Country Detail: Kazajstán

Legal coverage

Referencias

Ámbito de aplicación

Tamaño de las empresas excluidas (≤): ninguna

Remarks

Article 9 of the Labour Code

Categorías de trabajadores excluidas: ninguna

Remarks

Article 9 of the Labour Code

Fixed-term contracts (FTCs)

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

Article 30 of the Labour Code

Probationary (trial) period

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

Remarks

Article 36 of the Labour Code

Valid and prohibited grounds for dismissal

Obligación de motivar el despido: Si

Motivos autorizados (despido justificado):

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

Workers enjoying special protection against dismissal

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

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

Procedures for individual dismissal

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.

Indemnización sustitutiva de preaviso: No

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

Art. 147 of the Labour Code

Aprobación de la administración publica o de organismos judiciales: No

Acuerdo de los representantes de los trabajadores: No

Procedures for collective dismissal

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

Notificación a la administración 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 los sindicatos (representantes de los trabajadores) Yes

Remarks

Art. 147 of the Labour Code

Notificación a los representantes de los trabajadores: Yes

Acuerdo de los sindicatos (representantes de los trabajadores) 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

Redundancy and severance pay

:

Article 157 of the Labour Code

: 1 mes(es)

:

Article 157 of the Labour Code

: 1 mes(es)

Redress

mineros: No

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.

: Si

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.

Si

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.

directores/ gerentes: Si

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.

policía: No

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

Art. 170.2 of the Labour Code