As everyone knows, on 20 August 2015, the Government and the
National Bank of the Republic of Kazakhstan made the decision to
launch a new monetary credit policy based on an inflation targeting
regime and to move to the free floating currency of the tenge.
In connection with this, many of our clients ask the question:
Is it possible to set the salary in the employment contract in
foreign currency or to set the indexation in the event of a change
in the currency exchange rate?
Considering the urgency of these issues, we decided to release
the Client Update on "Changing the rate of the tenge: salary
In case of the employer's interest in the social support of
its employees in a period of national currency instability, the
issue of salary indexation can be settled in employment
The Labour Code of the Republic of Kazakhstan provides for
salary payment in cash in the national currency of the Republic of
This means that, as a general rule, the employer cannot pay its
employees their salaries in foreign currency.
However, the Law "On Currency Regulation and Currency
Control" allows exceptions to this rule.
Thus, salary payment in foreign currency is permitted for
resident legal entities of Kazakhstan when their employees are
non-residents as well as for non-resident legal entities for salary
payment to all their employees regardless of their residency
Considering that the majority of employers do not fall among
these exceptions, the inclusion of the employment contract's
so-called "currency clause" may be the way out of this
In the section of the employment contract that determines the
amount of the salary, the Parties may specify that, in the case of
a change in the US dollar (or other currency, for example, euro) to
tenge rate, the fixed amount of the salary in tenge in the contract
is subject to recalculation in accordance with the contract.
At recalculation, the applied coefficient is defined as the
ratio of the tenge rate to the respective currency rate on the date
of salary payment and the exchange rate of that foreign currency on
the date of the execution of the employment contract.
Usually, the exchange rate established by the National Bank of
the RoK is taken as the basis for recalculation. However, the
parties may determine other ways.
For the ease of use of such a clause, Parties usually provide
that it is applicable only in the event of a significant rate
change, for example, one greater than 5%.
Besides the currency clause, the salary indexation mechanism by
the Parties of the employment contract provided for by Labour
legislation of the Republic of Kazakhstan can be used.
Indexation is carried out based on the assumption of the
inflation rate as defined in the respective period of the
legislation of the RoK. The procedure involved in such indexation
may be determined by employment, collective agreements as well as
by the acts of the Employer.
In conclusion, it should be mentioned that the balance of the
convenience of employees and that of the employer is not only one
of the principles of Labour Law, but it is also one of the
fundamental factors that affect the labour market and business
development in general.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
Everyone has sympathy for employees who are genuinely unwell. When advising employers about employees suffering from stress, various medical conditions and resultant absence, it is these words that come up again and again.
In our article published in HR Zone, we consider the introduction of the new rules on regulatory references which come into force on 7 March 2017 and the practical steps that employers must take to comply...
Most of us know the difference between being employed and being self-employed (or at least we think we do). And in everyday laymen's terms, the difference is relatively straightforward and obvious – if you are employed, you work for someone else and, if you are self-employed, you ‘work for yourself'.
This coming year looks to be another busy one with more significant employment law changes coming into force and we have highlighted some of the key changes, which range from the introduction of gender pay...
Due to the nature of employment relationships, personal employee data are processed in countless contexts every day. However, Hungarian labor regulations have very limited provisions on data processing at the workplace.
Some comments from our readers… “The articles are extremely timely and highly applicable” “I often find critical information not available elsewhere” “As in-house counsel, Mondaq’s service is of great value”
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).