{"id":51800,"date":"2026-06-05T07:18:26","date_gmt":"2026-06-05T04:18:26","guid":{"rendered":"https:\/\/kz.f-chain.com\/?p=51800"},"modified":"2026-06-05T07:18:26","modified_gmt":"2026-06-05T04:18:26","slug":"labour-code-kazakhstan-2026-changes","status":"publish","type":"post","link":"https:\/\/kz.f-chain.com\/en\/feautured-post\/labour-code-kazakhstan-2026-changes\/","title":{"rendered":"Labour Code of Kazakhstan 2026: Key Changes"},"content":{"rendered":"<h2><strong>Labour Code of Kazakhstan 2026: Key Changes <\/strong><\/h2>\n<p>&nbsp;<\/p>\n<p>Starting from 8 June 2026, significant amendments to the Labour Code of Kazakhstan will come into effect. These changes are aimed at strengthening employee rights, improving occupational safety, and clarifying employer responsibilities. The amendments affect nearly all aspects of employment relations, from employment contracts to workplace accident investigations.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<h3><strong>New Employee Rights<\/strong><\/h3>\n<p>One of the most important changes is the formal recognition of every employee&#8217;s right to dignity and respect in the workplace. Employers will now be required to uphold this principle in all employment practices.<\/p>\n<p>Employees will also receive additional guarantees, including:<\/p>\n<ul>\n<li>~ compensation for overtime work;<\/li>\n<li>~ compensation for work performed during public holidays, weekends, and night shifts;<\/li>\n<li>~ protection of honour, dignity, and personal privacy;<\/li>\n<li>~ the right to receive a written explanation for refusal of employment in specific cases.<\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong><\/p>\n<h3><strong>Changes to Fixed-Term Employment Contracts<\/strong><\/h3>\n<p>The rules governing fixed-term employment contracts have been substantially revised. If a contract expires during temporary disability leave or social leave, it will automatically remain valid until the employee returns. Small businesses may now extend fixed-term employment contracts without limitation on the number of renewals, providing greater workforce flexibility. For company executives, employment contracts may remain valid until shareholders or founders appoint a new executive.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<h3><strong>Stronger Employee Notification Requirements<\/strong><\/h3>\n<p>Employers are now required to provide written notification to employees and their representatives regarding any changes to employment conditions. The minimum notification period has been extended to fifteen working days unless a longer period is established by internal policies. Failure to comply may result in labour disputes and regulatory consequences.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<h3><strong>Additional Protection for Parents and Expectant Mothers<\/strong><\/h3>\n<p>The amendments provide enhanced protection for employees raising young children. Where an employee on parental leave or an expectant mother is employed under a fixed-term contract, the employer must extend the contract until the end of the relevant leave period, except in cases specifically defined by law. The regulations governing dismissal of single parents and individuals raising children without another parent have also been strengthened.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<h3><strong>Updated Educational Leave Provisions<\/strong><\/h3>\n<p>Educational leave has been significantly expanded. Employees undertaking academic, scientific, or professional qualification activities may receive educational leave for examinations, research projects, theses, or dissertations. Educational leave may be granted for up to six months. Employees retain their position and, in certain cases, their average salary.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<h3><strong>Enhanced Occupational Health and Safety Requirements<\/strong><\/h3>\n<p>A substantial part of the reform focuses on workplace safety. Key changes include:<\/p>\n<ul>\n<li>~ mandatory compliance of operational assets with occupational safety standards;<\/li>\n<li>~ employer liability for inadequate workplace safety conditions;<\/li>\n<li>~ expanded authority of occupational safety inspectors;<\/li>\n<li>~ additional requirements for accident investigations;<\/li>\n<li>~ stronger oversight of hazardous industrial facilities.<\/li>\n<\/ul>\n<p>Employers are encouraged to review existing safety systems and update internal procedures accordingly.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<h3><strong>Actions Employers Should Take<\/strong><\/h3>\n<p>To ensure compliance, employers should:<\/p>\n<ol>\n<li>Review existing employment contracts.<\/li>\n<li>Update human resources documentation.<\/li>\n<li>Verify employee notification procedures.<\/li>\n<li>Conduct occupational safety assessments.<\/li>\n<li>Revise collective agreements where applicable.<\/li>\n<li>Train human resources personnel on the new legal requirements.<\/li>\n<\/ol>\n<p><strong>\u00a0<\/strong><\/p>\n<h3><strong>Conclusion<\/strong><\/h3>\n<p>The 2026 amendments significantly strengthen employee protections while increasing employer responsibilities. Businesses should proactively adapt their employment practices and documentation to meet the updated legal framework.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<h3><strong>FChain Business Services<\/strong><\/h3>\n<p>Changes in legislation, new HR compliance requirements, tax risks, and ongoing reporting obligations require a professional approach. Errors in documentation or calculations can result in penalties, inspections, and financial losses.<\/p>\n<p>FChain takes care of these responsibilities so you can focus on growing your business. By working with us, you receive:<\/p>\n<ul>\n<li>~ Professional HR administration and record management;<\/li>\n<li>~ HR and legal audits, including compliance alignment of documentation;<\/li>\n<li>~ Expert consultations on labour legislation.<\/li>\n<\/ul>\n<p>We do more than maintain records \u2014 we support business owners save time, avoid costly mistakes, and confidently navigate legislative changes.<\/p>\n<p>Contact our team today and receive a professional solution tailored to your business needs.<\/p>\n<p>&nbsp;<\/p>\n<p><strong><a href=\"https:\/\/kz.f-chain.com\/en\/feautured-post\/simplified-ie-closure-kazakhstan-2026\/\">Simplified IE Closure: Conditions and Liquidation Timeline<\/a><\/strong><\/p>\n<p style=\"text-align: right;\"><em>Prepared by: Moldir Mukhtar<\/em><\/p>\n<p style=\"text-align: right;\"><em>Business Development Specialist<\/em><\/p>\n<p style=\"text-align: right;\"><em>FChain Kazakhstan<\/em><\/p>\n<p style=\"text-align: center;\"><em>\u00a0<\/em><strong>\ud83d\udce9<\/strong><strong> almaty@f-chain.com<br \/>\n<\/strong><strong>\ud83d\udcf1<\/strong><strong> WhatsApp: +7 771 214 1820<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Labour Code of Kazakhstan 2026: Key Changes &nbsp; Starting from 8 June 2026, significant amendments to the Labour Code of Kazakhstan will come into effect. These changes are aimed at strengthening employee rights, improving occupational safety, and clarifying employer responsibilities. The amendments affect nearly all aspects of employment relations, from employment contracts to workplace accident<\/p>\n","protected":false},"author":6,"featured_media":51801,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[23,24],"tags":[],"class_list":["post-51800","post","type-post","status-publish","format-standard","hentry","category-feautured-post","category-news-ribbon"],"acf":[],"_links":{"self":[{"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/posts\/51800","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/comments?post=51800"}],"version-history":[{"count":1,"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/posts\/51800\/revisions"}],"predecessor-version":[{"id":51804,"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/posts\/51800\/revisions\/51804"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/media\/51801"}],"wp:attachment":[{"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/media?parent=51800"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/categories?post=51800"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kz.f-chain.com\/en\/wp-json\/wp\/v2\/tags?post=51800"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}