakhstan.

Employment Contract Audit — Pharmaceutical Entry

Employment · Kazakhstan · Pharmaceuticals

Reviewing proposed employment contract templates for a foreign pharmaceutical company entering Kazakhstan — identifying 8 non-compliant clauses and redrafting to Labour Code standards. Trilingual contracts prepared in Kazakh, Russian, and English.

Senior Management Contracts — Energy Company

Employment · Kazakhstan · Energy

Drafting senior management employment contracts for a multinational energy company’s Kazakhstan subsidiary — 6-month probationary periods, performance bonus structures, change of control provisions, and post-termination obligations.

Fixed-term Contract Risk Assessment — Construction

Employment · Kazakhstan · Construction

Advising an international construction company on the use of fixed-term contracts for project-based workers in Kazakhstan — risk of conversion to indefinite contracts, renewal limitations, and compliant project-end termination strategy.

HR Template Package — Norwegian Company

Employment · Kazakhstan · Norway

Drafting a full suite of employment contract templates for a Norwegian company’s Kazakhstani subsidiary — standard, senior management, and fixed-term variants, compliant with the Labour Code and aligned with group HR standards.

Executive Contract — M&A Post-acquisition

Employment · Kazakhstan · M&A

Advising on executive employment terms following acquisition of a Kazakhstani entity — harmonisation of existing contracts with acquirer group standards while maintaining Labour Code compliance and preserving continuity of employment.

Non-compete Advisory — Technology Company

Employment · Kazakhstan · Technology

Advising a technology company on the enforceability of post-employment non-compete provisions in Kazakhstan employment contracts — alternative structuring using confidentiality, IP assignment, and garden leave provisions.