Labour Code of 2007, as last amended on 5 June, 2015 with Law No 321-V
Date:5 Jun 2015;
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Taille des entreprises exclues (≤): aucune
Article 9 of the Labour Code
Catégories de travailleurs exclues: aucune
Article 9 of the Labour Code
CDD reglementés: Oui
Article 29 of the Labour Code
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Article 29 of the Labour Code
Nombre maximum de CDD successifs: 1
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.
Nombre maximum de CDD successifs: aucune limitation
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.
Durée cumulée maximum de CDD successifs: aucune limitation
Article 29 of the Labour Code
Durée maximale de la période d'essai (en mois): 3 mois
Article 36 of the Labour Code
For workers in executive positions and their deputies, accountants and their deputies, heads of branches and representative of the organizations – the probation may extent to six month period.
Obligation d'informer le travailleur des raisons du licenciement:
Oui
Art. 56 of the Labour Code
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.
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
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
Forme de la notification du licenciement au travailleur: écrite
Art. 56 of the Labour Code
Délai de préavis:
Art. 56 of the Labour Code states that the notice period shall be one month unless otherwise provided for in the collective agreement.
ancienneté ≥ 6 mois:
ancienneté ≥ 9 mois:
ancienneté ≥ 1 an:
ancienneté ≥ 2 ans:
ancienneté ≥ 4 ans:
ancienneté ≥ 5 ans:
ancienneté ≥ 10 ans:
ancienneté ≥ 20 ans:
Indemnité compensatrice de préavis: Non
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.
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Oui
Art. 147 of the Labour Code
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Update as of 2016: Article 18 (2) of the Trade Union Law provides that the trade union can submit an opinion regarding the termination of the contract of its members.
Définition du licenciement collectif (nombre d'employés concernés): There is no definition of the collective dismissal in the Labour Code
Consultation préalable des syndicats (représentants des travailleurs): Non
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.
Notification à l'administration publique: Oui
Art. 147 of the Labour Code
Notification aux représentants des travailleurs: Oui
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non
Règles de priorité de réembauche: Non
Indemnité de licenciement:
Article 157 of the Labour Code
ancienneté ≥ 6 mois: 1 mois
ancienneté ≥ 9 mois: 1 mois
ancienneté ≥ 1 an: 1 mois
ancienneté ≥ 4 ans: 1 mois
ancienneté ≥ 5 ans: 1 mois
ancienneté ≥ 10 ans: 1 mois
ancienneté ≥ 20 ans: 1 mois
Indemnité de licenciement pour motif économique:
Article 157 of the Labour Code
ancienneté ≥ 6 mois: 1 mois
ancienneté ≥ 9 mois: 1 mois
ancienneté ≥ 1 an: 1 mois
ancienneté ≥ 2 ans: 1 mois
ancienneté ≥ 4 ans: 1 mois
ancienneté ≥ 5 ans: 1 mois
ancienneté ≥ 10 ans: 1 mois
ancienneté ≥ 20 ans: 1 mois
Compensation pour licenciement injustifié - montant librement déterminé par la cour: Non
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?: Oui
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.
Possibilité de réintégration dans l'emploi: Oui
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.
Conciliation préalable obligatoire: Non
Art. 170 of the Labour Code states that the individual labour disputes are considered by the conciliation commissions and/or courts.
Courts ou tribunaux compétents: juridiction ordinaire
Art. 170.2 of the Labour Code