CDD regulados: Si

Remarks

Article 30 of the Labour Code

Razones de utilización legítima de CDD: razones materiales y objetivas

Remarks

Article 30 of the Labour Code states that a fixed term contract may be concluded for a purpose of completing some specific work, to replace a temporarily absent worker or for seasonal works.

Número máximo de CDD consecutivos: sin restricción

Remarks

Article 30 of the Labour Code provides that a labour contract may be concluded for a fixed-term to complete some specific work, to replace a temporarily absent worker or for seasonal works.

Upon the expiry of the fixed term employment contract, the parties are entitled to extend it for an indefinite or definite period of not less than one year.

Duración máxima acumulativa de CDD consecutivos: sin limitación

Remarks

Article 30 of the Labour Code

Duración maxima del periodo de prueba (en meses): 3 meses

Remarks

Article 36 of the Labour Code

Obligación de motivar el despido: Si

Remarks

Art. 56 of the Labour Code

Motivos autorizados (despido justificado): conducta del trabajador, capacidad del trabajador, razones económicas

Remarks

Remarks: Art. 54 of the Labour Code states that:
An employment contract with an employee on the initiative of the employer may be terminated in the following cases:
1) liquidation of a legal entity employer or termination of the activities of an individual employer;
2) reduction in staff numbers or positions;
3) unfitness of the employee for the position held or work performed as a consequence of inadequate qualifications;
4) unfitness of the employee for the position held or work performed as a consequence of health reasons hampering continued performance of the given work;
5) a negative result of work performed during a probationary period;
6) absence of the employee from work without good reason for a period of three or more hours in a row during a single working day (work shift);
7) presence at work under the influence of alcohol, narcotics or toxic substances (or their analogues), including in cases of consumption during the working day of intoxicating substances (or their analogues);
8) violation of the rules for labour safety or fire safety or traffic safety entailing or capable of entailing serious consequences, including injuries and accidents;
9) theft (including minor theft) in the work place of other people’s property, its deliberate destruction or damage, as established by a sentence or court ruling that has come into legal effect;
10) culpable actions or inaction on the part of an employee dealing with money or goods if these actions or inaction provide grounds for the employer to loose the trust;
11) an immoral act carried out by an employee fulfilling educational functions that is incompatible with continued performance of the given work;
12) divulgence by the employee of information constituting state secrets or other secrets protected by law that he acquired in connection with performance of his job duties;
13) repeat failure by the employee to fulfil or duly fulfil his job duties, without good reason, provided a disciplinary sanction has been imposed thereon;
14) termination of the employee’s access to state secrets in cases established by the laws of the Republic of Kazakhstan;
15) submitting of the false documents or information on conclusion of the employment contract, if the genuine documents or information might constitute grounds for refusal to conclude the employment contract;
16) violation by the head of the employer’s executive body, his deputy or heads of subdivisions resulting in material damage to the employer;
17) absence of the employee from work for over two months in a row as a consequence of temporary disability, with the exception of cases when the employee is on maternity leave or if the relevant disease is included on the list of illnesses for which a longer term of disability is established, approved by the Government of the Republic of Kazakhstan.
For an employee disabled in connection with an industrial accident or occupational disease, their job (position) is retained until their working capacity is restored or disability established;
18) a corruption-related crime committed by the employee and excluding, in accordance with a judicial act, the possibility of their continued work.
2. For individual categories of employees, this Code envisaged additional grounds for cancellation of employment contracts on the initiative of the employer.

Motivos prohibidos: embarazo, licencia de maternidad, responsabilidades familiares, enfermedad o accidente profesional temporal, raza, sexo, religión, opinion política, origen social, nacionalidad, edad, afiliación sindical y actividades sindicales, discapacidad, lengua, propriedad, identidad de género, lugar de residencia

Remarks

Art. 54 of the Labour Code on the grounds for termination of employment
Art. 55 of the Labour Code prohibits the termination in the cases of temporary incapacity for work
Art. 7 of the Labour Code on prohibition of discrimination
Art. 185 of the Labour Code on workers with family responsibilities

Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad, trabajadores con responsabilidades familiares, trabajadores con discapacidad

Remarks

Art. 56.2 of the Labour Code on the special procedure in the case of termination of employment to the workers’ representatives – their dismissal is only possible following the opinion of elected trade union body.
Art. 54 of the Labour Code on the grounds for termination of employment
Art. 55 of the Labour Code prohibits the termination in the cases of temporary incapacity for work
Art. 7 of the Labour Code on prohibition of discrimination
Art. 185 of the Labour Code on workers with family responsibilities

