[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fgarantii-zanyatosti":3,"menu:\u002Fru-kz:":121,"sites:htmlblocks":259,"subsites":1698,"cite-subsites":5260,"footer:ru-kz":5737,"suggested:ru-kz":5830,"cite-footer:ru-kz":5836},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":25,"rendered":34,"description":35,"body":36,"body_blocks":37,"call_to_action":38,"owner":45,"show_related_pages":52,"related_pages":53,"related_sites":119,"in_subsite":52,"contact_page_url":7,"banner_message":120},3288,"garantii-zanyatosti","Контракты и увольнения",null,"","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fgarantii-zanyatosti","labourlaw.labourlawpage","ru_KZ","\u002Fcms\u002Fpages\u002F3288\u002Fedit\u002F",[14,17,20,23],{"title":15,"slug":16},"Казахстан","ru-kz",{"title":18,"slug":19},"Работа в Казахстане","rabota-v-kazakhstane",{"title":21,"slug":22},"Трудовое право","trudovoe-pravo",{"title":24,"slug":5},"Гарантии занятости",{"title":26,"description":8,"image":27,"canonical":28,"robots":29,"og_type":30,"twitter_card":31,"locale":16,"created_at":32,"last_modified_at":33},"Особенности подписания трудового договора с работником","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Fwageindicator_561684427.2e16d0ba.fill-1200x630.jpg","https:\u002F\u002Fwageindicator.org\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fgarantii-zanyatosti\u002F","index, follow","website","summary_large_image","2025-08-09T16:54:00.491119+02:00","2026-04-06T21:42:17.672898+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Контракты и увольнения\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">Последнее обновление:\n      25.03.2026\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Трудовой договор\u003C\u002Fh2>\n          \u003Cp>Трудовой кодекс содержит положения в отношении письменных трудовых договоров. Законодательство Казахстана предусматривает наличие трудовых договоров как на определенный, так и на неопределенный срок. Трудовой договор заключается с гражданином, достигшим 16-летнего возраста. С письменного согласия \u003Cspan id=\"docs-internal-guid-9ae0d3e7-7fff-40d6-eba9-f23f8bba9acd\">\u003Cspan>законного представителя\u003C\u002Fspan>\u003C\u002Fspan>, трудовой договор может быть заключен с гражданами в возрасте:\u003C\u002Fp>\n\u003Col start=\"1\" type=\"A\">\n\u003Cli>15 лет в случаях получения ими основного среднего, общего среднего образования в организации среднего образования;\u003C\u002Fli>\n\u003Cli>14 лет для выполнения в свободное от учебы время работы, не причиняющей вреда здоровью и не нарушающей процесса обучения;\u003C\u002Fli>\n\u003Cli>младше 14 лет в творческих профессиях (кино, театры, цирки) без ущерба здоровью и нравственному развитию, а также процессу обучения.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>Для заключения трудового договора, необходимы следующие документы:\u003C\u002Fp>\n\u003Col start=\"1\" type=\"1\">\n\u003Cli>удостоверение личности или паспорт (свидетельство о рождении для лиц младше 16 лет);\u003C\u002Fli>\n\u003Cli>вид на жительство, удостоверение лица без гражданства либо удостоверение беженца;\u003C\u002Fli>\n\u003Cli>документ об образовании, квалификации, наличии специальных знаний или профессиональной подготовки (если это требуется для работы);\u003C\u002Fli>\n\u003Cli>документ, подтверждающий трудовую деятельность;\u003C\u002Fli>\n\u003Cli>документ о прохождении предварительного медицинского освидетельствования (при необходимости).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>Трудовой договор заключается в письменной форме не менее чем в двух экземплярах и подписывается сторонами. Работник расписывается за получение своего экземпляра трудового договора. Внесение изменений в трудовой договор, в том числе при переводе на другую работу, осуществляется в письменной форме и по согласию сторон. \u003Cspan id=\"docs-internal-guid-b7342abd-7fff-d341-edc1-d01c5fbf647b\">\u003Cspan>Заключение, изменение или дополнение трудового договора возможно в форме электронного документа, удостоверенного электронной цифровой подписью.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Трудовой договор должен содержать, например:\u003C\u002Fp>\n\u003Col start=\"1\" type=\"1\">\n\u003Cli>полные сведения о сторонах;\u003C\u002Fli>\n\u003Cli>трудовую функцию;\u003C\u002Fli>\n\u003Cli>место выполнения работы (кроме дистанционной работы);\u003C\u002Fli>\n\u003Cli>срок трудового договора (срочный или бессрочный) и дата его заключения;\u003C\u002Fli>\n\u003Cli>дата начала работы;\u003C\u002Fli>\n\u003Cli>режим рабочего времени и времени отдыха;\u003C\u002Fli>\n\u003Cli>размер и иные условия оплаты труда;\u003C\u002Fli>\n\u003Cli>условия труда для работы в тяжелых или вредных\u002Fопасных условиях;\u003C\u002Fli>\n\u003Cli>права и обязанности сторон;\u003C\u002Fli>\n\u003Cli>порядок изменения и прекращения трудового договора.