Kazakhstan, poised to be one of Central Asia’s focal points for investment and workforce expansion in the coming years, offers a unique space for international businesses seeking new entry routes to emerging markets. As we approach 2026, global trends, local governance, and digital transformation are shaping the way companies engage talent across expansive, resource-rich geographies. Our insights at EWS Limited bring clarity and practical guidance for business leaders considering workforce growth in this landscape.
Growth in Kazakhstan often means progress for the entire region.
In this guide, we address what hiring in Kazakhstan entails today and in the near future, where challenges and opportunities appear most strongly, and how specialised partnership models such as Employer of Record (EOR) make scaling into Central Asia not just possible but practical and rewarding. From legal compliance to payroll intricacies and talent pools, let’s trace the realistic entry points to success in this growth market.
When assessing Kazakhstan, we often look at the numbers first. Between 2006 and 2021, Kazakhstan’s economy grew at an average annual rate of 4.7%, and 5.9 million people moved out of poverty, dramatically lowering the rate from nearly half the population to 8.5%. That said, recent years have seen the pace slow, especially in rural areas, where poverty rates linger at 11.4% compared to just 6.6% in urban centers (World Bank poverty and equity statistics, 2024).
Why does this matter for global employers and HR directors? Rapid economic growth, uplift in social conditions, and a push for diversification naturally open the door for new talent, innovation, and business models. Projections from the latest World Bank economic update expect GDP expansion at 4% in 2024, with a temporary acceleration to as much as 5% in 2025, and inflation cooling to 6% in 2026. These trends matter: they shape wage expectations, inform HR policies, and impact competitive hiring strategies.
For those seeking to build a presence, we see Kazakhstan providing a strategic entry point to a wider Central Asian market that remains young, educated, and increasingly connected. But market entry is rarely smooth or predictable.
From language technology startups to energy companies and international IT firms, a growing wave of entrants is choosing Kazakhstan as either their first stop or their regional headquarters in Central Asia. In our experience at EWS Limited, we have seen several motivations repeated across industries.
However, a promising market with complex rules and evolving labor legislation also brings legal, financial, and operational risks. These issues are especially present when hiring both local and remote employees in Kazakhstan.
Setting up employment structures in Kazakhstan typically boils down to three main avenues, each suitable for different stages of commitment and expansion. Our guidance is built around finding the right approach for your company’s needs, without over-committing resources or exposing yourself to unnecessary liabilities.
Companies that incorporate locally usually hire via a Kazakh legal entity. While this gives full operational freedom, it also means undertaking all employer obligations under local law—from registration and tax compliance to annual audits and pension contributions.
As the EOR Central Asia model matures, more firms are turning to service partners who formally employ the workforce on the company’s behalf. EWS Limited, for instance, provides this solution for organizations wishing to focus on strategic growth, while we manage all HR, payroll, compliance, and risk.
EOR lets you build teams before building an entity.
This approach is particularly attractive for startups, scale-ups, and established companies testing the market or running short-term projects. It reduces financial exposure, accelerates onboarding, and ensures compliance to evolving employment codes. Further detail on this streamlined approach is available on our Kazakhstan Employer of Record solution page.
Where projects are small or strictly limited, some businesses opt to contract independent workers directly. But this route has risks. Misclassification can result in regulatory penalties or retroactive benefits liabilities—especially as Kazakhstan tightens enforcement of misclassification.
In our conversations with HR directors and legal teams, the flexibility of combining EOR arrangements with direct hires or contractors is becoming a preference for organizations scaling at different paces or across multiple locations.
The Kazakh workforce stands out for its diversity in age, skill, and ambition. There are specific trends we have observed when supporting clients entering the region:
For international firms, this creates several points of entry for experienced candidates. However, the talent landscape outside of main urban centers can be uneven, and many companies need to invest in additional training or relocation support for specialized skills.
One of the most frequent questions is about compensation and payroll in Kazakhstan. Salaries remain competitive compared to Western Europe or North America but do vary widely by region and sector. For example, IT and engineering roles in Astana or Almaty may draw salaries comparable to those in Poland or Hungary, while regional administrative and customer service roles often align closer to local costs of living.
