Employer of Record (EOR) in Kazakhstan 2025: The complete hiring guide
- Gegidze • გეგიძე | Marketing
- Apr 22
- 22 min read
Table of contents:
Introduction
Kazakhstan is the kind of market most companies overlook until they realize everyone else has already gotten in.
It’s the largest economy in Central Asia.
It shares borders with China and Russia.
It has 20 million people, 87% internet penetration, a fast-growing tech ecosystem, and an underrated, highly educated workforce.
It’s not “emerging.” It’s already moving. And if you’re still waiting for Forbes to name-drop Astana as a tech hub, you’re already late.
Let’s talk real numbers:
Developers with 4+ years of experience cost 30–50% less than in Eastern Europe
70% of university graduates are fluent in Russian, 30% in English, and most under 35 are remote-native
Investment in digital infrastructure has been doubling YoY since 2021
The government’s Digital Kazakhstan program is actively backing tech startups and foreign partnerships
And yes, freelancing and remote work have already become normalized in cities like Almaty, Shymkent, and Karaganda
We’ll show you:
What makes Kazakhstan a talent hotspot right now
Who you can hire (and what they’ll cost)
What payroll and tax actually look like
Why hiring contractors is riskier than you think
And how to start hiring in days, not months
Kazakhstan is open for business.
The only question left is, are you moving fast enough?
Quickstart guide: Hire in Kazakhstan without an entity
You don’t need to open a company in Kazakhstan to build a legal team here.
You just need the right structure. Learn everything you need to know about hiring an employee in Kazakhstan.
Payroll & Tax
Minimum wage: KZT 85,000/month
Employee income tax: 10% flat
Employer cost: ~22% of gross salary
Social Tax: 11%
Social Security: 5%
Medical Insurance: 3%
Pension Contribution: 2.5%
Employer Liability Insurance: 0.49%
You get one invoice. We handle everything behind it, taxes, filings, payslips, and compliance.
Leave policy
Paid time off: 24 working days/year
Sick leave: Up to 180 days/year
75% salary (first 90 days)
85% salary (next 90 days)
Maternity leave: 126 days paid (can extend to 160)
Paternity leave: 7 days paid
Parental leave: Up to 3 years unpaid
All tracked. All compliant. No manual follow-ups.
Termination
No at-will termination (outside probation)
Minimum notice: 30 days
Severance: 1 month’s salary (mandatory)
Termination must follow a legally valid reason
We guide you through every step, documents, timelines, and exit
Statutory time off
Kazakhstan observes 16 national holidays, including:
New Year’s Day, Nauryz, Victory Day, Independence Day
Capital Day, Constitution Day, Defender’s Day, and more
Public holidays are fully paid and observed nationwide
What Is an Employer of Record in Kazakhstan?
Hiring in Kazakhstan legally means opening an entity.
That’s paperwork. Bank accounts. Tax filings. Employment law navigation. Payroll calculations in tenge. Legal contracts in two languages. And making sure you don’t misclassify your worker and blow up your IP protection during your next funding round.
Which is why global companies from SaaS startups to logistics platforms to design agencies, are choosing the smarter route.
They use an Employer of Record (EOR).
An EOR is a company that hires employees on your behalf. Legally, they’re the employer on paper. Practically, the employee works for you.
You manage the work.
We manage everything else: contracts, taxes, payroll, benefits, and compliance.
In Kazakhstan, that’s a big deal. Labor laws are strict. Terminations aren’t at-will. Contractor misclassification can trigger penalties, tax audits, or worse, loss of IP ownership. And opening a local entity? That can take months.
With an EOR like Team Up, you can:
Hire full-time employees legally
Stay 100% compliant with the Kazakh labor code
Protect your intellectual property
Avoid setting up a local company
Provide local benefits and payroll, all under our registered entity
Pay one monthly invoice, salary, taxes, and EOR fee included
This isn’t a workaround.
It’s the cleanest, fastest, most compliant way to manage a remote team in Kazakhstan, especially if you’re moving fast, scaling lean, or testing the market.
And it works.
We’ve helped tech startups, ecommerce teams, and B2B companies hire senior developers, marketers, and ops leads in Kazakhstan without a single legal misstep.
Your team. Our infrastructure.
Let’s keep it simple.
