本文作者/The Author：
拉里萨·奥尔洛娃
Larissa Orlova
本文译者/The Translator：
郑采薇 Zheng Caiwei
一、前言 Foreword
哈萨克斯坦作为中国永久全面战略伙伴关系，拥有丰富的自然资源和庞大的市场潜力，吸引了众多中国企业的投资与合作。然而，要在哈萨克斯坦顺利开展业务，深入了解当地的劳动法律法规至关重要。本指南旨在为中国企业提供哈萨克斯坦劳动法的基本框架和关键要点，帮助企业规避法律风险，促进合规经营。
As a permanent comprehensive strategic partner of China, Kazakhstan boasts abundant natural resources and vast market potential, attracting significant investment and collaboration from Chinese enterprises. However, to successfully conduct business in Kazakhstan, a thorough understanding of local labor laws and regulations is essential. This guide aims to provide Chinese companies with an overview of the basic framework and key points of Kazakhstan's labor laws, helping businesses avoid legal risks and promote compliant operations.
在《哈萨克斯坦劳动法概览》中，拥有多年实务经验的Larissa Orlova，Verum 律师作为主要作者，系统地讲解了哈萨克斯坦劳动法法律框架和特点，涵盖从劳动关系建立、工作条件、薪酬福利到社会保险等多方面的内容，为用人单位提供了清晰的操作指引。本指南作为《哈萨克斯坦劳动法概览》的译介版本，结合了中国企业在哈萨克斯坦的实际需求，对原书内容进行了精选与梳理，力求简洁明了地呈现哈萨克斯坦劳动法的精髓。我们期待通过本指南的推广，增进中哈两国在劳动法领域的交流与合作，共同推动两国经济的繁荣发展。
In the Kazakhstan Labor Law Overview, Larissa Orlova, a lawyer at Verum with years of practical experience, serves as the main author, systematically explaining the legal framework and characteristics of Kazakhstan's labor law. The guide covers various aspects, including the establishment of labor relations, working conditions, compensation and benefits, and social insurance, providing employers with clear operational guidelines. This guide, as a translated version of Kazakhstan Labor Law Overview, combines the actual needs of Chinese companies in Kazakhstan with a selection and organization of the original book's content, striving to present the essence of Kazakhstan's labor law in a concise and clear manner. We look forward to promoting this guide to enhance exchanges and cooperation between China and Kazakhstan in the field of labor law and jointly promote the prosperous development of the economies of both countries.
（下文为《哈萨克斯坦劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之哈萨克斯坦篇）
(The following content is excerpted from the Kazakhstan Labor Law Overview - Part A. For the full version, refer to the Kazakhstan Chapter in the Invitation to Contribute to The Labor Law Environment Report of the " Belt and Road" Countries.)
二、重要法律 Important Laws
《哈萨克斯坦共和国宪法》：宪法是哈萨克斯坦劳动法体系建立的基石，宪法第24条确立了劳动法基本保障：工作自由、职业选择自由和安全工作条件。此外，它还规定了劳动者享有解决劳资纠纷、获得公平报酬、休息时间以及失业保障的权利。宪法还明确了对劳动者的保护及具体福利，如通过合法途径解决个人和集体劳资纠纷的权利（包括罢工权）、不受歧视地获得公平报酬的权利、休息时间的权利以及失业社会保障、法定工作时间、休息日、节假日、带薪年假和最低工资。
The Constitution of the Republic of Kazakhstan : The Constitution serves as the foundation for the establishment of Kazakhstan's labor law system. Article 24 of the Constitution establishes the fundamental guarantees of labor law: freedom of work, freedom of occupational choice, and safe working conditions. Additionally, it stipulates that workers have the right to resolve labor disputes, receive fair compensation, enjoy rest periods, and access unemployment benefits. The Constitution also explicitly outlines protections and specific benefits for workers, including the right to resolve individual and collective labor disputes through legal channels (including the right to strike), the right to fair compensation without discrimination, the right to rest periods, unemployment social security, statutory working hours, rest days, public holidays, paid annual leave, and the minimum wage.
《哈萨克斯坦共和国劳动法典》：所有劳动关系都应以书面形式的合同来正式确立，确保双方权益的明确性以及法律上的确定性。这些合同明确了权利与责任、工作环境、薪酬等，以及用人单位与劳动者之间关系的基本规则。
The Labor Code of the Republic of Kazakhstan : All labor relations must be formally established through written contracts to ensure the clarity of both parties' rights and legal certainty. These contracts specify rights and responsibilities, working conditions, compensation, and the basic rules governing the relationship between employers and employees.
