Minimum Wage
In Kyrgyzstan, the minimum wage is established by national legislation, ensuring a single, nationwide rate that applies uniformly across all sectors and regions. This minimum wage is specifically designated for unskilled labour and must never fall below the subsistence minimum for an able-bodied person.
According to the Constitution of the Kyrgyz Republic, everyone has the unequivocal right to freedom of labour and the right to fair remuneration that meets or exceeds the legally established minimum living wage.
The Labour Code clearly states that the minimum wage is established for unskilled labour and cannot be lower than the subsistence level for an able-bodied individual and is set annually. Thus, no employee who meets the standard working hours and fulfills their labour obligations should receive less than the legally mandated minimum wage. The Labour Code applies to all organizations, enterprises, and institutions within Kyrgyzstan, regardless of ownership type or departmental affiliation.
The Ministry of Labour, Social Security, and Migration is the central authority responsible for enforcing a unified state policy on labour, migration, and youth issues, including refugees and vocational training. This ministry must propose adjustments to the minimum wage that reflect economic realities, ensuring that the wage aligns with essential living expenses. It oversees all labour-related matters, including wage regulations, and is the designated authority for handling complaints.
The framework for calculating the subsistence minimum and its amount is established by law in Kyrgyzstan. The Cabinet of Ministers determines the calculation method and amount of the subsistence minimum. While the minimum wage is not used to calculate bonuses or social payments, it is considered when determining pensionable earnings. The government must periodically review and adjust the minimum wage in response to changes in the cost of living and other economic indicators. The size of the minimum wage is established by the Law on the Republic Budget for the corresponding year, proceeding from the principle of step-by-step increase up to the size of the subsistence minimum of the able-bodied person.
The State labour inspection bodies enforce labour laws by supervising and rigorously controlling compliance. The Labour Inspectorate in Kyrgyzstan is charged with upholding labour laws, including enforcing minimum wage regulations. They conduct inspections and address violations, defending workers' rights. Heads and officials of organisations found guilty of violating labour laws and related regulations can be held accountable as per the procedures and cases outlined in the legislation of the Kyrgyz Republic.
Source: § 42 of the Constitution of the Kyrgyz Republic, 2010; §1, 91, 92, 230 & 236 of the Labour Code of the Kyrgyz Republic, 2025
Regular Pay
The Labour Code of the Kyrgyz Republic provides comprehensive regulations concerning wages, their payment, permissible deductions, and related aspects. Employers must pay wages in accordance with labour laws, regulatory acts, collective agreements, and employment contracts. According to the Labour Code, remuneration/wages are defined as remuneration for work performed, depending on the complexity, amount, quality, and conditions of work. This encompasses the basic salary and may include compensatory and incentive payments. Wages may be time-based or follow other payment systems, including individual or collective performance-based remuneration, but cannot be lower than the minimum wage established by the law. Wages must be paid in cash.
The Labour Code mandates that wages are paid at least once a month. Collective agreements or local regulatory acts determine the day for salary payments. If a regular payday falls on a weekend or public holiday, wages must be paid on the day preceding the weekend or holiday.
In case of violation of the deadlines for payment of wages, vacation pay, etc., the employer is obliged to pay an additional 0.25% of the unpaid amount for each day of delay, starting from the actual date of calculation. Employers must notify each employee in writing about the components of wages due, the amount and the grounds for any deductions made, and the net amount to be received. Average wages are calculated based on actual earnings and time worked over the past 12 months unless a collective agreement sets a more favourable period. Wages are usually paid to the employee at work or transferred to a bank account specified by the employee under the terms established in the collective agreement or employment contract. The Labour Code outlines the conditions under which deductions from wages are permissible. Employers may deduct amounts for unperformed work, accounting errors, unspent travel advances, or damages caused by the employee, provided that the deduction for the damage caused by the employees does not exceed the employee’s average monthly wage. The deductions must be made within one month of the repayment deadline; otherwise, recovery is only possible through court proceedings. Moreover, overpayments cannot be reclaimed except in cases of calculation errors.
The total amount of all deductions for each wage payment may not exceed 20% of the wages due to the employee, and in certain cases provided by law, up to 50%. In exceptional circumstances, the maximum deduction can reach 70%. Dedications from severance pay, compensation, and other payments not subject to levy under the law are prohibited.
The Labour Code of the Kyrgyz Republic does not mandate payment of 13th or 14th-month salary or any other compulsory bonuses; however, employers may offer additional bonuses and social support, especially for disabled workers, workers working in high-mountainous and remote areas, or any other category of workers.
Source: §1(13), 15, 91-96, 120 & 160 of the Labour Code of the Kyrgyz Republic 2025
