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> GOVERNANCE - home > Employment protection legislation database - EPLex > Kazakhstan

Kazakhstan - Types of employment contracts


+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • 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.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 30 of the Labour Code (as of 2017)
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 29 of the Labour Code
  • Maximum number of successive FTCs: 2 no limitation
    Remarks:
    • Update as of 2017: Article 30 1(2) LC states that the number of defined 1-year contracts can no exceed two years. That means technically that the maximum number of successive FTCs is two.

      However, Article 30 LC further elaborates on exceptions to Article 30 1.(2) :
      Article 30 1. (3) Contracts for the execution of a particular work;
      Article 30 1. (4) Replacement for the temporarily absent employee;
      Article 30 1. (5) For seasonal work;
      Article 30 1. (6) Migrant workers;
      Article 30 2. Small business owners can hire workers on definite contracts with no time limitations;
      Article 30 5. Contracts of workers in retirement age can can be extended for one year indefinitely.
  • Maximum cumulative duration of successive FTCs: 2 year(s) no limitation
    Remarks:
    • See comments above under maximum number of successive FTCs.
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • 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.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 30 of the Labour Code (as of 2017)
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 29 of the Labour Code
  • Maximum number of successive FTCs: 2 no limitation
    Remarks:
    • Update as of 2017: Article 30 1(2) LC states that the number of defined 1-year contracts can no exceed two years. That means technically that the maximum number of successive FTCs is two.

      However, Article 30 LC further elaborates on exceptions to Article 30 1.(2) :
      Article 30 1. (3) Contracts for the execution of a particular work;
      Article 30 1. (4) Replacement for the temporarily absent employee;
      Article 30 1. (5) For seasonal work;
      Article 30 1. (6) Migrant workers;
      Article 30 2. Small business owners can hire workers on definite contracts with no time limitations;
      Article 30 5. Contracts of workers in retirement age can can be extended for one year indefinitely.
  • Maximum cumulative duration of successive FTCs: 2 year(s) no limitation
    Remarks:
    • See comments above under maximum number of successive FTCs.
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • 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.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 30 of the Labour Code (as of 2017)
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 29 of the Labour Code
  • Maximum number of successive FTCs: 2 no limitation
    Remarks:
    • Update as of 2017: Article 30 1(2) LC states that the number of defined 1-year contracts can no exceed two years. That means technically that the maximum number of successive FTCs is two.

      However, Article 30 LC further elaborates on exceptions to Article 30 1.(2) :
      Article 30 1. (3) Contracts for the execution of a particular work;
      Article 30 1. (4) Replacement for the temporarily absent employee;
      Article 30 1. (5) For seasonal work;
      Article 30 1. (6) Migrant workers;
      Article 30 2. Small business owners can hire workers on definite contracts with no time limitations;
      Article 30 5. Contracts of workers in retirement age can can be extended for one year indefinitely.
  • Maximum cumulative duration of successive FTCs: 2 year(s) no limitation
    Remarks:
    • See comments above under maximum number of successive FTCs.
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • 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.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 29 of the Labour Code
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 29 of the Labour Code
  • Maximum number of successive FTCs: 1 no limitation
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • 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.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Article 29 of the Labour Code
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Article 36 of the Labour Code

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 29 of the Labour Code
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 29 of the Labour Code
  • Maximum number of successive FTCs: 1
    Remarks:
    • Article 29 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.

      In addition to these reasons, a fixed-term contract may be concluded for a duration of at least one year. Such a contract of employment, in case of renewal, is deemed to be concluded for an indefinite duration.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Article 29 of the Labour Code
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Article 36 of the Labour Code

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 29 of the Labour Code
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 29 of the Labour Code
  • Maximum number of successive FTCs: 1
    Remarks:
    • Article 29 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.

      In addition to these reasons, a fixed-term contract may be concluded for a duration of at least one year. Such a contract of employment, in case of renewal, is deemed to be concluded for an indefinite duration.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Article 29 of the Labour Code
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Article 36 of the Labour Code

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 30 of the Labour Code
  • Valid reasons for FTC use: objective and material reasons
    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.
  • Maximum number of successive FTCs: no limitation
    NOTE: This information has changed since the previous period covered.
    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.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Article 30 of the Labour Code
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Article 36 of the Labour Code

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 29 of the Labour Code
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 29 of the Labour Code
  • Maximum number of successive FTCs: 1
    Remarks:
    • Article 29 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.

      In addition to these reasons, a fixed-term contract may be concluded for a duration of at least one year. Such a contract of employment, in case of renewal, is deemed to be concluded for an indefinite duration.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Article 29 of the Labour Code
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Article 36 of the Labour Code

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 29 of the Labour Code
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 29 of the Labour Code
  • Maximum number of successive FTCs: 1
    Remarks:
    • Article 29 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.

      In addition to these reasons, a fixed-term contract may be concluded for a duration of at least one year. Such a contract of employment, in case of renewal, is deemed to be concluded for an indefinite duration.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Article 29 of the Labour Code
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Article 36 of the Labour Code

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Article 29 of the Labour Code
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Article 29 of the Labour Code
  • Maximum number of successive FTCs: 1
    Remarks:
    • Article 29 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.

      In addition to these reasons, a fixed-term contract may be concluded for a duration of at least one year. Such a contract of employment, in case of renewal, is deemed to be concluded for an indefinite duration.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Article 29 of the Labour Code