State-mandated minimum wage and social contributions shape the baseline for all employment contracts.
In 2026, we expect adjustments driven by inflation and rising living standards. Companies are responsible for ensuring real-time updates to payroll calculations, often including:
Payroll outsourcing is an established practice for international business here; our multi-currency payroll solutions at EWS Limited simplify this process, reducing risks tied to local tax nuances and benefit administration.
Employment law in Kazakhstan is detailed and changes frequently. Hiring in Kazakhstan in 2026 requires a precise understanding of several critical requirements:
Failing to comply with these requirements can lead to administrative penalties, back payments, or suspension of business activities.
The details differ if you use direct employment or the EOR model. For a deeper look at compliance advantages with EORs, read our coverage of centralized workforce management benefits.
Opening a local entity is popular with established corporations planning a deep, long-term commitment. Typical legal structures include limited liability partnerships (LLPs), joint-stock companies (JSCs), and branches or representative offices. Each comes with unique set-up requirements, reporting standards, and tax obligations.
Some of the main incorporation steps often include:
Opening a legal presence generally takes from one to four weeks, depending on document readiness and sector. However, incorporation is not required for all companies hiring in Kazakhstan—EOR-style partnerships and contractor agreements can be faster alternatives at earlier stages of growth.
Kazakhstan’s connectivity reaches far beyond its borders. For businesses planning to scale into broader Central Asia, experience here can be a template for neighboring markets like Uzbekistan and Armenia. Each country has unique nuances, but the pattern of combining EOR Central Asia models, with local market understanding, remains effective.
For further information, you might benefit from learning about our support for employers hiring in Uzbekistan and clients expanding into Armenia.
Stronger labor mobility, rising digital fluency, and government incentives across the region are shifting how companies plan multi-country teams. Our research indicates an increase in permanent remote and mobile roles, with more partner management functions shifting toward relationship-centric and strategic business units. To see some drivers and key data on workforce movement, visit our resource on international mobility and growth.
Every business requires a hiring plan that fits its strategy, timing, and risk appetite. In our experience, successful entry in Central Asia is defined by three things:
There is rarely a single right way; rather, the combination of flexibility, compliance, and agility defines long-term hiring success in Kazakhstan.
In a region on the rise, the companies that adapt fastest will find the most opportunity.
Our clients moving into Kazakhstan see that, while the market’s opportunities are real, each step forward requires careful preparation. By helping our partners move from intentions to practical decisions—whether through Employer of Record, payroll outsourcing, or global mobility programs—we make their goals reachable in a market as complex and promising as Kazakhstan.
Kazakhstan is quickly moving from being just an energy powerhouse to a growing hub of innovation, IT, and cross-border business in Central Asia. As economic and workforce growth pick up speed in 2026, international businesses face new possibilities and complex decisions. Whether you’re building your first team, managing compliance, or scaling to multiple countries, the path is shaped by local insight, adaptive planning, and strong partnerships.
At EWS Limited, we believe the right hiring and expansion strategy unlocks this region’s tremendous potential. We provide solutions for every stage—so your business can succeed in Kazakhstan and beyond.
Join us to connect the dots for your company’s future in Central Asia. Discover how our tailored enterprise and workforce solutions can drive your next phase of growth.
EOR, or Employer of Record, is a model where a third-party company employs workers on behalf of a client business, managing payroll, taxation, contracts, compliance, and risk in countries like Kazakhstan, Uzbekistan, or Armenia.Instead of having to open a company in every country, businesses can use EOR Central Asia services to hire talent quickly and lawfully, focusing on growth without unnecessary operational complexities. EWS Limited’s EOR solutions help international firms enter the Kazakh market reliably, and adjust smoothly as they scale.
To hire employees in Kazakhstan 2026, you have three main choices: establish a local legal entity, partner with an EOR like EWS Limited, or contract independent workers for short-term needs. The EOR approach allows rapid onboarding, ensures compliance to changing laws, and reduces risk. Your next step is to identify your hiring goals, select the right legal structure, and work with experts on payroll, contracts, and permits, especially for expatriate or remote roles.
