Payroll and HR
Administration in Kyrgyzstan
Kyrgyzstan – Payroll and HR administration services
Global Expansion Plus provides payroll and HR administration services in Kyrgyzstan. Use our solutions to take care of your people in Kyrgyzstan. We make sure that your people are being taken care of, and your entity is safe from violating local legislation. The Labor Code governs the Kyrgyzstani labor relationship.
Hiring and onboarding employees in Kyrgyzstan
The onboarding of employment can be led by employee appointments to the position, casting, or even physical and mental health examination. If an employee that you are targeting for employment is a foreign citizen, you need to consider obtaining a work permit.
Onboarding ProcessOnboarding in Kyrgyzstan consists of the following steps:
Step 1: An employee is presenting the following documents:
Step2: Induction to internal policies and practices. Before signing the labor contract, the employer is obliged to provide the employee with the internal labor regulations, other internal regulations directly related to the employee’s labor activities. The job description, as a rule, is also the internal regulatory act of the employer (sometimes, it is an annex to the employment contract).
Step 3: Signing of a labor agreement with an employee. An employment contract is concluded in writing in two copies, each of which is signed by the parties. An agreement on a material liability is not obligatory but highly advised.
Step 4: Issuing an order on hiring an employee. An order for hiring an employee is issued based on a labor contract, and its content must strictly comply with it.
Step 5: Filling the record of employment in the workbook. The employer maintains workbooks for each employee. If the employee does not have a workbook, then the employer must prepare one.
Step 6: Preparation of the labor folder.
Probation PeriodAn employer may set a probationary period to verify the employee’s compliance with the work requirements. The trial period is specified in the employment contract. If such conditions are absent, then it is considered that the employee is accepted without trial. It should be noted that:
The employer has the right to end the employment contract if the employee did not pass the trial period. In this case, the employer shall notify the employee in writing for three days, stating the reasons. An employee is considered having passed the test in case the trial period has expired, and the employment contract has not been terminated.
Health and SafetyCompanies can request medical check-ups from an employee. The employer cannot receive the criminal records or credit records from third party sources, only from an employee or by its written consent.
Work permits and Visas in Kyrgyzstan
Visa TypesThe legislation establishes various categories of visas. Depending on the purpose of the stay of foreigners in the Kyrgyz. Below are types of Visas to the Republic of Kyrgyzstan:
Work permit for employment by a Kyrgyz companyFollowing is steps to be taken to obtain the work permit by the employer in Kyrgyzstan:
The application and review provided by the Migration Service are free of charge.
Work permit for employment by a Kyrgyz company
Working hours and leaves in Kyrgyzstan
Working hours and overtimeThe working hours, among other things, includes the length of the working day, the time of the beginning and end of work and breaks. Regular working hours are 40 hours per week, except for several cases.
Besides, by agreement of the employer and employee, a shorter working hour may be established, which is indicated in the employment contract. The duration of daily work cannot be more than 7 hours with a six-day working week with a weekly rate of 40 hours.
The duration of work on the eve of a non-working holiday for an employee working in regular working hours is reduced by 1 hour. If an employee has already been assigned a shorter working day, the working day is not reduced. Employees, whose work hours cannot be interrupted, and it is not possible to reduce the duration of work, extra rest time is provided, with the consent of the employee, it also can be reimbursed. Also, it should be noted that, by agreement between the employer and the employee, a flexible working schedule may be established.
An employer may request overtime work with the written consent of the employee and only based on an internal order. In this case, the employee is paid extra. Overtime work should not exceed 4 hours for two consecutive days. Also, potential employees under the age of 18 are not allowed to work overtime. It should be noted that overtime cannot exceed 4 hours per day and 20 hours per week.
For overtime work, the employee receives an increased payment, which for the first 2 hours of work is at least one and a half of regular pay, while for the next hours – at least double standard payment.
Vacation leaveAn employee is granted an annual minimum paid vacation of 28 calendar days. Moreover, the employee has the right to take leave after 11 months of uninterrupted work for its first year. The following employees may be granted leave before the expiration of the eleven months:
Sick leaveThe payment of temporary disability benefits (or sick leave )is made for all working days at the expense of the employer’s funds in the following order. Compensation for the first ten working days are paid in the amount of:
In exceptional circumstances, 100% of the average wage is paid. From the eleventh working day – at the rate of 50 of the salary index per month is applied.
Maternity and paternity leaveThe employer must provide maternity leave at the request of the woman based on a medical record. The duration of such leave is 70 calendar days before childbirth and 56 after delivery. In some cases established by labor legislation, the period of maternity leave is established from 140 to 180 calendar days.
The employer shall provide additional unpaid leave for childcare up to three years. During the period of maternity leave, childcare, the employer is not entitled to dismiss the employee, except for cases established by labor legislation of the Kyrgyz Republic. During this leave, the employee retains his/ her workplace.
Holidays Kyrgyzstan in 2020
Remuneration & Benefits in Kyrgyzstan
In the year 2020, the minimum wage is projected at KGS 1,854. Kyrgyzstani legislation also contains a settlement indicator – a normative monetary indicator for determining the number of social payments, compensations, economic sanctions, administrative penalties, and fines.
Employee termination and severance in Kyrgyzstan
Based on the Labor Code, an employer may terminate a labor agreement only in a limited number of cases, including, but not limited to:
The final dismissal payment to an employee is made on the last day of his employment, and an employee must sign certain resignation HR papers.