Forma de la notificación del despido al trabajador: escrita

Remarks

Art. 56 of the Labour Code

Plazo de preaviso:

Remarks

Art. 56 of the Labour Code states that the notice period shall be one month unless otherwise provided for in the collective agreement.

duración de servicio ≥ 6 meses:

  • Todos: 1 meses.
  • Todos: 1 meses.

duración de servicio ≥ 9 meses:

  • Todos: 1 meses.
  • Todos: 1 meses.

duración de servicio ≥ 1 año:

  • Todos: 1 meses.
  • Todos: 1 meses.

duración de servicio ≥ 2 años:

  • Todos: 1 meses.
  • Todos: 1 meses.

duración de servicio ≥ 4 años:

  • Todos: 1 meses.
  • Todos: 1 meses.

duración de servicio ≥ 5 años:

  • Todos: 1 meses.
  • Todos: 1 meses.

duración de servicio ≥ 10 años:

  • Todos: 1 meses.
  • Todos: 1 meses.

duración de servicio ≥ 20 años:

  • Todos: 1 meses.
  • Todos: 1 meses.

Indemnización sustitutiva de preaviso: No

Remarks

Art. 56 of the Labour Code states that with the written consent of the worker the termination can be made effective before the expiration of the notice period.

Notificación a la administración: No

Notificación a los representantes de los trabajadores: Si

Remarks

Art. 147 of the Labour Code

Aprobación de la administración publica o de organismos judiciales: No

Acuerdo de los representantes de los trabajadores: No

Definición de despido colectivo (número de empleados afectados): There is no definition of the collective dismissal in the Labour Code

Consultación previa con los sindicatos (representantes de los trabajadores): No

Remarks

Article 56(2) of the Labour Code: in case of dismissal of any worker, member of the entreprise trade union, the employer has to take into account a reasoned opinion of the trade union.

Notificación a la administración: Si

Remarks

Art. 147 of the Labour Code

Notificación a los representantes de los trabajadores: Si

Aprobación de la administración publica o de organismos judiciales: No

Acuerdo de los representantes de los trabajadores: No

Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No

Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No

Reglas de prioridad para la re-contratación: No

Indemnización por despido:

Remarks

Article 157 of the Labour Code

duración de servicio ≥ 6 meses: 1 meses

duración de servicio ≥ 9 meses: 1 meses

duración de servicio ≥ 1 año: 1 meses

duración de servicio ≥ 4 años: 1 meses

duración de servicio ≥ 5 años: 1 meses

duración de servicio ≥ 10 años: 1 meses

duración de servicio ≥ 20 años: 1 meses

Indemnización por despido por razones económicas:

Remarks

Article 157 of the Labour Code

duración de servicio ≥ 6 meses: 1 meses

duración de servicio ≥ 9 meses: 1 meses

duración de servicio ≥ 1 año: 1 meses

duración de servicio ≥ 2 años: 1 meses

duración de servicio ≥ 4 años: 1 meses

duración de servicio ≥ 5 años: 1 meses

duración de servicio ≥ 10 años: 1 meses

duración de servicio ≥ 20 años: 1 meses

Compensación por despido injustificado - libre determinación de la Corte: No

Remarks

Art. 177 of the Labour Code states that compensation is an alternative measure to dismissal only when an employee demands so. The compensation amounts to the payback of wages between the date of dismissal and the date of reinstatement, but not more than six monthly wages. In case of reinstatement, the employee is still entitled to this payback.

Compensation for unfair dismissal - Are there legal limits?: Si

Remarks

Art. 177 of the Labour Code states that the employee shall be paid all wages between the date of dismissal and the date of reinstatement, but not more than six monthly wages.

Posibilidad de readmisión: Si

Remarks

Art. 177 of the Labour Code

Reinstatement is a primary measure for unlawful dismissals. It can be replaced by a compensation, up to 6 months of monthly earnings, on the demand of the employee.

Conciliación previa obligatoria: No

Remarks

Art. 170 of the Labour Code states that the individual labour disputes are considered by the conciliation commissions and/or courts.

Corte o Tribunal competente: jurisdicción ordinaria

Remarks

Art. 170.2 of the Labour Code