EMPLOYMENT & LABOUR LAW · KAZAKHSTAN
Termination & Redundancy in Kazakhstan
Bond Stone advises international employers on lawful termination and redundancy procedures in Kazakhstan — grounds for termination under the Labour Code, notice periods, compensation on loss of work, conciliation commission procedures for disputes, and reduction in force (RIF) management for multinational companies restructuring their Kazakhstan operations.
Primary authority: Labour Code of the Republic of Kazakhstan No. 414-V dated 23 November 2015 (as amended), Articles 49–62 (termination), Article 131 (compensation on loss of work), Articles 159–161 (individual labour disputes); Social Code, Article 103. Authority: adilet.zan.kz
Termination Framework — Key Provisions
| Ground | Article | Notice | Severance |
|---|---|---|---|
| Redundancy (reduction in headcount) | Art. 52(1)(2) | 1 month, or shorter with written consent (Art. 53(1)) | Average monthly salary |
| Liquidation of employer | Art. 52(1)(1) | 1 month, or shorter with written consent (Art. 53(1)) | Average monthly salary |
| Fall in output worsening the employer's economic position | Art. 52(1)(3) | 15 working days, subject to the conditions in Art. 53(2) | Average salary for two months |
| Employee misconduct | Art. 52(1)(8)–(18) | None; the disciplinary procedure applies to most grounds (Art. 53(6)) | None |
| Poor performance (confirmed by attestation) | Art. 52(1)(4) | No statutory period; based on the attestation commission's decision (Art. 53(3)) | None under Art. 131 |
| Mutual agreement | Art. 50 | Other party answers within 3 working days; date by agreement | By agreement |
| Employee initiative (resignation) | Art. 56 | 1 month | None |
RIF Procedure — Step by Step
1 |
Decision and documentation Board or director resolution approving the RIF — identifying positions to be eliminated and business justification. Bond Stone prepares the resolution and all supporting documentation in Kazakh, Russian, and English. |
2 |
Protected employees and career centre notice Check each affected employee first. Termination is barred during sick leave and leave (Art. 54(1)), and redundancy is barred for pregnant women who have given notice, women with children under three and single parents of children under 14 (Art. 54(2)). Employees within two years of pension age need a positive decision of a joint employer and employee commission (Art. 53(1)). Inform the career centre of the planned release at least one month ahead (Social Code, Art. 103). |
3 |
Individual termination notices Written notice to each affected employee — minimum 1 month before termination date. Notice must state the ground for termination (Article 52(1)(2)) and the effective date. Bond Stone prepares trilingual notices and manages delivery documentation. |
4 |
Final settlement & documentation On the termination date — payment of outstanding salary, unused leave compensation, and compensation for loss of work (average monthly salary, Art. 131). The employer issues the termination act (a copy within 3 working days, Art. 61) and a document confirming labour activity on the last day (Art. 62). A reinstatement dispute goes first to the conciliation commission, within one month, and then to court within two months (Arts. 159, 160), with exceptions such as heads of the executive body and small branches. Bond Stone prepares all final settlement documentation and manages the payroll compliance checklist. |
Experience
Bond Stone has advised international employers on employment mandates in Kazakhstan since 2007. Client confidentiality is maintained across all matters.
Employment · Kazakhstan · Media
RIF — International Media Company
Full lifecycle RIF for an international media company — 5 positions terminated under Article 52(1)(2). Conciliation commission guidance, trilingual termination documentation, and final settlement management completed within statutory timeline.
Employment · Kazakhstan · Financial Services
Executive Termination — Misconduct
Advising an international financial services employer on termination of a senior executive for misconduct — disciplinary procedure compliance, investigation documentation, and termination order preparation to withstand challenge.
Employment · Kazakhstan · Energy
Mutual Agreement Termination — Energy Sector
Structuring mutual agreement termination packages for 3 senior employees of an energy sector company — negotiated severance in excess of statutory minimum, confidentiality provisions, and non-disparagement terms.
Employment · Kazakhstan · Manufacturing
Mass RIF — Manufacturing Company
Managing a large-scale RIF for a multinational manufacturing company restructuring its Kazakhstan operations — 15+ positions, conciliation commission formation, phased termination timeline, and full documentation package in Kazakh, Russian, and English.
Employment · Kazakhstan · Technology
Wrongful Termination Risk Assessment
Pre-termination risk assessment for a technology company proposing to terminate a protected employee category — advising on alternative grounds, documentation requirements, and litigation exposure before any notice was issued.
Employment · Kazakhstan · Retail
Termination Settlement — Disputed Claim
Negotiating termination settlement for an employer facing an employee dispute — achieving mutual agreement termination on terms that avoided court proceedings and protected the employer's reputation.
Why Bond Stone
- 18+ years advising international employers in Kazakhstan
- Trilingual documentation — Kazakh, Russian, and English
- Ranked Legal 500 EMEA and IFLR1000 — Almaty and Astana offices
Primary authority: adilet.zan.kz
Discuss your Kazakhstan employment matter
Contact Bond Stone for a confidential discussion about Termination & Redundancy in Kazakhstan.
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+7 (701) 729 76 72 — Almaty
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