For an employer enjoying qualified legal assistance prior to making definitive decisions is an effective way to avoid making further mistakes. Labour relations are a complicated business regulated not only by the Labour Code, but also by a number of other regulations, whose requirements are not always known to the director or HR manager of a company. In view of this, employers are recommended to obtain and rely on the opinion of a lawyer, who specialises in labour law.
Our extensive experience allows us to provide a wide range of advices on labour law, including, inter alia, advising on issues related to hiring procedures, changes in the working conditions of employees, termination of employment, disciplining, working schedule, payment terms and labour safety, compensation for and recovery of damage caused by the parties to an employment agreement, material liability of an employee and employer, work with personal data of employees, and more.
In the context of providing such comprehensive advice, we would like to focus on our proposed memorandum on the basic provisions of the legislation of the Republic of Kazakhstan regulating labour relations.
This memorandum covers the main requirements of Kazakhstani labour laws, which are particularly relevant to companies starting their business in Kazakhstan. In particular, this document covers the following issues:
the basic legal framework of Kazakhstan governing labour relations;
salaries and wages (minimum size and payment terms, overtime and night-time payment);
working hours (normal duration of working time, overtime work, reduced working hours, etc.);
rest time (duration of a daily break and labour leave, additional social leaves);
taxation issues (individual income tax, obligatory social and pension contributions, etc.);
insurance of employer's liability for damage to the health of employees in the course of work;
termination of employment agreements (grounds and procedures);
status and competence of employees' representatives;
specific features for hiring foreign employees.
Advising one of the major Kazakh Mining Company on hiring and dismissing senior managers;
Advising one of the major Kazakh Metallurgical Company on implementation of the staff incentive system;
Advising the major Kazakh Gas Producer on hiring foreign staff;
Advising Kazakh Telecom Holding on staff optimisation in connection with reorganisation.
|Bolat Miyatov||Partner, Head of Corporate Law Department||Almaty||Inquire|
|Nurbol Kissembayev||Partner, Branch Director||Aktau||Inquire|
|Zaira Kaysar||Partner, Branch Director in Atyrau and Aktobe||Atyrau, Aktobe||Inquire|
|Ummi Jalilova||Partner, Director of Baku office||Baku||Inquire|
|Dmitriy Tyan||Representative in Kyzylorda region and the town of Baikonur, Attorney||Kyzylorda||Inquire|
|Marat Atyshev||Representative in Shymkent and Taraz, Advocate||Shymkent, Taraz||Inquire|
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We draw your attention to the important legal aspects of the latest amendments in the labour legislation of the Republic of Kazakhstan.
Arctic Group International LLP recommends GRATA Law firm LLP as a reliable and responsible legal advisor
Labour relationships in Kazakhstan are governed not only by the provisions of the Labour Code of Kazakhstan, but also by special legislative acts (on civil service, on internal affairs authorities, etc.).
The 'Due Diligence' in English means ensuring the due good faith.
Kazakhstan, like many other countries, has an established permit procedure for employing foreign workers. In this case, obtaining a permit for engagement of foreign workers is the responsibility of an employer.
Below we will briefly describe usual legal provisions of the joint venture.
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