《哈萨克斯坦共和国社会法典》：《社会法典》整合了哈萨克斯坦的福利和社会保障条款，旨在现代化和合理化社会保护制度。它包括社会保险、养老金、残疾支助等规定，明确了资格、福利计算和申请流程，以及受助人和机构的权利义务。该法典还提供了对失业求职者的援助机制。
The Social Code of the Republic of Kazakhstan : The Social Code consolidates Kazakhstan's welfare and social security provisions, aiming to modernize and rationalize the social protection system. It includes regulations on social insurance, pensions, disability support, etc., clarifying eligibility criteria, benefit calculations, application procedures, and the rights and obligations of beneficiaries and institutions. The Code also provides mechanisms for assisting unemployed job seekers.
其他规范特定劳动相关事项的法律：
Other laws regulating specific labor-related matters:
《职业资格法》为各行业专业技能的认证提供了一个全面的框架，允许个人证明其专业技能，即便没有就业经历也能求职。同时，该法律促进了哈萨克斯坦与其他国家资格的相互认可。
The Professional Qualifications Act provides a comprehensive framework for the certification of professional skills across industries, allowing individuals to demonstrate their professional competencies even without prior employment experience. Additionally, the law promotes mutual recognition of qualifications between Kazakhstan and other countries.
《职业工会法》保护劳动者集体权益，支持他们争取更好的工作环境。工作场所的安全和劳动者保护由专门的立法规定，要求用人单位确保安全并预防危害。
The Trade Union Law protects the collective rights of workers and supports their efforts to secure better working conditions. Workplace safety and worker protection are governed by specialized legislation, which requires employers to ensure safety and prevent hazards.
《移民法》和《人口移民法》为外国劳工在哈萨克斯坦工作提供了法律框架，包括工作许可和配额制度，平衡了引进国际专家和促进国内就业的目标。关于工作许可的具体规定和豁免外国公民名单由政府决议确定。
The Immigration Law and the Population Migration Law provide a legal framework for foreign workers in Kazakhstan, including work permits and quota systems, balancing the objectives of attracting international expertise and promoting domestic employment. Specific provisions regarding work permits and the list of exempt foreign nationals are determined by government resolution.
三、劳动条款 Terms of Employment
哈萨克斯坦的劳动条款详细规定了劳动关系的各个方面，以确保劳动者的权益得到充分保护，同时为用人单位提供了明确的法律框架：
Kazakhstan's labor terms detail all aspects of the employment relationship to ensure that workers' rights are fully protected while providing employers with a clear legal framework:
（一）劳动关系 Employment Relationship
《哈萨克斯坦劳动法》明确了劳动者的法律地位。劳动者是与用人单位建立劳动关系的个人，不区分蓝领和白领劳动者，而是根据工作安排和具体情况确认不同的劳动者类别，如全职、兼职、多职业、远程办公、季节性、轮班、临时、外国劳动者、残疾员工、青年劳动者、孕妇和有年幼子女的妇女等。同时，军人、国家公务员等特殊职业劳动者的部分权益由专门部门立法管理，但《劳动法》仍适用于此类专门法规未涵盖的方面。
The Labor Code of Kazakhstan clearly defines the legal status of workers. Workers are individuals who establish labor relations with employers, without distinguishing between blue-collar and white-collar workers. Instead, different categories of workers are identified based on work arrangements and specific circumstances, such as full-time, part-time, multi-occupational, remote work, seasonal, shift work, temporary, foreign workers, disabled employees, young workers, pregnant women, and women with young children. Meanwhile, certain rights of special occupational workers such as military personnel and civil servants are regulated by specialized legislation, but the Labor Code still applies to aspects not covered by such specialized regulations.
（二）劳动合同条款 Terms of Labor Contracts
哈萨克斯坦法律要求在工作开始前以书面形式签订劳动合同，作为保护和证据，确保双方权利和义务明确。劳动合同可以是无固定期限、固定期限、临时项目合同、代替临时缺勤的员工合同、季节性工作合同或在外国公民的工作许可期限内雇佣外国公民合同。固定期限劳动合同最多可续签两次，若两次续签后仍继续劳动关系，则合同自动转为无固定期限劳动合同。符合法律要求的数字签名认证的电子合同也具有法律效力。
Kazakhstani law requires labor contracts to be concluded in writing prior to the commencement of work, serving as protection and evidence to ensure the clarity of both parties' rights and obligations. Labor contracts may be indefinite-term, fixed-term, temporary project contracts, contracts to replace temporarily absent employees, seasonal work contracts, or contracts to employ foreign nationals within the validity period of their work permits. Fixed-term labor contracts may be renewed twice at most. If the employment relationship continues after two renewals, the contract automatically converts to an indefinite-term labor contract. Electronic contracts with digital signatures certified in accordance with legal requirements also have legal validity.