Why companies use EOR services in Kazakhstan
Let’s be honest, Kazakhstan wasn’t on your 2020 hiring roadmap.
But here you are in 2025, scouting talent in Almaty while your CFO googles “how to pay salaries in tenge.”
You’re not alone.
From Berlin startups to London fintechs to New York design studios, global companies are waking up to Kazakhstan. And not just for its natural resources or shiny growth charts.
Because it works.
Because it’s a fully-formed opportunity.
Engineers with 4–6 years of experience.
Strong English.
Global remote mindset.
Salaries are 30–50% lower than in Eastern Europe.
Government-backed digital growth.
A workforce that shows up, learns fast, and actually stays.
But here’s the part no one wants to say out loud:
Most companies mess up here.
They treat Kazakhstan like it’s still a workaround market.
They hire freelancers from Telegram. Skip contracts. Hope the tax office doesn’t notice.
They roll the dice on misclassification, and lose IP, lose trust, or lose the hire entirely.
That’s the real cost.
You don’t just risk fines.
You risk wasting six months onboarding the wrong way.
You risk your internal legal team blocking the hire.
You risk top talent walking away because they know your contract isn’t worth anything in court.
That’s why smart companies use an Employer of Record.
With Team Up, you hire legally without opening a local entity.
We handle:
Employment contracts (Kazakh + English)
Payroll
Tax filings
Benefits
Sick leave
Pension contributions
Equipment and workspace support
And every single compliance box your lawyer needs to see ticked
You focus on the person. We handle the structure.
You skip the mess, but stay legal
No need to open a local entity.
No bank account. No legal team on retainer. No months of paperwork.
With Team Up, your employee is hired under our registered Kazakh entity.
We handle contracts in Kazakh and Russian.
We register them with the tax office.
We run payroll, benefits, sick leave, pension, and medical insurance.
And you? You get a clean monthly invoice and a fully compliant team.
You avoid the “contractor trap”
Ask any founder who’s had to retroactively explain to a government why their full-time “contractor” had a company email, fixed hours, and direct reports.
In Kazakhstan, the penalties aren’t just fines, they’re legal disputes.
IP violations. Tax exposure. Termination headaches.
You don’t want to explain to your Series B investors why your backend engineer in Shymkent just filed a labor lawsuit.
EOR = clean. Controlled. Bulletproof.
You get talent without borders or delays
Kazakhstan isn’t just Almaty.
Developers are working from Astana, Karaganda, and even smaller hubs like Taraz and Pavlodar. Many have already worked for clients in the EU or the Gulf. They speak English, use Slack, and know the drill.
But they also expect stability.
They want proper contracts. Paid holidays. Local benefits.
Not some mystery job where they get paid in crypto and hope for the best.
EOR gives them that. You offer a real job. They give you their best work.
You scale with confidence
Hiring one person? We’ve got you.
Building out a full product squad? Still good.
Testing the market before going big? Smart move.
With Team Up, you’re not locked in. You’re just protected.
And yes, this all starts from €199/month per hire
No hidden fees. No surprise legal costs. Just one flat rate.
You run the team. We run the backend. Your employee gets paid, taxed, and insured on time, every time.
Kazakhstan payroll, tax, and labor law explained
Hiring in Kazakhstan means navigating a legal system that looks simple on paper, but hides complexity in the fine print.
Yes, the income tax is a flat 10%.
Yes, the labor law is codified.
But what most international companies underestimate is the execution. The actual cost, the unspoken rules, and the real-world risks of getting it wrong.
If you're hiring here through an EOR, here’s everything you need to understand—from a local perspective.
Salary & payroll contributions
Kazakhstan uses a mix of fixed rates and indexed contributions based on the Monthly Calculation Index (MCI), a state-published benchmark used to cap and calculate benefits, fines, and allowances.
Here’s the breakdown of standard employer and employee contributions:
Employee (deducted from gross salary):
Personal Income Tax (PIT): 10%
Mandatory Pension Contribution: 10%
Mandatory Medical Insurance: 2%
Employer (on top of gross salary):
Social Tax: 11%
Social Contributions: 5%
Employer’s Medical Insurance: 3%
Mandatory Pension Contribution for hazardous jobs: 5% (if applicable)
Employer Liability Insurance: 0.49%
Obligation to file, report, and submit documentation monthly to relevant state funds (ESF, social protection, pension fund)
The true cost of employment is typically 22–25% above gross salary, depending on sector, job type, and whether additional insurance or bonuses are included.
