Hiring foreign professionals in Kazakhstan can be a smooth process — but only if companies understand the legal nuances and stay ahead of compliance requirements. In this article, I share the most common mistakes I see employers make and offer practical advice on how to avoid them.
Aliya Uderbayeva, Director at WPK, linkedIn
About me and my work
Over the years, I’ve seen firsthand how even the most experienced companies can stumble when it comes to compliance. At WPK, we work with international businesses across industries, helping them navigate Kazakhstan’s complex migration and labor regulations.
Despite their best efforts, mistakes still happen — and the consequences can be serious. Below, I outline the issues that come up most often and the strategies we use to help our clients avoid unnecessary risks.
Missing the 3-day notification
One of the most common mistakes is failing to notify migration authorities within three business days of a foreigner’s arrival or change of address.
The window is extremely short, and I often see companies filing the notification too late, which results in fines. If this happens twice within a year, the penalty is much harsher: a 12-month ban on hiring foreign workers.
This is the worst-case scenario, especially for businesses that rely heavily on international talent. That’s why, during consultations, I always stress the importance of assigning a responsible person — usually within HR — to handle these notifications on time.
It’s also important to remember that even a minor address change — like moving to another building on the same street — must be reported. Public holidays don’t count toward the deadline, but notifications can still be submitted during them.
Failing to track expiry dates
Visas and work permits often expire earlier than expected — especially when a passport is updated or its expiration date changes the validity of the visa. In some cases, family members’ temporary residence permit can also be affected.
To prevent this, we recommend keeping a detailed tracking system, typically a spreadsheet, with all expiration dates clearly listed. Regular monitoring and early reminders help companies avoid last-minute stress or penalties.
Inconsistent job titles
Another common pitfall is inconsistent job titles across documents. The title on the work permit must match what is listed in contracts, internal systems, and even training certificates.
I’ve seen companies lose permits because of small discrepancies — for example, when HR updates a job title in their records but doesn’t update it elsewhere. These mismatches can lead to a revoked permit or, in the worst cases, a one-year hiring ban.
The solution is simple: ensure that your HR team pays close attention to job title accuracy at every stage of the process.
A challenging case from my practice
One case that stands out involved a foreign manager who traveled abroad every single weekend to visit his girlfriend. Every Friday evening, he flew out; every Sunday night, he returned to Kazakhstan to start the workweek. This routine continued for years, with flights booked far in advance.
The challenge came during his annual visa extension. Processing in Kazakhstan typically takes five to seven business days, and up to 30 days if the National Security Committee is involved. But with his rigid travel schedule, my team had only five calendar days each year to prepare and submit all documents, coordinate with migration authorities, and secure approval before his Friday departure.
It was a logistical puzzle that required absolute precision — year after year. Thanks to our strong understanding of the process and effective engagement with the authorities, we never missed a deadline.
This experience taught us an important lesson: successful migration support isn’t just about following rules. It’s about understanding people’s needs and finding creative solutions within the system.
Advice for companies hiring foreign specialists
Kazakhstan’s migration framework is evolving, and staying compliant requires a proactive approach. Here’s what I recommend:
— choose the right type of work permit and visa from the start.
— educate foreign employees about compliance risks and their own responsibilities.
— track all expiration dates and start renewals at least two months before deadlines.
Success in hiring foreign talent goes beyond paperwork. It’s about understanding the legal environment, anticipating challenges, and maintaining strong communication with authorities.
Kazakhstan is a dynamic, growing market with huge opportunities for international specialists. With the right strategy, businesses can build diverse, compliant teams ready to thrive in this fast-evolving landscape.