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>Прием на работу оформляется актом работодателя. Работник может приступить к работе только после того, как трудовой договор был заключен. Если трудовой договор не был заключен по вине работодателя, то он несет ответственность в соответствии с законодательством Республики Казахстан. Это деяние наказывается штрафом в размере от 30 до 150 \u003Ca href=\"https:\u002F\u002Fmojazarplata.kz\u002Fzarabotnaja-plata\u002Fmesyachnyi-raschetnyi-pokazatel\">месячных расчетных показателей\u003C\u002Fa>.\u003C\u002Fp>\n\u003Cp>Если нарушение повторяется в течение года после административного взыскания, штраф увеличивается до 200 месячных расчетных показателей. То же деяние в отношении несовершеннолетнего влечет штраф до трехсот месячных расчетных показателей. Более того, отсутствие трудового договора не означает умаление прав работника в случае расторжения договора. Занятость работника может быть доказана, например, трудовой книжкой, отчетностью по заработной плате, информацией из Государственного фонда социального страхования о социальных отчислениях, договором с отметкой работодателя о дате и основании его прекращения.\u003C\u002Fp>\n\u003Cp>Источники: ст. 1, 28, 30-33 \u003Cspan id=\"docs-internal-guid-3b9ac2ee-7fff-5aaf-4fc0-0ac9a9774494\">\u003Cspan>и 35 \u003C\u002Fspan>\u003C\u002Fspan>Трудового кодекса; ст. 86 Кодекса об административных правонарушениях\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Срочный трудовой договор для Постоянной Работы\u003C\u002Fh2>\n          \u003Cp>Как правило, минимальная продолжительность срочного трудового договора составляет 1 год. При истечении срока трудового договора стороны вправе продлить его на неопределенный или определенный срок не менее одного года. Количество продлений срока трудового договора не может превышать двух раз. Если работник продолжает работать после истечения трудового договора, то он считается заключенным на неопределенный срок. Субъекты малого предпринимательства могут заключать трудовые договоры с работниками на определенный срок без ограничения. Кроме того, для пенсионера, имеющего высокий профессиональный и квалификационный уровень, с учетом его работоспособности, трудовой договор может продлеваться ежегодно без ограничений. Заключение срочного трудового договора для выполнения работы постоянного характера запрещено.\u003C\u002Fp>\n\u003Cp>Согласно Трудовому кодексу срочный трудовой договор заключается в следующих случаях:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>на время выполнения определенной работы;\u003C\u002Fli>\n\u003Cli>исполнение обязанностей отсутствующего работника;\u003C\u002Fli>\n\u003Cli>сезонная работа;\u003C\u002Fli>\n\u003Cli>при трудоустройстве иностранца.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Источники: ст. 30 Трудового кодекса\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Испытание\u003C\u002Fh2>\n          \u003Cp>В трудовом договоре может быть установлено условие об испытательном сроке в целях проверки соответствия квалификации работника поручаемой работе. \u003Cspan id=\"docs-internal-guid-0cdb9fbc-7fff-1e95-4a7d-75ea3a870f73\">\u003Cspan>Оно начинается с \u003C\u002Fspan>\u003Cspan>даты\u003C\u002Fspan>\u003Cspan> начала \u003C\u002Fspan>\u003Cspan>работы (указана в трудовом договоре) \u003C\u002Fspan>\u003Cspan>и включается в стаж. Испытательный срок приостанавливается на период, когда работник фактически отсутствовал на работе.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Максимальный срок испытания составляет 3 месяца. Для руководителей организаций и их заместителей, главных бухгалтеров и их заместителей, руководителей филиалов, представительств организаций испытательный срок может быть увеличен до шести месяцев. Если срок испытания истек и \u003Cspan id=\"docs-internal-guid-12dae0ef-7fff-cc37-0600-76d61f3bbc1f\">\u003Cspan>работодатель\u003C\u002Fspan>\u003C\u002Fspan> не уведомил о расторжении трудового договора, то работник считается прошедшим испытательный срок. Если работодатель не удовлетворен работой во время испытательного срока, то может расторгнуть трудовой договор с указанием причины этого.\u003C\u002Fp>\n\u003Cp class=\"normal\">Источники: ст. 36 и 37 Трудового кодекса\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Увольнения\u003C\u002Fh2>\n          \u003Cp>В соответствии с Трудовым кодексом Республики Казахстан основаниями прекращения трудового договора являются:\n•  расторжение трудового договора по соглашению сторон;\n•  истечение срока трудового договора;\n•  расторжение трудового договора по инициативе работодателя;\n•  в связи с переводом работника к другому работодателю;\n•  расторжение трудового договора по инициативе работника;\n•  обстоятельства, не зависящие от воли сторон;\n•  отказ работника от продолжения трудовых отношений;\n• переход работника на выборную работу (должность) или назначение его на должность, исключающую возможность продолжения трудовых отношений;\n•  нарушение условий заключения трудового договора.