Everything is paid in Kazakhstani tenge (KZT) and must be handled through locally registered tax accounts.
Payment schedule and currency
Payroll must be processed at least once per month
Delayed or incorrect payments are subject to penalties
Employers must maintain payslip records, insurance proof, and signed contracts for every employee
Currency conversions for foreign-paid salaries must be officially documented and declared if you're a local entity. For EOR structures like Team Up, this is handled entirely on your behalf
Employment contracts & documentation
This is not a handshake market.
All employment in Kazakhstan requires a written contract, signed before the employee starts work. This contract must be:
In Kazakh or Russian, and optionally in English for dual understanding
Registered with the Ministry of Labor and Social Protection
Stored for legal purposes for a minimum of 5 years
Supported by job descriptions, onboarding paperwork, and insurance enrollment forms
Probation periods are legal, usually capped at 3 months. During this time, either party may terminate with a shorter notice.
Working hours and overtime rules
Standard hours: 8 per day, 40 per week
Overtime: Capped at 2 hours per day, 12 hours per month
Must be documented and approved in advance
Paid at 1.5x the regular hourly rate
Failure to track or compensate overtime is grounds for employee complaints to the Labor Inspectorate
Public holidays and national observance days require mandatory paid leave or compensatory time off.
Paid and unpaid leave
Kazakh labor law offers robust leave entitlements:
Annual paid leave: 24 working days
Sick leave: Up to 180 days (covered partially by employer, partially by social fund)
75% of the salary for the first 90 days
85% for the next 90 days
Maternity leave: 126 to 160 days fully paid, depending on complications
Paternity leave: 7 days (recently introduced)
Parental leave: Unpaid, up to 3 years, protected by job security law
These benefits must be tracked, documented, and paid in accordance with employee length of service, contract type, and contribution status.
Termination: What foreign employers often miss
Kazakhstan does not allow at-will termination. Every dismissal must be:
Based on a legally justified reason, such as redundancy, reorganization, misconduct, or mutual agreement
Supported by documentation, disciplinary warnings, and prior performance reviews, if relevant
Include a minimum 30-day written notice, or pay in lieu of notice
Include mandatory severance equal to 1 month’s salary (or more, depending on tenure or reason for dismissal)
Non-compliant terminations can result in labor lawsuits, government inspections, and potential blacklisting from state contracting or permits.
Public holidays
Kazakhstan has 16 official public holidays, including:
New Year (Jan 1–2)
International Women's Day (Mar 8)
Nauryz (Mar 21–23)
Defender’s Day (May 7)
Victory Day (May 9)
Capital Day (Jul 6)
Constitution Day (Aug 30)
Republic Day (Oct 25)
Independence Day (Dec 16–17)
Kurban Ait (varies; religious holiday)
Employees are entitled to these days off with full pay. If work is required, it must be compensated at double the standard rate or offered with equivalent time off.
Compliance enforcement and risks
Kazakhstan has a strong regulatory framework for labor and tax.
The State Labor Inspectorate and Tax Committee carry out random audits, especially on foreign employers and companies in tech, energy, and services.
Key risk areas:
Misclassification of employees as contractors
Non-compliance with medical insurance enrollment
Delayed tax or pension contributions
Poor documentation or a lack of bilingual contracts
Termination without cause or paperwork
How an EOR makes this simple
When you hire through Team Up, we act as the local employer on record. That means:
All contracts are legally registered
Payroll and taxes are filed under our entity
Employees get full benefits, correct leave, and medical coverage
You stay fully compliant without navigating bureaucracy, audits, or paperwork
We know how the system works. We’re here, in Nur-Sultan.
And we make sure your team gets paid right, every single month.
Employee benefits when using an employer of record in Kazakhstan
Hiring globally doesn’t only mean finding a great talent, the hardest path starts right after hiring the one. And that's how you keep them.
In Kazakhstan, that means offering benefits that are local, legal, and competitive.
If you want your new hire to stick around, “you’ll be paid on time” isn’t enough. Top talent expects real structure, healthcare, time off, sick leave, parental protections, and support that goes beyond Slack and salary.
That’s where using an Employer of Record (EOR) changes everything.