劳动合同必备条款 ：双方基本信息，工作地点、职能、职位、专业和职责，合同期限与开始工作日期，工作时间、休息日和假期安排，劳动报酬及额外报酬，工作条件、保障和福利说明，双方的权利和义务，合同修改和终止程序，双方责任及签订日期和合同编号等。
Mandatory clauses in employment contracts: basic information of both parties, work location, duties, position, profession, and responsibilities, contract term and start date of employment, working hours, rest days, and holiday arrangements, remuneration and additional compensation, description of working conditions, safeguards, and benefits, rights and obligations of both parties, procedures for amending or terminating the contract, responsibilities of both parties, and the date of signing and contract number, etc.
可选条款 ：除必备条款外，双方可协商增加试用期、绩效目标、专业培训、保密条款、竞业禁止、劳动者额外福利等其他条款，但不得削弱劳动者法定权益。
Optional clauses: In addition to the mandatory clauses, the parties may negotiate additional terms such as probationary periods, performance targets, professional training, confidentiality clauses, non-compete clauses, and additional employee benefits, provided that such terms do not undermine the statutory rights of employees.
（三）工作时间 Working hours
哈萨克斯坦的标准工时制度规定劳动者通常每周工作五天，连续休息两天，特殊情况下允许每周工作六天，休息一天。标准工作周以40小时为限，每周工作5天的劳动者每天工作时间一般不超过8小时，每周工作6天的劳动者每天工作时间一般不超过7小时。14-18岁者、残疾劳动者和有害危险条件下工作者，工作时间相应缩短。
Kazakhstan's standard working hours system stipulates that employees typically work five days a week with two consecutive days off. In special circumstances, six days of work per week with one day off is permitted. The standard workweek is limited to 40 hours. Employees working five days a week generally work no more than eight hours per day, while those working six days a week generally work no more than seven hours per day. For individuals aged 14–18, disabled employees, and those working under hazardous conditions, working hours are correspondingly reduced.
此外，还有灵活工时制度和综合工时制度。灵活工时制允许在总工时不变的情况下，工作日的开始和结束时间有所不同，由双方商定或用人单位征得职工代表同意后确定。综合工时制适用于工作量密集的工作，工时可以按月、季度甚至按年计算，用人单位有义务制定明确的时间表，标明整个参照期内的工作时间和休息日。
Additionally, there are flexible working hour systems and comprehensive working hour systems. The flexible working hour system allows for varying start and end times of the workday, provided the total working hours remain unchanged, with such arrangements determined through mutual agreement between the parties or with the consent of the employer after consulting with employee representatives. The comprehensive working hour system applies to jobs with intensive workloads, where working hours can be calculated on a monthly, quarterly, or even annual basis. Employers are obligated to establish a clear schedule specifying the working hours and rest days within the entire reference period.
加班只有在劳动者书面同意的情况下才能要求，特定类别的劳动者不得加班。法律对加班时间有严格限制，每天加班时间不得超过两小时，每月加班时间不得超过12小时，每年加班时间不得超过120小时。加班的补偿标准必须至少为员工日薪（小时薪）的1.5倍，或者经劳动者同意可以用额外的休息时间来补偿加班。
Overtime may only be required with the written consent of the employee, and certain categories of employees are prohibited from working overtime. The law imposes strict limits on overtime hours: daily overtime may not exceed two hours, monthly overtime may not exceed 12 hours, and annual overtime may not exceed 120 hours. Compensation for overtime work must be at least 1.5 times the employee's daily wage (hourly wage), or, with the employee's consent, may be compensated with additional rest time.
（四）工资 Wages
《哈萨克斯坦劳动法》规定了工资支付框架，要求所有工资必须完全以本国货币支付，不允许用外币或实物补偿代替货币工资。工资的结构可以是计时工资制、按产出计件工资制，也可以是包含固定和可变因素的综合工资制。劳动合同必须明确规定工资结构，包括基本工资和任何额外部分，如奖金、津贴或保险费。
Kazakhstan's Labor Code establishes the framework for wage payments, requiring that all wages be paid entirely in the national currency, with no substitution of foreign currency or in-kind compensation for monetary wages. Wage structures may be based on hourly wages, piece-rate wages based on output, or a comprehensive wage system combining fixed and variable components. Labor contracts must clearly specify the wage structure, including the basic wage and any additional components such as bonuses, allowances, or insurance premiums.
