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Kazakhstan offers a growing, relatively cost-effective talent market across hubs like Almaty, Astana, and Shymkent. Your total cost of hiring in Kazakhstan includes gross salary plus mandatory employer contributions to social insurance and, in some cases, additional benefits.
Below are average monthly costs for popular roles in 2026, combining typical market salaries with Kazakhstan's standard employer social tax of 9.5% on income, compulsory social medical insurance contributions of 3.5%, and pension contributions of 5% for certain categories, subject to caps and exemptions. Figures are estimates for full-time roles in major cities, will vary by seniority and industry, and use an exchange rate of roughly KZT 470 = USD 1.
- Software Engineer:
Average salary KZT 900,000 (≈ USD 1,915) + employer contributions KZT 167,000 (≈ USD 355) = Estimated Total Monthly Cost KZT 1,067,000 (≈ USD 2,270). Senior engineers in fintech, oil and gas, or large international projects can cost significantly more, while junior developers or support roles may sit below this range. - Product Manager:
Average salary KZT 1,200,000 (≈ USD 2,555) + employer contributions KZT 223,000 (≈ USD 475) = Estimated Total Monthly Cost KZT 1,423,000 (≈ USD 3,030). Product leaders with P&L ownership, enterprise SaaS background, or deep domain knowledge in regulated sectors usually command higher pay and may negotiate performance bonuses. - Marketing Specialist:
Average salary KZT 600,000 (≈ USD 1,280) + employer contributions KZT 111,000 (≈ USD 235) = Estimated Total Monthly Cost KZT 711,000 (≈ USD 1,515). Digital and performance marketers working in export-oriented tech or e-commerce often earn toward the top of the range, especially when multilingual skills are required. - Customer Support Representative:
Average salary KZT 350,000 (≈ USD 745) + employer contributions KZT 65,000 (≈ USD 140) = Estimated Total Monthly Cost KZT 415,000 (≈ USD 885). English-speaking agents handling international customers, night shifts, or specialized products may receive higher salaries plus shift or KPI-based incentives. - HR Manager:
Average salary KZT 950,000 (≈ USD 2,020) + employer contributions KZT 176,000 (≈ USD 375) = Estimated Total Monthly Cost KZT 1,126,000 (≈ USD 2,395). HR leaders experienced in Kazakhstan labor law, compliance, and scaling multinational teams typically attract a premium and may negotiate broader benefits packages.
Figures may differ depending on current exchange rates, contribution caps, and how you structure bonuses, allowances, and optional benefits.
💡 Curious how much it would cost to hire your next role in Kazakhstan? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Kazakhstan, salary is only one part of your budget. You also need to plan for social tax, social medical insurance, leave entitlements, pension rules, and local customs around bonuses and allowances.
In 2026, mandatory employer contributions typically add roughly 15%-20% on top of gross salary, depending on income level, exemptions, and any additional benefits you choose to offer.
Leave and Paid Time Off
Employees in Kazakhstan are generally entitled to at least 24 calendar days of paid annual leave, with more in hazardous or special roles. You also need to account for paid sick leave and maternity leave, while paternity leave is shorter and often shaped by company policy rather than detailed statutory rules.
Kazakhstan observes around a dozen public holidays each year, and most employers treat these as paid non-working days or provide premium pay when staff must work. These leave and holiday entitlements affect scheduling, coverage planning, and your effective cost per productive working day.
Mandatory Employer Contributions
The main statutory employer costs in Kazakhstan are social tax at 9.5% of employment income, compulsory social medical insurance contributions at 3.5%, and certain pension-related contributions for some employee categories. Social tax and insurance are usually calculated on gross income, subject to minimum and maximum bases and evolving thresholds.
Although some contributions are employee-borne, you must administer withholdings and fund the employer share correctly and on time. These payroll burdens add a meaningful layer on top of salary, so they should be built into your Kazakhstan hiring budget from the outset.
Probation and Notice Periods
Employment contracts in Kazakhstan frequently include a probation period, often up to three months and sometimes longer for senior roles, during which termination can be somewhat more flexible if clearly documented. Even so, you should follow fair procedures, maintain written performance records, and respect any contractual notice requirements.
Outside probation, statutory notice periods usually range from one month upwards depending on grounds for termination and collective agreements. When planning exits, you may also need to budget for unused leave payouts and, in some scenarios, severance or compensation requirements defined by Kazakhstan law.
Compensation Structure and Bonuses
Compensation in Kazakhstan is typically structured as a base salary plus discretionary or performance-based bonuses rather than a mandatory 13th-month salary. A 13th-month payment is not required by law and is not a universal practice, though some employers offer annual bonuses tied to company or individual results.
Many companies also provide allowances, for example for meals, transport, or mobile communication, and benefits such as private medical insurance on top of statutory schemes. These market-driven elements can significantly influence your competitiveness and overall cost of employment in Kazakhstan.
Social Security and Tax Compliance
As an employer in Kazakhstan, you are responsible for registering with the tax authorities, calculating and remitting social tax, social medical insurance, and any required pension contributions on a monthly basis. You must also withhold individual income tax from employee salaries and file accurate payroll reports in line with local deadlines.
Non-compliance or late payment can trigger penalties and interest, increasing your cost of hiring in Kazakhstan and creating regulatory risk. Reliable payroll processes or a local partner are essential to keep contributions and filings accurate and timely.
Hiring and Engagement Models
If your company does not yet have a legal entity in Kazakhstan, you can still hire local talent by working with an Employer of Record that becomes the legal employer on paper. This model lets you access Kazakhstan's talent market quickly while the EOR handles payroll, contracts, and ongoing compliance.
Where you already operate a local entity, direct employment is an option but requires in-house capability to manage HR, payroll, and legal obligations. In either case, understanding the full cost stack - salary, statutory contributions, leave, holidays, and bonuses - will help you set realistic budgets for growing your Kazakhstan team.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Kazakhstan in 2026?
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In 2026, average total employer costs in Kazakhstan for mid-level roles typically range from about USD 1,200 to USD 3,500 per month, including mandatory contributions. Actual costs vary by role, seniority, and benefits package.
Are there regional or industry-specific variations in employer costs in Kazakhstan?
Employer costs in Kazakhstan vary by region and industry, with higher salaries in Almaty, Astana, and sectors like oil and gas, finance, and IT. Statutory contributions are similar nationwide, but market salary differences drive overall cost gaps.
What is the estimated timeline for hiring in Kazakhstan?
Hiring in Kazakhstan usually takes around four to eight weeks, with longer timelines for senior or highly specialized roles. Local recruitment support and clear processes can shorten time-to-hire.
What factors impact the cost of hiring in Kazakhstan?
In Kazakhstan, hiring costs are driven by salary level, region, industry, and benefits, plus mandatory social tax and medical insurance contributions. Engagement model and competition for talent further influence your total cost per hire.
How often do employment-cost rules change in Kazakhstan?
In Kazakhstan, social contributions and tax parameters are updated periodically, sometimes annually, affecting overall employment costs. Regular monitoring or partnering with local experts is important to keep payroll budgets accurate and compliant.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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