When you hire through Team Up in Kazakhstan, we don’t just handle compliance; we give your employees a real job, with the same entitlements they’d expect from a local company. Without the paperwork. Without the risk. And without setting up a local entity.
Here’s what your team gets under our EOR model.
Health Insurance in Kazakhstan
Health coverage isn’t optional. It’s one of the first questions top candidates ask.
We offer premium local health insurance, aligned with regional standards, starting from €49 per employee/month. Your team gets access to leading hospitals and clinics across Kazakhstan, including in Almaty, Astana, and Shymkent.
Optional upgrades include dental, vision, and mental health packages depending on the role, budget, and seniority.
Paid time off (PTO) in Kazakhstan
Employees are entitled to 24 working days of paid annual leave, the legal minimum under Kazakh labor law.
PTO accrues monthly and is protected by contract. We handle tracking, compliance, and payouts if the contract ends before the leave is used.
Want to add extra days off for your leadership team? We can structure that too.
Sick leave in Kazakhstan
Sick leave in Kazakhstan is robust and must be respected.
Employees are entitled to up to 180 days of medical leave per year, with pay structured as:
75% of the salary for the first 90 days
85% of the salary for the next 90 days
All sick leave must be certified by local clinics and tracked properly for payroll reporting. We make sure your team stays protected and you stay compliant.
Maternity and parental leave in Kazakhstan
Female employees are entitled to 126 days of paid maternity leave, or 160 days in case of complications or multiple births. This is paid at 100% of the employee’s salary and is fully managed through payroll.
Fathers receive 7 days of paid paternity leave, and both parents can take up to 3 years of unpaid parental leave with job protection.
All leave entitlements are formalized in contracts and managed through our system, so you don’t have to navigate Kazakhstan’s labor code alone.
Workspace, equipment, and IT support in Kazakhstan
You can choose to provide:
Workspace options (coworking desks or private office passes)
Remote equipment (laptops, monitors, accessories)
IT onboarding, device leasing, and 24/7 support
From day one, your team works like they’re in your HQ, even if they’re in Karaganda or Pavlodar. We handle logistics, upgrades, repairs, and replacements.
Need to scale fast? We’ll ship pre-configured laptops across Kazakhstan within days.
Why It Matters
Anyone can offer a job. Not everyone can offer security.
Kazakh professionals are increasingly comparing offers from European and Gulf-region companies. They know what full employment looks like, and they know when a “freelance” gig comes with no safety net.
If you want to compete in this market, you have to play like a local. That means local benefits, local contracts, and a partner that knows the ground.
At Team Up, we make that possible for just €199 per employee/month, all in.
Talent pool in Kazakhstan: Who can you hire?
Kazakhstan isn’t just a place on the map; it’s quickly becoming the go-to talent hub for smart companies expanding globally.
But who exactly is available here?
And can they really deliver on international standards?
Here’s what you actually get when hiring talent in Kazakhstan:
Engineering & Tech talent
Kazakhstan’s tech scene is accelerating fast, driven by government investments, growing startup hubs in Astana and Almaty, and strong university programs.
Key profiles readily available:
Software developers (Frontend: React, Vue, Angular; Backend: Python, Node.js, Java)
DevOps engineers (AWS, Azure, Kubernetes, Docker)
QA specialists (manual and automation: Selenium, Cypress)
Data analysts & scientists (Python, SQL, Tableau, Power BI)
Kazakh developers typically have solid English skills and experience working remotely with international teams.
Business & Operations roles
Beyond tech, Kazakhstan offers a highly educated workforce skilled in business and operations functions:
Finance & Accounting (local accounting standards, IFRS, payroll management)
Customer Support Specialists (multilingual, culturally aware, with experience with EU/US customers)
Project & Product Managers (Agile, Scrum, Kanban, certified and trained internationally)
Sales & Marketing experts
With a rapidly growing digital economy, Kazakhstan is cultivating skilled marketing experts and sales specialists experienced in global outreach and online platforms:
Digital marketers (SEO, PPC, social media management)
Sales development representatives (SDRs) (multilingual prospecting and outreach)
Content & Copywriters (fluent English, Kazakh, and Russian, culturally adaptable)
Language and culture alignment
Most Kazakh professionals are bilingual in Kazakh and Russian, with English proficiency rapidly growing, especially among younger, tech-savvy talent based in Astana and Almaty.