\u003C\u002Fp>\n\u003Cp>Основания для расторжения трудового договора по инициативе работодателя в соответствии с законодательством Республики Казахстан может быть случаях:\n• ликвидации организации или прекращения деятельности индивидуального предпринимателя;\n•  сокращения численности или штата работников;\n•  снижения объёма работ или ухудшения экономического состояния работодателя;\n•  несоответствия квалификации или требованиям к профессии работника;\n•  повторной неудачной аттестации по вопросам охраны труда работника; лишения квалификационного свидетельства;\n•  невозможности выполнять работу по состоянию здоровья;\n•  непрохождения испытательного срока;\n•  прогулов без уважительных причин;\n• появления на работе в состоянии опьянения или отказа от медосвидетельствования;\n•  грубого нарушения техники безопасности или ПДД с тяжкими последствиями;\n•  хищения, умышленного ущерба имуществу работодателя;\n• совершения виновных действий, а также использование своего служебного положения в своих интересах;\n•  аморального проступка;\n• сведений, составляющих государственные секреты и иную охраняемую законом тайну;\n•  повторного нарушения трудовой дисциплины;\n•  представления ложных документов при приёме на работу;\n•  материального ущерба работодателю по вине руководства;\n•  прекращения допуска работника к государственным секретам;\n•  длительной нетрудоспособности (более 2 месяцев подряд), кроме работников, утратившим трудоспособность в связи с производственной травмой или профессиональным заболеванием;\n•  совершения коррупционного правонарушения;\n•  участия в забастовке, признанной незаконной;\n•  досрочного прекращения полномочий руководителей исполнительного органа;\n•  достижения пенсионного возраста с правом ежегодного продления срока трудового договора по взаимному согласию сторон;\n•  отсутствия работника на работе более одного месяца по неизвестным работодателю причинам.\u003C\u002Fp>\n\u003Cp>Трудовой договор с работником по инициативе работодателя подлежит расторжению в случаях:\n•  наличия гражданства иностранного государства у руководителя, его заместителя, члена коллегиального органа управления субъекта квазигосударственного сектора – гражданина Республики Казахстан;\n•  совершения работником квазигосударственного сектора коррупционного преступления.\u003C\u002Fp>\n\u003Cp>Основания прекращения трудового договора по обстоятельствам, не зависящим от воли сторон:\n• отзыв местным исполнительным органом разрешения на привлечение иностранной рабочей силы, истечение срока действия вида на жительство или удостоверения лица без гражданства;\n• вступление в законную силу приговора суда, исключающего возможность продолжения трудовых отношений;\n•  смерть работника или работодателя – физического лица, либо признание их судом умершими или безвестно отсутствующими;\n•  признание работника судом недееспособным или ограниченно дееспособным;\n•  восстановление на работе ранее выполнявшего эту работу работника;\n•  поступление работника на воинскую службу по контракту, в правоохранительные или специальные государственные органы;\u003C\u002Fp>\n\u003Cp>В соответствии с Трудовым кодексом Республики Казахстан, коллективные увольнения при сокращении численности или штата работников, регулируются рядом процедур и обязательств, которые работодатель должен соблюдать.  \u003C\u002Fp>\n\u003Cp>В случае коллективных увольнений, связанных с ликвидацией работодателя — юридического лица, прекращением деятельности работодателя — физического лица или сокращением численности или штата работников, работодатель при расторжении трудового договора обязан уведомить работника о расторжении трудового договора не менее чем за один месяц, если трудовым или коллективным договором не предусмотрен более длительный срок уведомления. С письменного согласия работника расторжение трудового договора может быть произведено до истечения срока уведомления.\u003C\u002Fp>\n\u003Cp>При расторжении трудового договора по основанию снижения объема производства, выполняемых работ и оказываемых услуг, повлекшего ухудшение экономического состояния работодателя, работодатель обязан уведомить работников о расторжении трудового договора за пятнадцать рабочих дней, если в трудовом, коллективном договорах не предусмотрен более длительный срок уведомления. По соглашению сторон срок уведомления может быть заменен выплатой заработной платы, пропорциональной неотработанному сроку. В уведомлении работодатель обязан указать причины, послужившие основанием для расторжения трудового договора.  \u003C\u002Fp>\n\u003Cp>Расторжение трудового договора по данному основанию возможно при одновременном соблюдении следующих условий:\n•  закрытие структурного подразделения (цеха, участка);\n•  отсутствие возможности перевода работника на другую работу;\n•  уведомление не менее чем за один месяц представителей работников с указанием причин, послуживших основанием для расторжения трудового договора (наличие непосредственной связи между экономическими изменениями у работодателя и необходимостью расторжения трудового договора).\u003C\u002Fp>\n\u003Cp>Согласно Трудовому кодексу Республики Казахстан, неправомерное увольнение — это расторжение трудового договора с нарушением законодательства, а также в случае отсутствия законных оснований или несоблюдения процедуры увольнения. Такое увольнение нарушает права работника и может быть оспорено.\u003C\u002Fp>\n\u003Cp>Не допускается расторжение трудового договора по инициативе работодателя не допускается с беременными женщинами, предоставившими работодателю справку о беременности, женщинами, имеющими детей в возрасте до трех лет, одинокими матерями, воспитывающими ребенка в возрасте до четырнадцати лет (ребенка с инвалидностью до восемнадцати лет), иными лицами, воспитывающими указанную категорию детей без матери, а также в период временной нетрудоспособности и пребывания работника в отпуске.  \u003C\u002Fp>\n\u003Cp>Индивидуальные трудовые споры, включая споры о неправомерном увольнении, в первую очередь рассматриваются согласительными комиссиями, создаваемыми на предприятиях на паритетных началах (из равного числа представителей работников и работодателя). Если спор не урегулирован или решение комиссии не исполнено — он подлежит рассмотрению в судебном порядке.\u003C\u002Fp>\n\u003Cp>Для обращения в согласительную комиссию или в суд по рассмотрению индивидуальных трудовых споров о восстановлении на работе у работника есть один месяц со дня вручения или направления по почте заказным письмом с уведомлением о вручении копии акта работодателя о прекращении трудового договора в согласительную комиссию, а для обращения в суд — два месяца со дня вручения или направления по почте заказным письмом с уведомлением о вручении копии решения согласительной комиссии при обращении по неурегулированным спорам либо при неисполнении её решения стороной трудового договора.\u003C\u002Fp>\n\u003Cp>Источники: ст. \u003Ca href=\"https:\u002F\u002Fonline.zakon.kz\u002FDocument\u002F?doc_id=38910832&pos=1256;-59#pos=1256;-59\">49\u003C\u002Fa>, \u003Ca href=\"https:\u002F\u002Fonline.zakon.kz\u002FDocument\u002F?doc_id=38910832&pos=1291;-43#pos=1291;-43\">52, 53, 54, 57\u003C\u002Fa>, \u003Ca href=\"https:\u002F\u002Fonline.zakon.kz\u002FDocument\u002F?doc_id=38910832&pos=2949;-54#pos=2949;-54\">159, 160 Трудового кодекса РК\u003C\u002Fa>\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Нормативное регулирование гарантий занятости\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Трудовой кодекс Республики Казахстан 2015 г. (в ред. от 01.01.2025) \u002F Labour Code of the Republic of Kazakhstan 2015 (version 01.01.2025)\n          \u003C\u002Fli>\n          \u003Cli>\n            Специальные законы о продолжительности ежегодного оплачиваемого отпуска (например, Закон Республики Казахстан “О науке и технологической политике” от 01.07.2024 №103-VIII) \u002F Special laws about the length of the annual paid leave (for example, Law of the Republic of Kazakhstan ‘Science and Technology Policy’ 01.07.2024  №103-VIII)\n          \u003C\u002Fli>\n          \u003Cli>\n            Закон Республики Казахстан “О праздниках в Республике Казахстан” от 13.12.2001 № 267-II (в ред. от 01.05.2023) \u002F Law of the Republic of Kazakhstan ‘About holidays in the Republic of Kazakhstan’ 13.12. 2001 № 267-II (version 01.05.2023)\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Материалы по теме\u003C\u002Fh2>\n      \n          _ll_noticeseverance_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Какие есть виды трудового договора? Когда допустим срочный трудовой договор? Узнайте, кому установить испытательный срок","\u003Cdiv>\n\n\u003Cspan>Последнее обновление:\n      25.03.2026\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Трудовой договор\u003C\u002Fh2>\n\u003Cp>Трудовой кодекс содержит положения в отношении письменных трудовых договоров. Законодательство Казахстана предусматривает наличие трудовых договоров как на определенный, так и на неопределенный срок. Трудовой договор заключается с гражданином, достигшим 16-летнего возраста. С письменного согласия \u003Cspan id=\"docs-internal-guid-9ae0d3e7-7fff-40d6-eba9-f23f8bba9acd\">\u003Cspan>законного представителя\u003C\u002Fspan>\u003C\u002Fspan>, трудовой договор может быть заключен с гражданами в возрасте:\u003C\u002Fp>\n\u003Col start=\"1\" type=\"A\">\n\u003Cli>15 лет в случаях получения ими основного среднего, общего среднего образования в организации среднего образования;\u003C\u002Fli>\n\u003Cli>14 лет для выполнения в свободное от учебы время работы, не причиняющей вреда здоровью и не нарушающей процесса обучения;\u003C\u002Fli>\n\u003Cli>младше 14 лет в творческих профессиях (кино, театры, цирки) без ущерба здоровью и нравственному развитию, а также процессу обучения.