哈萨克斯坦实行法定最低工资制度，最低工资每年确定一次，普遍适用于所有部门和地区，但可通过行业协议为特定类别的劳动者确定不同的最低工资率。最低工资的计算不包括补贴、津贴、奖金和其他奖励，用人单位必须确保基本工资不低于法定最低标准。
Kazakhstan has a statutory minimum wage system, with the minimum wage determined annually and universally applicable to all sectors and regions. However, sectoral agreements may establish different minimum wage rates for specific categories of workers. The calculation of the minimum wage does not include subsidies, allowances, bonuses, or other incentives, and employers must ensure that the basic wage does not fall below the statutory minimum standard.
《劳动法》还建立了多层次的集体协议体系，从国家层面到企业层面，可以制定广泛的工资政策指导方针和具体的工资规定。集体谈判的结果代表具有约束力的承诺，可通过哈萨克斯坦的劳动争议解决机制强制执行。此外，法律还制定了同工同酬规定、特殊工资规则、工资扣减规则等，以保护劳动者利益和确保公平待遇。
The Labor Code also establishes a multi-tiered collective agreement system, from the national level to the enterprise level, enabling the formulation of broad wage policy guidelines and specific wage provisions. The results of collective bargaining represent binding commitments that can be enforced through Kazakhstan's labor dispute resolution mechanisms. Additionally, the law establishes equal pay provisions, special wage rules, wage deduction rules, and other provisions to protect workers' interests and ensure fair treatment.
四、限制性条款 Restrictive Covenants
（一）竞业限制条款 Non-Compete Clauses
在哈萨克斯坦，用人单位可与高级管理人员及掌握商业机密的员工签订竞业限制协议，以限制劳动者在离职后一定期限内从事与原单位存在竞争关系的业务活动。然而，这种限制并非无边界，法律要求相关条款的范围、期限和适用地域必须合理，且需与可保护的商业利益相匹配。实践中，由于法院通常会权衡劳动者自由择业权与用人单位商业利益的保护，竞业限制条款的可执行性面临一定的不确定性。
In Kazakhstan, employers may enter into non-compete agreements with senior managers and employees who possess trade secrets to restrict employees from engaging in business activities competitive with the former employer for a certain period after termination of employment. However, such restrictions are not unlimited. The law requires that the scope, duration, and geographical applicability of such clauses must be reasonable and commensurate with the commercial interests being protected. In practice, since courts typically balance the employee's right to freely choose employment with the protection of the employer's commercial interests, the enforceability of non-compete clauses faces some uncertainty.
（二）服务期条款 Service Period Clauses
用人单位对员工发展的投资后可规定服务期，如为劳动者提供职业培训并承担费用，可设定与投资成正比的服务期限。服务期限协议应以书面形式记录，明确服务期和提前离职后果。若劳动者未完成约定服务期，用人单位可要求劳动者支付与培训和发展费用相称的赔偿，但赔偿仅限于实际培训成本，且需有明确的文件记录。法院在必要时可调整被认为不相称或给劳动者造成过度困难的处罚。
Employers may stipulate a service period after investing in employee development, such as providing vocational training and bearing the costs, and may set a service period proportional to the investment. Service period agreements should be recorded in writing, clearly specifying the service period and the consequences of early termination. If an employee fails to complete the agreed service period, the employer may require the employee to pay compensation commensurate with the training and development costs, but such compensation is limited to actual training costs and must be supported by clear documentary evidence. Courts may adjust penalties deemed disproportionate or causing undue hardship to the employee when necessary.
（三）禁止招揽条款 Non-Solicitation Clauses
虽然哈萨克斯坦法律中对禁止招揽义务的定义和法定补救措施规定较少，但实践中此类条款仍被广泛使用。禁止招揽条款通常明确规定，劳动者不得直接或间接招揽、诱导或鼓励任何其他人离职，或任何客户、顾客或供应商终止与用人单位的业务关系。其可执行性需遵守与竞业禁止条款类似的标准，包括明确界定禁止的招揽活动、合理的期限（一般不超过一年）、展示需要保护的合法商业利益等。用人单位在寻求执行禁止招揽条款时，必须证明前劳动者的实际招揽行为、招揽与业务损失之间的因果关系以及由此造成的损害。与其他限制性契约一样，哈萨克斯坦法院在保护合法商业利益与个人谋生权利之间进行权衡，以确保条款的合理性和公平性。
Although Kazakhstani law provides limited definitions and statutory remedies for non-solicitation obligations, such clauses are widely used in practice. Non-solicitation clauses typically explicitly state that employees may not directly or indirectly solicit, induce, or encourage any other person to resign, or any client, customer, or supplier to terminate their business relationship with the employer. Their enforceability must comply with standards similar to those for non-compete clauses, including clearly defining prohibited solicitation activities, a reasonable duration (generally not exceeding one year), and demonstrating the legitimate commercial interests requiring protection. When seeking to enforce non-solicitation clauses, employers must prove the former employee's actual solicitation activities, the causal relationship between the solicitation and business losses, and the resulting damages. Like other restrictive covenants, Kazakhstani courts balance the protection of legitimate commercial interests with the individual's right to earn a living to ensure the reasonableness and fairness of the clauses.