Expect easy integration into international teams, Kazakh talent typically adapts fast to remote collaboration tools, async workflows, and global company cultures.
Salary expectations (realistic snapshot)
Kazakhstan salaries generally range 30–50% lower than Western Europe:
Junior to mid-level software developer: €1,200–€2,000/month
Senior software developer: €2,000–€3,500/month
Marketing/Operations specialist: €1,000–€1,800/month
Senior financial analyst/accountant: €1,500–€2,500/month
Combine these competitive salaries with Team Up’s straightforward EOR fee (€199/month per hire), and the math is simple: high-quality talent without overspending.
Why hire in Kazakhstan now?
Kazakhstan talent isn’t “cheap labor”—it’s smart labor. Quality, motivated, educated people who deliver from day one and stay loyal to companies offering proper contracts, benefits, and stability.
Want engineers who write code you won’t need to rewrite?
Looking for marketers who can genuinely boost your leads?
Need operations talent who can actually execute your playbook remotely?
Kazakhstan delivers, if you approach it the right way.
How Team Up makes it simple
We handle local employment compliance, payroll, taxes, and onboarding.
You get access to Kazakh talent quickly, legally, and without hassle.
EOR vs contractor in Kazakhstan
Every fast-moving company hits the same crossroads:
Hire a “contractor” and wire money each month.
Hire legally through an Employer of Record (EOR) and sleep at night.
On the surface, option # 1 looks cheaper and quicker. In Kazakhstan, it’s the exact opposite once you factor in risk, retention, and compliance.
Below is the unvarnished comparison, grounded in local law, real payroll math, and the hard-won lessons of companies that tried the shortcut and paid for it later.
Topic | Independent Contractor | Employer of Record (Team Up) |
Legal status | Grey zone. Article 30 of the Labour Code says an employee = subordination + schedule. One inspection and your “freelancer” becomes a misclassified worker. | Clean. We’re the legal employer in KZ; you still run the roadmap. |
Payroll & taxes | You wire USD to a personal card. The State Revenue Committee calls that “hidden employment” → back taxes (≈ 22 % of gross) + penalties. | 10 % PIT, 11 % social tax, 5 % social insurance, 3 % medical, calculated, filed, and receipted every month. |
IP ownership | Unless the contract is bilingual, notarised, and filed locally, the code walks with the coder. | Dual-language contracts that transfer IP under Civil Code §1252. Investors sleep. |
Benefits & retention | Zero PTO, zero health cover. Your “resource” jumps ship when Halyk Bank posts a vacancy. | 24 days PTO, 75–85 % paid sick leave, full maternity, local private health top-ups, engineers' stay. |
Exit & severance | You click “remove from Slack.” They file a claim for 1 month’s pay + moral damages. | Statutory notice, 1 month severance (Labour Code §52). We paper it, you move on. |
Cost reality | ₸ 0 on day one, ₸ millions after the audit. | € 199 per employee per month. Fixed, forecastable. |
Why the Contractor route breaks down
Misclassification penalties
Kazakh inspectors treat full-time, contractor-labeled roles as employment. Back taxes, retroactive social payments, and fines can wipe out any “savings” in a single audit.
No IP protection
If your contractor builds core code, designs, or data pipelines, and you lack a Kazakh-jurisdiction IP clause, you don’t fully own it. Investors will flag that fast.
Zero benefits, low loyalty
The best engineers in Almaty and Astana know that a freelance contract offers no paid leave, no medical cover, and no stability. The minute a proper offer appears, they’re gone.
What an EOR Solves Instantly
Legal employment without an entity – We hire through our Kazakh company; you manage day-to-day work.
Payroll & tax – 10 % income tax withheld, ~22 % employer contributions filed, no spreadsheets on your side.
Benefits that retain talent – 24 days PTO, health insurance, sick leave, parental protections.
IP and confidentiality – Local contracts in Kazakh/Russian + English; your product stays yours.
Clean exits – Notice, severance, paperwork handled; no surprise lawsuits.
The Cost Reality
Contractor rate looks lower until:
You add a 30 % risk buffer for audits + penalties
You factor turnover and lost velocity
You hire lawyers to rewrite every agreement
Team Up’s flat fee of €199 per employee/month absorbs all compliance, filings, and HR admin. Total cost stays predictable, board-friendly, and audit-proof.