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Для заключения трудового договора, необходимы следующие документы:\u003C\u002Fp>\n\u003Col start=\"1\" type=\"1\">\n\u003Cli>удостоверение личности или паспорт (свидетельство о рождении для лиц младше 16 лет);\u003C\u002Fli>\n\u003Cli>вид на жительство, удостоверение лица без гражданства либо удостоверение беженца;\u003C\u002Fli>\n\u003Cli>документ об образовании, квалификации, наличии специальных знаний или профессиональной подготовки (если это требуется для работы);\u003C\u002Fli>\n\u003Cli>документ, подтверждающий трудовую деятельность;\u003C\u002Fli>\n\u003Cli>документ о прохождении предварительного медицинского освидетельствования (при необходимости).\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Трудовой договор заключается в письменной форме не менее чем в двух экземплярах и подписывается сторонами. Работник расписывается за получение своего экземпляра трудового договора. Внесение изменений в трудовой договор, в том числе при переводе на другую работу, осуществляется в письменной форме и по согласию сторон. \u003Cspan id=\"docs-internal-guid-b7342abd-7fff-d341-edc1-d01c5fbf647b\">\u003Cspan>Заключение, изменение или дополнение трудового договора возможно в форме электронного документа, удостоверенного электронной цифровой подписью.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Трудовой договор должен содержать, например:\u003C\u002Fp>\n\u003Col start=\"1\" type=\"1\">\n\u003Cli>полные сведения о сторонах;\u003C\u002Fli>\n\u003Cli>трудовую функцию;\u003C\u002Fli>\n\u003Cli>место выполнения работы (кроме дистанционной работы);\u003C\u002Fli>\n\u003Cli>срок трудового договора (срочный или бессрочный) и дата его заключения;\u003C\u002Fli>\n\u003Cli>дата начала работы;\u003C\u002Fli>\n\u003Cli>режим рабочего времени и времени отдыха;\u003C\u002Fli>\n\u003Cli>размер и иные условия оплаты труда;\u003C\u002Fli>\n\u003Cli>условия труда для работы в тяжелых или вредных\u002Fопасных условиях;\u003C\u002Fli>\n\u003Cli>права и обязанности сторон;\u003C\u002Fli>\n\u003Cli>порядок изменения и прекращения трудового договора.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Прием на работу оформляется актом работодателя. Работник может приступить к работе только после того, как трудовой договор был заключен. Если трудовой договор не был заключен по вине работодателя, то он несет ответственность в соответствии с законодательством Республики Казахстан. Это деяние наказывается штрафом в размере от 30 до 150 \u003Ca href=\"https:\u002F\u002Fmojazarplata.kz\u002Fzarabotnaja-plata\u002Fmesyachnyi-raschetnyi-pokazatel\">месячных расчетных показателей\u003C\u002Fa>.\u003C\u002Fp>\n\u003Cp>Если нарушение повторяется в течение года после административного взыскания, штраф увеличивается до 200 месячных расчетных показателей. То же деяние в отношении несовершеннолетнего влечет штраф до трехсот месячных расчетных показателей. Более того, отсутствие трудового договора не означает умаление прав работника в случае расторжения договора. Занятость работника может быть доказана, например, трудовой книжкой, отчетностью по заработной плате, информацией из Государственного фонда социального страхования о социальных отчислениях, договором с отметкой работодателя о дате и основании его прекращения.\u003C\u002Fp>\n\u003Cp>Источники: ст. 1, 28, 30-33 \u003Cspan id=\"docs-internal-guid-3b9ac2ee-7fff-5aaf-4fc0-0ac9a9774494\">\u003Cspan>и 35 \u003C\u002Fspan>\u003C\u002Fspan>Трудового кодекса; ст. 86 Кодекса об административных правонарушениях\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Срочный трудовой договор для Постоянной Работы\u003C\u002Fh2>\n\u003Cp>Как правило, минимальная продолжительность срочного трудового договора составляет 1 год. При истечении срока трудового договора стороны вправе продлить его на неопределенный или определенный срок не менее одного года. Количество продлений срока трудового договора не может превышать двух раз. Если работник продолжает работать после истечения трудового договора, то он считается заключенным на неопределенный срок. Субъекты малого предпринимательства могут заключать трудовые договоры с работниками на определенный срок без ограничения. Кроме того, для пенсионера, имеющего высокий профессиональный и квалификационный уровень, с учетом его работоспособности, трудовой договор может продлеваться ежегодно без ограничений. Заключение срочного трудового договора для выполнения работы постоянного характера запрещено.