In August 2026, Kazakhstan will gradually introduce amendments to the Labor Code. The changes took effect on August 4, with the next package coming into force on August 13, and the final one on August 25, according to infohub.kz.
The amendments cover employment contracts, disciplinary liability, medical examinations, occupational safety, digitalization of HR processes, anti-corruption restrictions, and cybersecurity.
On August 4, the main package of amendments came into force. The fundamental principles of labor legislation now include the employee's right to respect for honor and dignity, as well as the right to privacy.
If a job applicant belongs to a category of citizens with employment guarantees, the employer is obliged, at the applicant's request, to provide a written explanation for refusing to hire.
The procedure for terminating a fixed-term employment contract has changed. If the last working day coincides with a period of temporary disability or social leave, the date of dismissal is considered the first working day after the end of sick leave or leave.
Also, the rules for dismissing financially responsible employees have been clarified. If the transfer of property or documents is not completed due to the employee's fault, the employment contract is terminated after the completion of the acceptance-transfer procedure.
When applying disciplinary action, employers must now consider not only the severity of the offense but also the circumstances of its commission and the degree of the employee's remorse.
Furthermore, employees undergoing mandatory medical examinations retain their workplace and average salary. Employers are also required to maintain fixed assets in accordance with occupational safety requirements.
On August 13, norms related to anti-corruption and digitalization of HR processes will come into force.
The amendments expand restrictions on hiring individuals who have committed corruption crimes, as well as those brought to administrative responsibility for corruption offenses, for certain positions.
For state institutions and quasi-public sector entities, a new chapter on conducting HR processes in a digital HR system is introduced. It provides for the processing, accounting, storage of HR documents, and maintenance of employee records in electronic format.
On August 25, employers will receive a new obligation in the field of cybersecurity. They will be required to familiarize employees with the requirements of internal cybersecurity documents and organize control over their compliance.
At the same time, compliance with cybersecurity requirements will become an obligation for employees themselves.
In connection with the August changes, employers are recommended to update local HR documents, including notification forms, procedures for terminating employment contracts, dismissal procedures for financially responsible employees, provisions on disciplinary liability, medical examinations, occupational safety, and cybersecurity.
State institutions and quasi-public sector organizations also need to take into account the new anti-corruption requirements and rules for conducting HR processes in the digital HR system.