When an EOR Is Non-negotiable
Building core IP, you plan to fundraise or exit on
Scaling past one or two hires
Offering bonuses, equity, or long-term incentives
Needing medical insurance or pension enrollment to compete for talent
Wanting a clean due diligence file at Series A/B
If any bullet fits, contractor risk outweighs contractor convenience—every single time.
Ready to hire in Kazakhstan without the gray areas?
Termination, notice & severance rules
Terminating employees in Kazakhstan isn’t as simple as sending a quick Slack message and revoking email access. Employment law here is protective, thorough, and strictly enforced. If your global team gets this wrong, you’ll face more than just frustration; you’ll have the Ministry of Labour knocking at your virtual door.
Here’s the deep dive, clearly explained, into Kazakhstan’s termination rules, notice periods, severance pay, and what you really need to do to stay compliant.
Legal grounds for termination in Kazakhstan
Kazakhstan labor law (Kazakh Labour Code, №414-V) requires a valid reason for termination. You cannot simply decide to let someone go “at will.”
Permitted reasons include:
Mutual agreement: Both sides formally agree in writing. This is common practice and considered safest.
Expiration of a fixed-term contract: The contract naturally expires. Extensions must be formalized, or the employee’s tenure legally ends.
Employee resignation: Employees can resign voluntarily. They must give at least one month’s notice, unless a shorter period is agreed upon.
Redundancy or company restructuring: Requires official internal documentation, including board resolutions and notices filed with the Ministry of Labour and Social Protection.
Performance-related dismissal: Poor performance must be well-documented over time, supported by evaluations, warnings, and official improvement plans.
Gross misconduct: Theft, fraud, severe negligence, safety violations, or damage to company reputation. Requires documented evidence and due process.
Medical or health incapacity: Must be certified by a medical commission officially recognized by the Kazakh healthcare authorities.
Notice periods: what’s legally required?
Kazakhstan's labor code requires employers to provide advance written notice before termination:
Standard notice: Minimum of 30 calendar days.
Redundancy (mass layoffs or company reorganization): Minimum 30-day written notice. Additionally, the employer must notify local labor authorities and the employee representative body (if applicable) in advance.
Probationary period: Employees on probation (max. 3 months) require at least 7 days' notice.
Termination for cause (gross misconduct): Immediate termination is possible but still requires official documentation, due process, and clear notification.
Severance pay: what employers must pay
Severance isn’t just goodwill in Kazakhstan; it’s mandatory under many circumstances:
General redundancy and restructuring: One month’s average salary must be paid as mandatory severance. If the employee remains unemployed after termination, they’re entitled to compensation for up to two additional months, provided they register with local employment authorities.
Termination due to health or medical reasons: A Minimum of one month’s average salary is mandatory.
Mutual termination agreements: Typically, employers negotiate severance terms; legally, one month’s salary is considered standard practice and advisable.
How to handle terminations safely and compliantly:
Follow these steps closely, Kazakhstan labor inspectors take terminations seriously:
Identify clear legal grounds: Choose one of the legitimate grounds above. Never improvise; ensure internal documentation matches your stated reason.
Prepare written documentation: Written notices must clearly state termination grounds, date of effect, and details of final salary and severance payments. All documentation must be available in Kazakh and/or Russian.
File notifications: If required (especially for mass layoffs or restructuring), notify the Ministry of Labour or local labor authorities at least 30 days in advance.
Schedule a termination meeting: Conduct an official meeting (virtual or in-person), present documentation, and allow the employee to acknowledge receipt formally. This acknowledgment must be documented.
Process final payments: Final salary, accrued PTO, severance pay, and other outstanding entitlements must be paid no later than three working days after termination.
Document and archive thoroughly: Keep all termination-related documentation safely stored for at least five years. Labour inspectors may request access if the employee files a complaint.
What happens if you ignore these rules?
Kazakh labor courts strongly favor employees. Mistakes or oversights in termination can result in:
Immediate reinstatement of the employee, with full back pay.
Additional compensation for emotional or reputational harm.
Administrative fines from labor authorities.
Audits and increased scrutiny of your business by Kazakh officials.
Team Up’s role in managing terminations
Navigating Kazakh termination rules can seem daunting from abroad. At Team Up, we simplify this process:
We draft bilingual, compliant termination notices.