\u003C\u002Fp>\n\u003Cp>Согласно Трудовому кодексу срочный трудовой договор заключается в следующих случаях:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>на время выполнения определенной работы;\u003C\u002Fli>\n\u003Cli>исполнение обязанностей отсутствующего работника;\u003C\u002Fli>\n\u003Cli>сезонная работа;\u003C\u002Fli>\n\u003Cli>при трудоустройстве иностранца.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Источники: ст. 30 Трудового кодекса\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Испытание\u003C\u002Fh2>\n\u003Cp>В трудовом договоре может быть установлено условие об испытательном сроке в целях проверки соответствия квалификации работника поручаемой работе. \u003Cspan id=\"docs-internal-guid-0cdb9fbc-7fff-1e95-4a7d-75ea3a870f73\">\u003Cspan>Оно начинается с \u003C\u002Fspan>\u003Cspan>даты\u003C\u002Fspan>\u003Cspan> начала \u003C\u002Fspan>\u003Cspan>работы (указана в трудовом договоре) \u003C\u002Fspan>\u003Cspan>и включается в стаж. Испытательный срок приостанавливается на период, когда работник фактически отсутствовал на работе.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Максимальный срок испытания составляет 3 месяца. Для руководителей организаций и их заместителей, главных бухгалтеров и их заместителей, руководителей филиалов, представительств организаций испытательный срок может быть увеличен до шести месяцев. Если срок испытания истек и \u003Cspan id=\"docs-internal-guid-12dae0ef-7fff-cc37-0600-76d61f3bbc1f\">\u003Cspan>работодатель\u003C\u002Fspan>\u003C\u002Fspan> не уведомил о расторжении трудового договора, то работник считается прошедшим испытательный срок. Если работодатель не удовлетворен работой во время испытательного срока, то может расторгнуть трудовой договор с указанием причины этого.\u003C\u002Fp>\n\u003Cp>Источники: ст. 36 и 37 Трудового кодекса\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Увольнения\u003C\u002Fh2>\n\u003Cp>В соответствии с Трудовым кодексом Республики Казахстан основаниями прекращения трудового договора являются:\n•  расторжение трудового договора по соглашению сторон;\n•  истечение срока трудового договора;\n•  расторжение трудового договора по инициативе работодателя;\n•  в связи с переводом работника к другому работодателю;\n•  расторжение трудового договора по инициативе работника;\n•  обстоятельства, не зависящие от воли сторон;\n•  отказ работника от продолжения трудовых отношений;\n• переход работника на выборную работу (должность) или назначение его на должность, исключающую возможность продолжения трудовых отношений;\n•  нарушение условий заключения трудового договора.\u003C\u002Fp>\n\u003Cp>Основания для расторжения трудового договора по инициативе работодателя в соответствии с законодательством Республики Казахстан может быть случаях:\n• ликвидации организации или прекращения деятельности индивидуального предпринимателя;\n•  сокращения численности или штата работников;\n•  снижения объёма работ или ухудшения экономического состояния работодателя;\n•  несоответствия квалификации или требованиям к профессии работника;\n•  повторной неудачной аттестации по вопросам охраны труда работника; лишения квалификационного свидетельства;\n•  невозможности выполнять работу по состоянию здоровья;\n•  непрохождения испытательного срока;\n•  прогулов без уважительных причин;\n• появления на работе в состоянии опьянения или отказа от медосвидетельствования;\n•  грубого нарушения техники безопасности или ПДД с тяжкими последствиями;\n•  хищения, умышленного ущерба имуществу работодателя;\n• совершения виновных действий, а также использование своего служебного положения в своих интересах;\n•  аморального проступка;\n• сведений, составляющих государственные секреты и иную охраняемую законом тайну;\n•  повторного нарушения трудовой дисциплины;\n•  представления ложных документов при приёме на работу;\n•  материального ущерба работодателю по вине руководства;\n•  прекращения допуска работника к государственным секретам;\n•  длительной нетрудоспособности (более 2 месяцев подряд), кроме работников, утратившим трудоспособность в связи с производственной травмой или профессиональным заболеванием;\n•  совершения коррупционного правонарушения;\n•  участия в забастовке, признанной незаконной;\n•  досрочного прекращения полномочий руководителей исполнительного органа;\n•  достижения пенсионного возраста с правом ежегодного продления срока трудового договора по взаимному согласию сторон;\n•  отсутствия работника на работе более одного месяца по неизвестным работодателю причинам.