Hiring costs in Kazakhstan are lower than in Western Europe or North America for most sectors, though compensation expectations are rising in IT and engineering, especially in major cities. Mandatory benefits, taxes, and social contributions must be included in cost projections. Using EOR or payroll outsourcing helps manage costs, avoids unwanted liabilities, and supports real-world budgeting. Local advice ensures you make informed decisions about wages, benefits, and compliance obligations.
Legal hiring in Kazakhstan requires written contracts, tax and social fund registrations, payroll deductions for pension and health, compliance with minimum wage and working hour laws, and—for expats—valid work permits and visas.It is crucial to keep personnel files, maintain clear workplace policies, and observe required reporting. Law changes are frequent, so regular legal review, or a trusted EOR partner, is recommended for multi-national teams.
Most talent clusters are concentrated in Almaty and Astana, especially in IT, engineering, and business sectors. Local job portals, university partnership programs, and professional recruitment services are good options. International companies should consider both online recruitment and engagement through local business networks for specialist roles. For extra reach, EWS Limited’s local partners help access graduate and experienced candidate pools with up-to-date screening and compliance checks.
Hiring in Morocco: North Africa’s Emerging Tech Talent Market
Hiring in Portugal: What You Need to Know in 2026
Global Mobility and EOR: How to Align HR and Immigration in 2026
Beyond China: Where Asian Companies Are Hiring in 2026
How Recruiters Use EOR to Win Big in Fintech Placements
Europe’s Freelancer Laws in 2026: When to Switch to EOR
Hiring in the Philippines: 2026 Guide for Global Employers
How Recruiters Use EOR to Unlock German Healthcare Placements
Hiring in Colombia: 2026 Compliance Guide for LatAm Expansion
Hiring in Türkiye (Turkey): 2026 Guide for International Teams
How Recruiters Use EOR to Handle Rapid Global Onboarding
Top 5 EOR Red Flags to Avoid in 2026
EOR vs Entity Setup in 2026: What Startups Need to Know
10 Things You Didn’t Know Your EOR Could Do
When to Use a Payroll Provider vs Full EOR in Global Hiring
January Compliance Watch: What’s Changing in APAC Labor Laws
Hiring in Turkey in 2026: Costs, Contracts, and EOR Options
Contractor or Employee? Compliance Risks to Watch in 2026
What’s Changing in European Payroll Compliance in 2026?
How to Use EOR to Win More Government or Public Sector RFPs
Hiring in Colombia: Fast-Growing Talent Pool, Low Total Cost
Remote Tech Jobs Surge 33% in Ireland: Skills You Need Now
Remote Work in APAC: 7 Data-Driven Trends for 2026 Expansion
Remote Payroll Headaches: 7 Mistakes HR Teams Make
Freelancer vs EOR in 2026: Cost, Risk, and Speed Compared
How Employee Experience Drives Retention and Business Growth
How HR Can Reduce Burnout Amid AI, Budget Cuts, and Change
Employment Contracts: What HR and Global Managers Must Know
PEO Explained: How It Simplifies Global Workforce Management
Global Mobility: A Complete Guide for HR and Global Managers
Remote Workforce: A Complete Guide to Managing Global Teams
Workforce Planning: A Step-by-Step Guide to Strategic Hiring
How Recruiters Use EOR to Increase Revenue Per Client
The Secret to Winning Global RFPs? A Strong EOR Partner
Top 7 Hiring Trends Shaping Global Teams in 2026
Hiring in Türkiye: Key Labor Laws and Employer Risks in 2026
GCC Hiring Compliance Update: What’s Changing in 2026
How to Hire in Turkey in 2026: A Strategic EOR Guide
Why modern recruitment agencies outsource compliance to EOR partners
How adding an EOR partner helps agencies win more RFPs
EOR Opportunities in Poland: Why It’s Europe’s Talent Powerhouse
Cross-Border Hiring Trends for 2026: Insights for Global Recruiters
How to Build a Scalable Payroll Strategy Across MENA
Contractor vs Employee in Germany: What’s the Risk in 2026?