We handle filings with the Ministry of Labour and Social Protection.
We manage payroll calculations (final pay, severance, accrued leave).
We support negotiations for mutual termination agreements.
You keep your team operations focused; we keep your legal exposure at zero.
Step-by-step: How to hire through an EOR
Hiring globally doesn’t have to mean headaches, paperwork, or endless legal calls.
Especially not in Kazakhstan.
With Team Up’s Employer of Record (EOR) model, building your local team is fast, compliant, and pain-free.
Here’s exactly how it works, step-by-step:
Step 1: Define your role clearly
You know who you want.
Now clarify:
Job title and description
Salary expectations
Working hours and location (remote/hybrid)
Skills and qualifications
Clearly defining your role upfront saves endless back-and-forth later.
Step 2: Find and select your talent
Whether you’ve sourced talent already or need help finding the right candidates, you stay in control.
You interview. You choose. Your standards, your hire.
Need sourcing support? We’ll introduce you to a vetted talent pool already familiar with international teams and ready to deliver.
Step 3: Team Up prepares local employment contracts
This is where things get simple for you. We handle all local legal paperwork, including:
Dual-language contracts (Kazakh/Russian + English)
Full compliance with the Kazakh labor code
IP and confidentiality clauses included
Employment registration with the Kazakh authorities
You just approve and sign digitally. Done.
Step 4: Onboard your employee quickly
No waiting months for entity registration or tax setups.
We onboard your employee through our local Kazakh entity within days:
Employee registered for payroll and social contributions
Benefits and health insurance are activated
Optional equipment and workspace are provided immediately
Your new hire joins your team seamlessly, legally, and without hassle.
Step 5: Payroll, taxes, and HR compliance are handled monthly
Every month, Team Up manages:
Payroll calculations and timely payments
Tax withholding and social contributions (10% PIT, ~22% employer costs)
Payslips and documentation in the local language
Statutory compliance reporting to Kazakh authorities
You receive one transparent invoice. We handle everything else.
Step 6: Offer competitive local benefits and retain talent
Local benefits matter for retention. Team Up ensures your employees get:
24 days of PTO annually
Robust sick leave coverage (180 days, 75–85% salary)
Fully paid maternity (126–160 days) and paternity leave (7 days)
Optional health insurance starting at €49/month
Workspace, equipment, and training opportunities
Your hire stays satisfied, productive, and loyal.
Step 7: Scale easily (or offboard smoothly)
Scaling up?
Just repeat the process; no extra setup required.
Need to offboard someone?
We manage compliant terminations, notice periods, severance payments, and paperwork seamlessly.
The result: zero headaches, full compliance
You don’t need lawyers, local accountants, or entity setup.
Just one reliable partner managing everything behind the scenes.
Ready to hire your next star in Kazakhstan?
Book a demo with Team Up, and let’s build your global team the smart way.
Choosing the right EOR provider in Kazakhstan
Not all Employer of Record (EOR) providers are equal, especially in Kazakhstan.
You can’t afford to pick randomly and hope for the best. A bad choice means legal headaches, surprise fees, compliance failures, and serious payroll stress.
Here’s exactly how to choose an EOR provider in Kazakhstan that won’t let you down, especially in a market like Kazakhstan, where experience and local know-how aren’t optional.
Local entity, check twice
Many EOR providers claim global coverage, but here’s the truth:
If your provider doesn’t have their own registered entity in Kazakhstan, it’s outsourcing your compliance to a third party.
That means delays, unclear communication, and hidden costs.
What to ask:
“Do you have your own registered Kazakh entity?”
“Can you share your local registration number and office address?”
Team Up operates our own fully compliant Kazakh entity, right here in-country. No third parties, no risk.
Compliance isn’t negotiable. Ask the hard questions
Payroll, taxes, and labor law compliance in Kazakhstan are complex and strictly enforced.
Your provider needs to deeply understand:
Kazakh labor laws
Income tax withholding (10%)
Employer contributions (≈22%)
PTO accrual, maternity, and parental leave
Legal termination procedures, including severance pay
What to ask:
“Can you explain Kazakhstan’s termination process clearly?”
“How do you handle overtime payments according to Kazakh law?”
“How will you ensure our payroll meets all local compliance requirements?”
Team Up ensures full compliance with local labor codes, taxes, and regulatory filings, with no exceptions.