\u003C\u002Fp>\n\u003Cp>Трудовой договор с работником по инициативе работодателя подлежит расторжению в случаях:\n•  наличия гражданства иностранного государства у руководителя, его заместителя, члена коллегиального органа управления субъекта квазигосударственного сектора – гражданина Республики Казахстан;\n•  совершения работником квазигосударственного сектора коррупционного преступления.\u003C\u002Fp>\n\u003Cp>Основания прекращения трудового договора по обстоятельствам, не зависящим от воли сторон:\n• отзыв местным исполнительным органом разрешения на привлечение иностранной рабочей силы, истечение срока действия вида на жительство или удостоверения лица без гражданства;\n• вступление в законную силу приговора суда, исключающего возможность продолжения трудовых отношений;\n•  смерть работника или работодателя – физического лица, либо признание их судом умершими или безвестно отсутствующими;\n•  признание работника судом недееспособным или ограниченно дееспособным;\n•  восстановление на работе ранее выполнявшего эту работу работника;\n•  поступление работника на воинскую службу по контракту, в правоохранительные или специальные государственные органы;\u003C\u002Fp>\n\u003Cp>В соответствии с Трудовым кодексом Республики Казахстан, коллективные увольнения при сокращении численности или штата работников, регулируются рядом процедур и обязательств, которые работодатель должен соблюдать.  \u003C\u002Fp>\n\u003Cp>В случае коллективных увольнений, связанных с ликвидацией работодателя — юридического лица, прекращением деятельности работодателя — физического лица или сокращением численности или штата работников, работодатель при расторжении трудового договора обязан уведомить работника о расторжении трудового договора не менее чем за один месяц, если трудовым или коллективным договором не предусмотрен более длительный срок уведомления. С письменного согласия работника расторжение трудового договора может быть произведено до истечения срока уведомления.\u003C\u002Fp>\n\u003Cp>При расторжении трудового договора по основанию снижения объема производства, выполняемых работ и оказываемых услуг, повлекшего ухудшение экономического состояния работодателя, работодатель обязан уведомить работников о расторжении трудового договора за пятнадцать рабочих дней, если в трудовом, коллективном договорах не предусмотрен более длительный срок уведомления. По соглашению сторон срок уведомления может быть заменен выплатой заработной платы, пропорциональной неотработанному сроку. В уведомлении работодатель обязан указать причины, послужившие основанием для расторжения трудового договора.  \u003C\u002Fp>\n\u003Cp>Расторжение трудового договора по данному основанию возможно при одновременном соблюдении следующих условий:\n•  закрытие структурного подразделения (цеха, участка);\n•  отсутствие возможности перевода работника на другую работу;\n•  уведомление не менее чем за один месяц представителей работников с указанием причин, послуживших основанием для расторжения трудового договора (наличие непосредственной связи между экономическими изменениями у работодателя и необходимостью расторжения трудового договора).\u003C\u002Fp>\n\u003Cp>Согласно Трудовому кодексу Республики Казахстан, неправомерное увольнение — это расторжение трудового договора с нарушением законодательства, а также в случае отсутствия законных оснований или несоблюдения процедуры увольнения. Такое увольнение нарушает права работника и может быть оспорено.\u003C\u002Fp>\n\u003Cp>Не допускается расторжение трудового договора по инициативе работодателя не допускается с беременными женщинами, предоставившими работодателю справку о беременности, женщинами, имеющими детей в возрасте до трех лет, одинокими матерями, воспитывающими ребенка в возрасте до четырнадцати лет (ребенка с инвалидностью до восемнадцати лет), иными лицами, воспитывающими указанную категорию детей без матери, а также в период временной нетрудоспособности и пребывания работника в отпуске.  \u003C\u002Fp>\n\u003Cp>Индивидуальные трудовые споры, включая споры о неправомерном увольнении, в первую очередь рассматриваются согласительными комиссиями, создаваемыми на предприятиях на паритетных началах (из равного числа представителей работников и работодателя). Если спор не урегулирован или решение комиссии не исполнено — он подлежит рассмотрению в судебном порядке.\u003C\u002Fp>\n\u003Cp>Для обращения в согласительную комиссию или в суд по рассмотрению индивидуальных трудовых споров о восстановлении на работе у работника есть один месяц со дня вручения или направления по почте заказным письмом с уведомлением о вручении копии акта работодателя о прекращении трудового договора в согласительную комиссию, а для обращения в суд — два месяца со дня вручения или направления по почте заказным письмом с уведомлением о вручении копии решения согласительной комиссии при обращении по неурегулированным спорам либо при неисполнении её решения стороной трудового договора.