Country Hiring Guide

Discover & Hire Top Talents in Kazakhstan

Everything you need to know about the country's employment laws, culture, and workforce insights.

Capital

Astana UTC+5

Economic Hubs

Almaty, Astana, Shymkent

Currency

Tenge (KZT)

Languages

Kazakh, Russian

Payroll

monthly

Employer Tax

17.50% – 22.50%

Workforce Insights

Talent Landscape in Kazakhstan

Kazakhstan has an estimated labor force of about 10.0 million (2025), with talent demand concentrated in oil and gas, mining, logistics, financial services and digital services. International employers are most likely to find relevant candidate pools for Mining Engineering, Petroleum Engineering, and Logistics. The market can support focused regional or functional teams, with specialist depth concentrated in the main business centers.

Major Economic Hubs

Almaty, Astana, Shymkent

Skills In-Demand

Mining Engineering

Working Culture

Formal Beginnings, Trusted Relationships

Kazakhstani business relationships often start formally and become warmer as trust develops. Use titles at first, invest in face to face contact and expect personal credibility to influence whether a proposal advances.

Centralised Decisions and Clear Sponsorship

Important decisions may sit with senior leaders, even when technical discussions involve a broader team. Identify the true sponsor, provide concise briefing materials and avoid assuming that meeting participation equals decision authority.

Urban, Regional and Generational Variation

Workplace formality and decision speed can differ between Almaty, Astana and regional operations, as well as between established organisations and younger private companies. Managers should confirm local approval practices instead of applying one national assumption.

Average Salary

Job Title	Avg Monthly Salary (KZT)
Accounting & Finance
Administrative Executive, Junior (1-3 years)	400,000 KZT	S$544,000
Administrative Executive, Mid (3-5 years)	534,000 KZT	S$726,240
Book Keeper, Junior (1-3 years)	359,000 KZT	S$488,240
Book Keeper, Mid (3-5 years)	487,000 KZT	S$662,320
Finance Executive, Junior (1-3 years)	462,000 KZT	S$628,320
Finance Executive, Mid (3-5 years)	605,000 KZT	S$822,800
Creatives
Graphic Designer, Junior (1-3 years)	462,000 KZT	S$628,320
Graphic Designer, Mid (3-5 years)	667,000 KZT	S$907,120
UI/UX Designer, Junior (1-3 years)	487,000 KZT	S$662,320
UI/UX Designer, Mid (3-5 years)	846,000 KZT	S$1,150,560
Data Analytics
Data Analyst, Junior (1-3 years)	667,000 KZT	S$907,120
Data Analyst, Mid (3-5 years)	872,000 KZT	S$1,185,920
Data Engineering
Data Engineer, Junior (1-3 years)	667,000 KZT	S$907,120
Data Engineer, Mid (3-5 years)	1,077,000 KZT	S$1,464,720
AI & Machine Learning
Data Scientist, Junior (1-3 years)	667,000 KZT	S$907,120
Data Scientist, Mid (3-5 years)	898,000 KZT	S$1,221,280
Machine Learning Engineer, Junior (1-3 years)	564,000 KZT	S$767,040
Machine Learning Engineer, Mid (3-5 years)	846,000 KZT	S$1,150,560
Digital Marketing
Content Marketing, Junior (1-3 years)	539,000 KZT	S$733,040
Content Marketing, Mid (3-5 years)	795,000 KZT	S$1,081,200
Digital Marketing, Junior (1-3 years)	539,000 KZT	S$733,040
Digital Marketing, Mid (3-5 years)	795,000 KZT	S$1,081,200
Growth Marketing, Junior (1-3 years)	564,000 KZT	S$767,040
Growth Marketing, Mid (3-5 years)	846,000 KZT	S$1,150,560
Software Development
Backend Developer, Junior (1-3 years)	693,000 KZT	S$942,480
Backend Developer, Mid (3-5 years)	1,026,000 KZT	S$1,395,360

Job Title	Avg Monthly Salary (KZT)
DevOps
DevOps Engineer, Junior (1-3 years)	667,000 KZT	S$907,120
DevOps Engineer, Mid (3-5 years)	898,000 KZT	S$1,221,280
Site Reliability Engineer, Junior (1-3 years)	667,000 KZT	S$907,120
Site Reliability Engineer, Mid (3-5 years)	949,000 KZT	S$1,290,640
Customer Support
Customer Service Officer, Junior (1-3 years)	333,000 KZT	S$452,880
Customer Service Officer, Mid (3-5 years)	436,000 KZT	S$592,960
Customer Experience
Customer Success Manager, Junior (1-3 years)	487,000 KZT	S$662,320
Customer Success Manager, Mid (3-5 years)	693,000 KZT	S$942,480
HR Operations
HR Executive, Junior (1-3 years)	436,000 KZT	S$592,960
HR Executive, Mid (3-5 years)	590,000 KZT	S$802,400
FinTech
Blockchain Developer, Junior (1-3 years)	539,000 KZT	S$733,040
Blockchain Developer, Mid (3-5 years)	795,000 KZT	S$1,081,200
Payments Engineer, Junior (1-3 years)	539,000 KZT	S$733,040
Payments Engineer, Mid (3-5 years)	718,000 KZT	S$976,480
Cloud Computing
Cloud Engineer, Junior (1-3 years)	616,000 KZT	S$837,760
Cloud Engineer, Mid (3-5 years)	898,000 KZT	S$1,221,280

Hiring Guide

Hiring Guide in Kazakhstan

This guide highlights the fundamental rules employers must know to hire compliantly, covering pay structures, leave policies, termination procedures, and compliance requirements.