Transparent pricing, zero hidden fees
Your provider should clearly outline their fees. If they can’t, it’s a red flag.
Monthly flat fee: Clear and predictable (Team Up: €199/month per employee)
Transparent payroll costs: Fully itemized contributions and taxes
What to ask:
“What exactly is included in your monthly fee?”
“Will we ever pay extra for filings, onboarding, or legal advice?”
With Team Up, pricing is simple, with no hidden fees, ever.
Strong IP and Contract Protection
Your intellectual property and confidentiality must be fully protected in dual-language contracts (Kazakh/Russian + English), valid and enforceable under Kazakh law.
What to ask:
“How do you handle IP ownership in your contracts?”
“Are your contracts reviewed by local legal experts?”
Team Up uses bilingual, Kazakh-compliant contracts protecting your business from day one.
Real local support, not bots
If something goes wrong, you need real people, not automated emails or generic support lines.
What to ask:
“Who exactly will we contact if we have questions or problems?”
“What’s your response time when there’s an urgent payroll issue?”
At Team Up, you always have direct access to human support with real expertise in Kazakh payroll, HR, and compliance.
Why Team Up?
Local entity: Fully registered in Kazakhstan.
Compliance: Meticulous adherence to Kazakh labor law, payroll, and taxes.
Simple pricing: Clear monthly fee—€199/month per employee, fully inclusive.
Real support: Local experts are available directly when you need them.
Choosing your EOR provider in Kazakhstan shouldn’t feel like gambling.
Choose certainty. Choose transparency. Choose Team Up.
Final Thoughts: Should You Use an EOR in Kazakhstan?
If you're reading this, you're probably weighing two options:
Hire directly in Kazakhstan, face the paperwork, tax complexity, and compliance risks head-on.
Or use an Employer of Record (EOR), a faster, cleaner, legally bulletproof path.
Here’s the bottom line: Kazakhstan is ready. The market is strong. The talent is hungry. But hiring legally and confidently isn’t optional; it’s critical.
Choosing Team Up as your EOR partner means:
No local entity headaches. Hire tomorrow, not in three months.
Zero payroll complexity. We handle all taxes, compliance, and local reporting.
Total IP security. Bilingual contracts and Kazakh legal protection from day one.
Benefits talent expects. PTO, health insurance, parental leave without extra admin.
Predictable pricing. €199/month flat. No surprises.
Kazakhstan isn’t a maybe; it’s a market that serious teams move into now, while others wait and watch.
Want to avoid costly misclassification penalties, messy terminations, and complicated payroll setups?
Choose an EOR.
Ready to scale quickly, legally, and confidently?
Choose Team Up.
Kazakhstan is open for business. And with Team Up, hiring here isn’t just simple, it’s smart.
[Book your demo] today, and let’s get your team in Kazakhstan up and running.
Frequently asked questions:
Why should I use an EOR to hire in Kazakhstan?
Using EOR services in Kazakhstan helps you:
Hire legally without opening a company
Avoid misclassifying full-time staff as contractors
Get started fast with local contracts and payroll
Offer real employee benefits to attract top talent
Stay compliant from day one—starting from €199/month per hire
Can I hire employees in Kazakhstan without a local entity?
Yes. With the right Kazakhstan employer services, you can legally hire employees in Kazakhstan without an entity. Your EOR becomes the legal employer while you run day-to-day operations.
What does payroll processing under EOR services in Kazakhstan include?
Gross-to-net salary calculations
Employer contributions (social insurance, pension)
Monthly payslips and filings with authorities
Tax withholding and payments in KZT (Kazakhstani Tenge)
What are the standard working hours and overtime rules in Kazakhstan?
The legal max is 40 hours/week. Anything beyond this is considered overtime and must be compensated unless stated otherwise in a collective agreement.
Who provides equipment for employees hired via EOR in Kazakhstan?
Your EOR in Kazakhstan can:
Lease laptops, monitors, and accessories (€69+/month)
Manage local purchasing and delivery
Offer IT onboarding and ongoing support
What roles can I hire via an employer of record in Kazakhstan?
The talent pool for EOR services in Kazakhstan includes:
Backend/Frontend/Full-stack Developers
QA Engineers and DevOps
UI/UX Designers
Sales, Ops, and Support teams
Multilingual professionals aligned with EU/US work styles