\u003C\u002Fp>\n\u003Cp>Источники: ст. \u003Ca href=\"https:\u002F\u002Fonline.zakon.kz\u002FDocument\u002F?doc_id=38910832&pos=1256;-59#pos=1256;-59\">49\u003C\u002Fa>, \u003Ca href=\"https:\u002F\u002Fonline.zakon.kz\u002FDocument\u002F?doc_id=38910832&pos=1291;-43#pos=1291;-43\">52, 53, 54, 57\u003C\u002Fa>, \u003Ca href=\"https:\u002F\u002Fonline.zakon.kz\u002FDocument\u002F?doc_id=38910832&pos=2949;-54#pos=2949;-54\">159, 160 Трудового кодекса РК\u003C\u002Fa>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Нормативное регулирование гарантий занятости\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Трудовой кодекс Республики Казахстан 2015 г. (в ред. от 01.01.2025) \u002F Labour Code of the Republic of Kazakhstan 2015 (version 01.01.2025)\n          \u003C\u002Fli>\n\u003Cli>\n            Специальные законы о продолжительности ежегодного оплачиваемого отпуска (например, Закон Республики Казахстан “О науке и технологической политике” от 01.07.2024 №103-VIII) \u002F Special laws about the length of the annual paid leave (for example, Law of the Republic of Kazakhstan ‘Science and Technology Policy’ 01.07.2024  №103-VIII)\n          \u003C\u002Fli>\n\u003Cli>\n            Закон Республики Казахстан “О праздниках в Республике Казахстан” от 13.12.2001 № 267-II (в ред. от 01.05.2023) \u002F Law of the Republic of Kazakhstan ‘About holidays in the Republic of Kazakhstan’ 13.12. 2001 № 267-II (version 01.05.2023)\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Материалы по теме\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fgarantii-zanyatosti\u002Fpreduprezhdenie-i-vyhodnoe-posobie'>Предупреждение и Выходное Пособие\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Frabota-i-oplata-truda'>Работа и Оплата Труда\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fmaterinstvo-i-rabota'>Материнство И Работа\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fbolnichnyi'>Больничный\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":39,"link":40},"Связаться с нами",{"title":39,"url":41,"description":39,"rel":42,"type":43,"id":44},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":46,"first_name":47,"last_name":48,"email":49,"image":50,"function":51},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",true,[54,58,62,66,67,71,75,79,83,87,91,95,99,103,107,111,115],{"id":55,"short_title":7,"title":56,"url":57},3285,"Работа и Оплата Труда","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Frabota-i-oplata-truda",{"id":59,"short_title":7,"title":60,"url":61},3286,"Компенсация и рабочее время","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fkompensaciya-i-rabochee-vremya",{"id":63,"short_title":7,"title":64,"url":65},3287,"Ежегодный Отпуск и Дни Отдыха","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fezhegodnyi-otpusk-i-dni-otdyha",{"id":4,"short_title":7,"title":24,"url":9},{"id":68,"short_title":7,"title":69,"url":70},3289,"Предупреждение и Выходное Пособие","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fgarantii-zanyatosti\u002Fpreduprezhdenie-i-vyhodnoe-posobie",{"id":72,"short_title":7,"title":73,"url":74},3290,"Труд лиц с семейными обязанностями","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Ftrud-lic-s-semeinymi-obyazannostyami",{"id":76,"short_title":7,"title":77,"url":78},3291,"Материнство И Работа","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fmaterinstvo-i-rabota",{"id":80,"short_title":7,"title":81,"url":82},3292,"Защита","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fmaterinstvo-i-rabota\u002Fzaschita",{"id":84,"short_title":7,"title":85,"url":86},3293,"Грудное вскармливание \u002F Перерывы для Кормления","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fmaterinstvo-i-rabota\u002Fgrudnoe-vskarmlivanie-pereryvy-dlya-kormleniya",{"id":88,"short_title":7,"title":89,"url":90},3294,"Охрана Труда","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fohrana-truda",{"id":92,"short_title":7,"title":93,"url":94},3295,"Больничный","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fbolnichnyi",{"id":96,"short_title":7,"title":97,"url":98},3296,"Пособие По Производственной Травме","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fbolnichnyi\u002Fposobie-po-proizvodstvennoi-travme",{"id":100,"short_title":7,"title":101,"url":102},3297,"Социальное Обеспечение","\u002Fru-kz\u002Frabota-v-kazakhstane\u002Ftrudovoe-pravo\u002Fsocialnoe-obespechenie",{"id":104,"short_title":7,"title":105,"url":106},3298,"Пособие по 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