这些限制性条款在哈萨克斯坦劳动法中扮演着重要角色，旨在防止不正当竞争，同时保障用人单位的商业利益和投资回报。然而，由于相关法律规定的复杂性和实践中的不确定性，用人单位在制定和执行这些条款时需谨慎行事，确保条款的合理性和合法性，以避免潜在的法律风险。
These restrictive clauses play an important role in Kazakhstan's labor law, aiming to prevent unfair competition while safeguarding employers' commercial interests and investment returns. However, due to the complexity of relevant legal provisions and uncertainties in practice, employers must exercise caution when drafting and enforcing these clauses to ensure their reasonableness and legality, thereby avoiding potential legal risks.
五、数据隐私法 Data Privacy Law
（一）总体概述 General Overview
哈萨克斯坦在就业方面的数据隐私处理受《个人数据及其保护法》《劳动法》和《信息化法》管辖，为员工个人数据的收集、处理、存储和传输建立全面框架，强调数据处理的合法性、公平性、透明度等原则。
Data privacy processing in employment matters in Kazakhstan is governed by the Law on Personal Data and Its Protection, the Labor Code, and the Information Technology Law, establishing a comprehensive framework for the collection, processing, storage, and transmission of employee personal data, emphasizing principles such as the legality, fairness, and transparency of data processing.
（二）其他规则和限制 Other Rules and Restrictions
劳动者对其个人资料拥有多项基本权利，如查阅权、更正权、删除权等，用人单位必须在一个工作日内对员工行使这些权利的请求做出答复，且不得收集超出与劳动关系有关的明确界定的合法目的所必需的个人资料。
Employees have several fundamental rights regarding their personal data, such as the right to access, correct, and delete their data. Employers must respond to employees' requests to exercise these rights within one working day and must not collect personal data beyond what is necessary for the clearly defined legitimate purposes related to the employment relationship.
作者简介/About the Authors
拉里萨·奥尔洛娃 Larissa Orlova
拉里萨·奥尔洛娃担任Verum律师事务所的法律顾问，拥有在哈萨克斯坦顶尖律师事务所积累的超过20年卓越实践经验。她曾就争议性及非争议性事务为多个行业领域提供法律建议。
她的职业生涯涵盖公司律师和专业支持律师的角色，展现出在交易和咨询领域卓越的知识广度和灵活性。拉里萨与维鲁姆律师事务所的公司、税务、劳动、争议和采矿团队无缝合作，为客户提供日常咨询和交易需求的综合解决方案。
在劳动法领域，拉里萨在复杂问题上积累了丰富经验，包括高管解雇、工作场所政策制定、员工福利结构以及劳动纠纷解决。她以全面的方法确保客户获得实用的、以业务为导向的法律指导，这些指导针对哈萨克斯坦不断变化的监管环境进行了定制。
Larissa Orlova serves as Of Counsel at Verum LLP, bringing over 20 years of distinguished practical experience acquired at Kazakhstan's leading law firms. She has advised on both contentious and non-contentious matters across diverse industry sectors.
Her career encompasses roles as a corporate lawyer and professional support lawyer, demonstrating exceptional breadth of knowledge and versatility in transactional and advisory capacities. Larissa collaborates seamlessly with Verum's corporate, tax, employment, disputes and mining teams to deliver integrated solutions for clients' day-to-day advisory and transactional needs.
In employment law, Larissa has developed particular expertise in complex issues including executive terminations, workplace policy development, employee benefits structures, and labour dispute resolution. Her comprehensive approach ensures clients receive practical, business-oriented legal guidance tailored to Kazakhstan's evolving regulatory landscape.
郑采薇 Zheng Caiwei
郑采薇律师执业领域为劳动法和社会保障法。为多家企业提供法律咨询及顾问服务。
郑采薇律师具有法学学科背景，毕业于中南财经政法大学，取得法学硕士学位。
Ms. Zheng Caiwei specializes in labor law and social security law. She provides legal consultation and advisory services for several enterprises.
Zheng Caiwei graduated from Zhongnan University of Economics and Law with a Master of Laws degree.