For details, browse the topics through the tabs below.

Payroll in Kazakhstan

Payroll Cycle

Salary is paid at least monthly, generally no later than the 10th day of the following month.

Minimum Wage

A statutory national monthly minimum wage applies.

Overtime Pay

- Normally 8 hours per day and 40 hours per week. - Maximum overtime is generally 2 hours per day, or 1 hour for hazardous work, with monthly and annual caps.

- Kazakhstan: Overtime Pay = Ordinary Hourly Rate × 1.5 × Overtime Hours. - Apply any separate night, rest-day or public-holiday premium stated in the overtime rates column.

Bonus

13th Month

Kazakhstan does not impose a general statutory 13th month salary on private sector employers. Private sector employees therefore have no automatic entitlement to an additional annual salary unless a binding employment contract, collective agreement, wage order, employer rule, or special sector law provides one.

No statutory private sector calculation applies. Where a binding instrument grants an annual bonus or 13th salary, the amount must be calculated under that instrument; there is no legal default that it equals 1 month of salary.

No private sector employee in Kazakhstan qualifies automatically under the general labour law. Eligibility is limited to employees expressly covered by the applicable contract, collective agreement, wage order, employer rule, or special sector provision. The general law does not prescribe a universal minimum service period, prorating method, payment deadline, or entitlement after resignation or dismissal for a 13th salary. Those points must be determined from the specific binding instrument. Statutory leave pay, severance, end of service benefits, profit sharing, and public sector payments are separate benefits and should not be recorded as private sector 13th month salary unless the local rule expressly treats them that way.

Employees Benefits

Types of Benefit	Details
Mandatory
Unified Accumulative Pension Fund, social insurance and compulsory medical insurance	Employers in Kazakhstan must apply the contribution and registration rules for Unified Accumulative Pension Fund, social insurance and compulsory medical insurance. Payroll should separately identify the employer funded amount and any employee deduction, use the statutory contribution wage or ceiling, and retain evidence of enrolment. The exact branches covered are those listed in the scheme, which can include retirement, health, unemployment or employment injury protection.
Work injury protection under Unified Accumulative Pension Fund, social insurance and compulsory medical insurance	Kazakhstan requires employers to protect employees against accidents and occupational disease through the work injury component of Unified Accumulative Pension Fund, social insurance and compulsory medical insurance or a legally approved policy. The obligation includes premium or levy payment, accident reporting and cooperation with medical or disability assessments. Coverage is not replaced by a private medical plan.
Statutory termination or end of service entitlement in Kazakhstan	There is no automatic service gratuity for every dismissal. Statutory compensation commonly equals one average monthly wage for liquidation, workforce reduction or certain employer breaches, with higher protection possible under contracts or collective agreements.
Public healthcare or mandatory medical coverage in Kazakhstan	Health protection in Kazakhstan is delivered through the medical or sickness branch of Unified Accumulative Pension Fund, social insurance and compulsory medical insurance. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules.
Optional
Supplementary private medical insurance in Kazakhstan	Private medical insurance in Kazakhstan should be designed around the gaps left by Unified Accumulative Pension Fund, social insurance and compulsory medical insurance. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll.
Performance or profit sharing bonus in Kazakhstan	A performance or profit sharing bonus in Kazakhstan is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment.
Meal, commuting and business travel support in Kazakhstan	Meal, commuting and business travel support in Kazakhstan should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work.
Housing, relocation and remote work support in Kazakhstan	Housing, relocation and remote work support in Kazakhstan is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment.

Taxes

Country Tax

Kazakhstan's country tax is known as Value-Added Tax (VAT) 16%

Individual Tax

Tax Component	Contribution Rate (%)	Details
Income Tax Structure
Resident Tax Rates	Up to 15%	Kazakhstan applies Up to 15% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source.
Non-Resident Employment Income	Generally 10% or 15%	The nonresident rate depends on the income category and whether the income is connected with a permanent establishment. Treaty relief may apply.
Taxable Income Adjustments
Main Deductions and Allowances	See details	equal to the amount of social payments, including mandatory pension fund contributions, health insurance contri- butions withheld from an employee’s income, and social secu- rity contributions withheld from the income of individuals providing services under civil contracts Tax deductions may be applied either at source by the tax agent or independently by the individual if they are not applied at source.
Taxable & Exempt Components
Bonuses and Cash Allowances	Generally taxable at marginal employment rate	In Kazakhstan, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies.
Benefits in Kind	Taxable value at marginal rate where applicable	In Kazakhstan, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support.