“Place globally, bill locally” — the new recruiter cheat code
Top 5 Compliance Mistakes When Expanding to the UAE
Why EOR is Key to Winning Public Sector Tenders in Europe
Growth formula for agencies using EOR to expand key accounts
How EOR helps recruiters stay ahead of fast-changing GCC compliance
Employer of Record in Mandarin: What is 境外雇主服务？
How to Use an EOR for Temporary Projects (中国公司如何为短期海外项目使用EOR服务)
Why “Go Global” Must Include Compliance (“走出去”战略中的合规盲点)
中资企业如何选择欧洲EOR供应商？(How to Choose the Right EOR Partner in Europe)
与当地政府打交道：中国公司需要了解的合规礼仪 (Cultural Compliance for Chinese Firms)
中国公司海外人力结构案例分析：制造业、科技与能源 (HR Case Studies: Chinese Firms Abroad)
How Guanxi Influences Hiring in the Middle East (关系在中东招聘中的作用)
Top 5 Risks When Hiring in the Gulf (中国企业在海湾地区招聘的五大风险)
Managing Compliance in Multi-country Projects (中国企业多国项目的人力合规管理)
The $100K Visa Shock: Why Global Hiring Just Replaced the H-1B
How to Set Up Payroll For Hpc And Ai Teams
Contracting Machine Learning Talent Abroad
Everything on Hiring Foreign Phds In German Tech Labs
Cross-Border Ip Protection In R&D Teams
How To Classify Freelancers In Tech Innovation
How Eor Helps Tech Firms Legally Hire In Germany
Dual Contract Structure For International Researchers
Data Protection Obligations For Remote Tech Staff
Germany Research Visa Vs Skilled Worker Visa
Everything on Nis2 Directive Compliance For Eu Tech Workers
Global Mobility For Deep Tech Startups In Germany
Payroll For EU Embedded Systems Developers
Relocation Support For Semiconductor Experts on EU
The Absolute Way to Hire Ai Engineers In Germany
How to Manage Benefits For German Tech Hires
Germany’S Blue Card Process For Engineers
Everything on Germany R&D Employment Compliance
Remote Hiring Of Cybersecurity Analysts In Eu
Visa Pathways For Quantum Computing Researchers
Onboarding Robotics Specialists Across EU Borders
Workforce Planning In Ai-Driven Logistics And Infrastructure
Visa Processing For High-Tech Infrastructure Staff
Managing Global Mobility In Sustainable City Projects
Cross-Border Team Management In Saudi Data Centers
Hiring Skilled Labor For Green Hydrogen Facilities
Digital Twin Technology Hiring Trends In Saudi Construction
Employer Obligations In Public-Private Energy Initiatives
Navigating Local Labor Laws For Solar Energy Teams
Talent Acquisition In The Saudi Mining Sector
Eor Solutions For Ai Engineers In Mega Projects
Regulatory Challenges In Hiring For Giga Construction Projects
Contractor Compliance In Smart City Developments
Classification Of Engineering Consultants In Vision 2030 Projects
How To Manage Workforce For Neom-Based Tech Projects
Eor For Multinational Mining Firms Operating In Saudi Arabia
Employer Of Record For Wind Energy Projects In The Gulf
Relocation Logistics For International Clean Energy Experts
Hiring Strategies For Large-Scale Construction Projects In Ksa
How To Onboard Digital Infrastructure Experts In Saudi Arabia
Payroll Setup For Renewable Energy Workers In Ksa
Strategic Relocation To Riyadh Or Doha: A Guide for Global Employers
Work Visa Processing In Qatar And Saudi Arabia
Qatar Nationalization Policy And Foreign Firms
Cost Of Setting Up A Business In Qatar: A Guide for Global Employers
Saudi Labor Court And Dispute Handling for Global Employers
Cross-Border Payroll For Ksa And Qatar Teams
End Of Service Benefits Saudi Arabia: A Guide for Global Employers
How To Manage Expat Benefits In Qatar for Global Employers
Expanding Into New Markets: Vendor Risks You Should Flag
A Guide to Cross-Border Equity Vesting for Tech Startups
Employer Branding for Multinational Teams: What Works Now
What Global C-Level Leaders Miss About Digital Nomad Visas
Succession Planning for Distributed Teams: A Practical Guide
Relocation Budgeting For Global Tech Firms
Latam Hiring Strategy: What Global Companies Should Know
Risk Of Permanent Establishment Explained
Managing Intellectual Property In Remote Work
Benefits Benchmarking Globally for Global Companies
How to Benchmark Compensation Across 100+ Countries in 2025
Checklist: Preparing HRIS for Fast International Scalability
Biometric Data in Global Payroll: Legal Boundaries Explained
8 Regulatory Updates Impacting Global HR in 2025
What are Hidden Costs of In-House Payroll?
