How to Hire a Foreign Employee in Kazakhstan: Where Employers Should Start

Your company has found the right specialist abroad, and the usual first question is "Which visa do we need?" That is not the best place to start. Begin by identifying the legal route, because it determines the timeline, the budget and the document list. The visa is only one stage, and sometimes none is needed at all.

Step 1. Answer four questions

Before filing anything, gather the basics:

1. Citizenship. This decides whether a visa is needed and whether EAEU rules apply.
2. Position and qualifications. These set the worker category: executive, head of department, specialist or skilled worker.
3. Link to your company. Is the candidate a market hire, or already employed by your foreign parent company?
4. Duration and region. A permit covers a specific territory, and terms differ by category.

Step 2. Choose the route

If a candidate fits several options, compare them before filing. The full sequence for the first route is explained in our guide to the work permit and C3 visa, so we will not repeat it here.

Step 3. Check that your company is ready

Quota. It is set annually. For 2026 it was set by Ministry of Labour Order No. 397 of 12 December 2025, amended by Order No. 153 of 24 April 2026. Availability varies by region, so check early.

Vacancy. Under the rules in force since 1 September 2025, the vacancy is first posted on enbek.kz, followed by a 15-calendar-day wait. Only then is the application filed.

Budget. The fee depends on category and sector, from 137 to 513 monthly calculation indices (MCI) per permit. With the MCI at 4,325 tenge in 2026, the lower limit is 592,525 tenge.

Staffing. Check the requirements on the share of Kazakhstani staff. Ratios do not apply to small businesses with up to 20 employees.

Candidate's documents. Diplomas and proof of experience often need an apostille and translation. This is a frequent cause of delay, so start here.

Step 4. Plan the first days

Obligations continue after arrival. You need to file the arrival notification on time, obtain an IIN, sign an employment contract matching the permit and register it in the unified system. The position and region must match the permit.

Common mistakes

• Taking someone on "for a trial period" without documents. See our overview of employer fines.
• Getting a business visa instead of a work visa: B1–B3 visas do not allow paid employment.
• Starting two weeks before the intended first day.

Where to start today

Write down the candidate's citizenship, position, region and intended start date. With that, you can choose a route and build a realistic schedule. Visa Navigator helps identify a suitable option and prepare the documents; decisions are made by the akimat and the internal affairs authorities.

This material is for information only and does not constitute legal advice. Rules and practice change — verify the current requirements as of the date you apply.