More Countries

Explore hiring in other countries

Indonesia

CapitalJakarta

Employers Tax10.24% – 11.74%

Employers Tax13.95% – 14.95%

Employers Tax7.75% – 17.25%

Australia

CapitalCanberra

Employers Tax12.00% + variable

Bahrain

CapitalManama

Employers Tax7.20% – 18.00%

Bangladesh

CapitalDhaka

Employers TaxVariable

Brunei

CapitalBandar Seri Begawan

Employers Tax8.50% – 10.50% or BND 57.50

Employers Tax5.00% + variable

India

CapitalNew Delhi

Employers Tax15.75% + variable

Israel

CapitalJerusalem

Employers Tax17.01% – 20.10%

Japan

CapitalTokyo

Employers Tax16.46% – 25.21%

Employers Tax0.00% – 11.50%

Employers Tax12.50% – 14.50%

Nepal

CapitalKathmandu

Employers Tax20.00% or scheme specific

New Zealand

CapitalWellington

Employers Tax3.50% + variable

Employers Tax11.00% + variable

Employers Tax0.00% – 14.00%

Employers Tax10.53% – 29.12%

Sri Lanka

CapitalSri Jayawardenepura Kotte

Employers Tax15.00%

Thailand

CapitalBangkok

Employers Tax5.20% – 6.00%

Employers Tax12.00% – 25.00%

Employers Tax16.40% – 19.40%

Botswana

CapitalGaborone

Employers TaxVariable

Employers Tax13.95% – 17.20%

Chad

CapitalN'Djamena

Employers Tax16.50%

Democratic Republic of the Congo

CapitalKinshasa

Employers Tax14.20% – 16.20%

Employers Tax5.00% + variable

Ivory Coast (Côte d’Ivoire)

CapitalYamoussoukro

Employers Tax15.45% – 18.45%

Kenya

CapitalNairobi

Employers Tax7.50% + variable

Lesotho

CapitalMaseru

Employers Tax1.00% + variable

Employers Tax10.00% + variable

Mali

CapitalBamako

Employers Tax17.90% – 20.90%

Employers Tax0.90% + variable

Employers Tax19.40% – 23.40%

Employers Tax2.00% + variable

Employers TaxAt least 22.50%

Employers Tax6.50% + variable

Zimbabwe

CapitalHarare

Employers Tax5.50% + variable

Employers Tax25.00% + variable

Bosnia and Herzegovina

CapitalSarajevo

Employers Tax0.00% – 6.00%

Bulgaria

CapitalSofia

Employers Tax18.92% – 19.62%

Employers Tax15.40% + variable

Employers TaxFixed amounts + variable

Employers Tax19.32% – 20.24% + variable

France

CapitalParis

Employers Tax25.00% – 45.00%

Employers Tax21.20% + variable

Employers TaxAt least 17.95%

Ireland

CapitalDublin

Employers Tax9.00% – 11.25%

Employers Tax7.20% + variable

Employers TaxAt least 12.57%

Employers TaxAt least 6.10% + variable

Employers Tax2.00% – 16.10% + variable

Poland

CapitalWarsaw

Employers Tax20.98% – 23.64%

Employers Tax2.25% – 10.25%

Employers Tax30.65% + variable

Employers Tax7.40% – 9.90% + variable

Ukraine

CapitalKyiv

Employers Tax8.41% – 22.00%

United Kingdom

CapitalLondon

Employers Tax18.00% – 18.50% + 15.00% on taxable benefits

Argentina

CapitalBuenos Aires

Employers Tax24.00% – 26.40% + variable

Employers Tax31.70% – 39.30%

Canada

CapitalOttawa

Employers Tax8.12% – 12.23% + variable

Chile

CapitalSantiago

Employers Tax5.87% – 6.47% + variable

Colombia

CapitalBogotá

Employers Tax30.02% – 36.46%

Costa Rica

CapitalSan José

Employers Tax26.83% + variable

Employers Tax11.15% + variable

CapitalGuatemala City

Employers Tax17.25% – 43.48% + 20.40% of UMA

Nicaragua

CapitalManagua

Employers Tax23.50% – 24.50%

Panama

CapitalPanama City

Employers Tax14.31% – 19.42%

Employers Tax9.75% + variable

Suriname

CapitalParamaribo

Employers Tax15.15% + variable

Trinidad and Tobago

CapitalPort of Spain

Employers TaxApproximately 8.80% + variable

United States

CapitalWashington, D.C.

Employers Tax8.25% + variable

Uruguay

CapitalMontevideo

Employers Tax12.60% + variable

Saudi Arabia

CapitalRiyadh

Employers Tax2.00% – 12.25%

United Arab Emirates

CapitalAbu Dhabi

Employers Tax0.00% – 15.00% + variable GCC rate

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