Why Companies are Thinking Differently About Relocation
Is Your Global Mobility Program Outgrowing Spreadsheets?
Remote Work Visas: A Growing Trend in Global Mobility
Hiring in Europe Post-Brexit: What You Need to Know
Tips for Managing Multi-Time Zone Teams Successfully
Relocation Packages: What Top Talent Expects in 2025
Banking and Payroll Challenges in Saudi Arabia Markets
The Legal Risks of Misclassifying Global Workers
Why Scalability Should Drive Your Global HR Strategy
How EWS Streamlines Global Mobility for Tech Talent
Lithuania – Employer of Record
Kosovo – Employer of Record
Finland – Employer of Record
Namibia – Employer of Record
Nepal – Employer of Record
Spain – Employer of Record
Latvia – Employer of Record
Ireland – Employer of Record
Cyprus – Employer of Record
Czech Republic – Employer of Record
Italy – Employer of Record
Indonesia – Employer of Record
South Africa – Employer of Record
Tunisia – Employer of Record
Bosnia – Employer of Record
Moldova – Employer of Record
Five Tips For Improving Employee Engagement
Netherlands – Employer of Record
Germany – Employer of Record
France – Employer of Record
Portugal – Employer of Record
Bulgaria – Employer of Record
Austria – Employer of Record
Hungary – Employer of Record
Slovenia – Employer of Record
INCLUSIVITY IN THE TEAM MAKES EVERYONE WIN
Thailand – Employer of Record
Sri Lanka – Employer of Record
The Significance of an Employer of Record
Greece – Employer of Record
Mexico – Employer of Record
4 Reasons to Outsource Your Payroll
Five Recruitment Trends 2023
Malaysia – Employer of Record
Skill-Based Hiring and Benefits
Malta – Employer of Record
How To Practice Inclusive Recruitment
Israel – Employer of Record
Macedonia – Employer of Record
Jordan – Employer of Record
Macau – Employer of Record
Peru – Employer of Record
The Importance of Employer Branding
Bahrain – Employer of Record
South Korea – Employer of Record
Recruiting during a recession
Philippines – Employer of Record
USA – Employer of Record
Japan – Employer of Record
How To Setup A Business in 2023
Norway – Employer of Record
Managing Overseas Projects In 2023
Reason Of Expanding Your Workforce Globally
Croatia – Employer of Record
Colombia – Employer of Record
5 Ways To Speed Up Your Hiring Process
Egypt – Employer of Record
3 Ways To Streamline An Interview Process
Russia – Employer of Record
Saudi Arabia – Employer of Record
Hong Kong – Employer of Record
An Effective Hybrid Work Model
Turkey – Employer of Record
UAE – Employer of Record
Pakistan – Employer of Record
7 Things to Consider Before Accepting a Job
Kazakhstan – Employer of Record
3 Reasons to Encourage Employees to Generate Employer Brand Content
Denmark – Employer of Record
Sweden – Employer of Record
Bangladesh – Employer of Record
Kuwait – Employer of Record
How To Hire In The Age Of Hybrid Working
Australia – Employer of Record
Oman – Employer of Record
Qatar – Employer of Record
Ukraine – Employer of Record
Diversity – A Vital Hiring Strategy
Owning Every Moment of Your Hiring Experience
Serbia – Employer of Record
Maldives – Employer of Record
India – Employer of Record
Argentina – Employer of Record
Uzbekistan – Employer of Record
Belarus – Employer of Record
Brazil – Employer of Record
Chile – Employer of Record
Armenia – Employer of Record
3 Steps To Company Formation In The UK & Abroad
Romania – Employer of Record
Canada – Employer of Record
Morocco – Employer of Record