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$249/month
$49/month
2% of gross salary / month
Kyrgyzstan is experiencing strong growth, with approximately 6% in 2023. Kyrgyzstan is a low-cost economy with monthly wages averaging 372.046 USD; in addition, the country has significantly improved its education in addition to growth in exports and transit trade between Russia and China. Kyrgyz people are considered hardworking and industrious, and with Kyrgyzstan’s cost of living around 60% lower than the US, hiring in Kyrgyzstan could help affordably expand your workforce.
Read on to find out how a Kyrgyzstan Employer of Record (EOR) solution can help you hire in Kyrgyzstan.
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A Kyrgyzstan Employer of Record (EOR) is a service provided to foreign companies that want to establish a workforce without registering a legal entity in the country. The role of an EOR is to manage, pay, and apply labor law on behalf of your business. A Kyrgyzstan EOR will take care of various HR and employment measures, including onboarding, training new staff, tax compliance, and offboarding. An EOR ensures that all terms in the contract are communicated and the best employment practices are implemented.
The terms Kyrgyzstan Employer of Record (EOR) and Kyrgyzstan Professional Employer Organization (PEO) are generally used interchangeably.
Hiring workers in Kyrgyzstan would be extremely challenging if you didn’t have an EOR on your side. Hiring the services of an EOR makes it easier to remain compliant with mandatory laws, and they can help you save on the costs of onboarding employees. Additional benefits of a Kyrgyz EOR include:
Horizons stands out as a Kyrgyzstan EOR through:
A Kyrgyzstan EOR works by representing your business as a legal employer when you do not have a registered business in the country. The following services are provided by an EOR:
Kyrgyzstan operates according to the Labor Code of the Kyrgyz Republic, and an EOR will ensure that your business adheres to these legalities. This includes meeting the minimum wage and probationary periods for new employees, paid leave, overtime, and handling termination of employment contracts.
There are three types of employment contracts in Kyrgyzstan: fixed-term contracts, generally lasting 5 years; open-ended or indefinite contracts offered to permanent staff; and part-time contracts, specifying the number of working hours. Kyrgyzstan offers employers flexible hiring solutions, such as contractor agreements, in which industry experts provide a contracted service for a specified period rather than being hired as employees.
No probationary period.
At completion of the project.
Not applicable
Typically up to 3 months
30 days (minimum and maximum allowed by labor law)
No severance pay (unless specified otherwise by the contract or collective agreement)
Typically up to 3 months
30 days (minimum and maximum allowed by labor law)
No severance pay (unless specified otherwise by the contract or collective agreement)
In Kyrgyzstan, regular working hours are 40 hours per week. If employees are required to work overtime, they must be paid 1.5 times their standard hourly rate.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Kyrgyzstan has a range of national public holidays that are celebrated annually. In 2025 these holidays are:
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 7 Jan 2025 | Orthodox Christmas Day |
| 23 Feb 2025 | Defender of the Fatherland Day (Men’s Day) |
| 8 Mar – 10 Mar 2025 | International Women’s Day |
| 21 Mar 2025 | Nowruz (Nooruz) |
| 30 Mar – 31 Mar 2025 | Orozo Ait (Eid al-Fitr) |
| 7 Apr 2025 | People’s April Revolution |
| 1 May 2025 | Labour Day / May Day |
| 5 May 2025 | Constitution Day of the Kyrgyz Republic |
| 9 May 2025 | Great Patriotic War Against Fascism Victory Day |
| 6 Jun 2025 | Kurman Ait (Eid al-Adha) |
| 31 Aug 2025 | Independence Day |
| 7 Nov – 10 Nov 2025 | Days of History and Memory of Ancestors holiday |
| 31 Dec 2025 | New Year’s Eve / Customs Officers’ Day |
The developing Asian country offers workers several types of paid leave, and each is subject to entitlements as set forth by the Labor Code. This includes annual leave, sick or disability leave, and maternity leave.
no leave entitlement
28 days of paid leave annually
28 days of paid leave annually
28 days of paid leave annually
All Kyrgyzstan workers receive paid sick leave, provided they issue a medical certificate. The amount of compensation and duration of sick leave depend on the guidelines of the Labor Code.
No official limit
No official limit
No official limit
No official limit
Covered by the Social Fund, and the rate may vary based on the individual's contribution history and the specifics of their medical condition.
Covered by the Social Fund, and the rate may vary based on the individual's contribution history and the specifics of their medical condition.
Covered by the Social Fund, and the rate may vary based on the individual's contribution history and the specifics of their medical condition.
In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.
Maternity leave is about 70 days before the expected date of birth while post-natal leaves are 56 days (extendeds to 70 days in case of complicated childbirth or the birth of two or more children). This is paid at 100% of the average earnings of the employee.
There is no specific statutory provision for paid paternity leave in Kyrgyzstan’s Labor Code. Fathers may be eligible for unpaid leave or may negotiate paid leave with their employer.
Parental leave is also available to both parents up to three years to care for a child.
Every employee in Kyrgyzstan is entitled to 28 days of annual leave paid in full. An employee can take vacation leave based on the notice they provide to the employer. These notice periods are recorded in the employment contract.
In Kyrgyzstan, the employer must give the employee the required minimum notice period in writing based on the type of employment contract and the reason for termination. Furthermore, the termination procedure depends on the reason for the dismissal and whether ending the employment contract is initiated by the employer or employee.
Articles 123 and 125 of the Labor Code govern severance pay in Kyrgyzstan, which typically consists of one month’s salary. However, the amount can change depending on the terms of the employment contract.
Compulsory social security contributions are managed by the Social Fund and cover various social insurance programs, including pensions, health insurance, and other benefits.
The compulsory social security contributions generally apply to all employees working in Kyrgyzstan, including foreign employees, unless there is a bilateral agreement between Kyrgyzstan and the employee’s home country that provides exemptions or alternative arrangements.
Kyrgyzstan, the individual income tax system is relatively straightforward. The flat rate for personal income tax in Kyrgyzstan is 10%.
In Kyrgyzstan, health insurance is primarily managed through the Mandatory Health Insurance Fund, and provides access to a range of medical services, including outpatient and inpatient care, preventive care, emergency services, and essential medications.
All employees, including foreign workers, are typically covered under the mandatory health insurance scheme, provided that the contributions are made. Self-employed individuals and certain other categories may also be eligible for coverage if they voluntarily contribute to the fund.
The minimum wage in Kyrgyzstan is 1,970 Kyrgyzstani Som (KGS) per month. This rate applies to all sectors of the economy. The EOR pays employee compensation such as severance, annual leave, and overtime according to the Labor Code.
A 13th-month salary is not a mandatory requirement in Kyrgyzstan. Employers can, however, offer optional benefits to employees to retain their staff and create a happier workforce.
Employees are obligated to contribute 10% of their salaries to social security. The employer’s contribution consists of 15% of an employee’s wage towards the pension fund and 2% towards social security. The Kyrgyzstan employer is responsible for registering their workers with the social fund.
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Hiring an EOR in Kyrgyzstan as a foreign company makes it easier to onboard employees with specific skill sets in a short period of time. Rather than go through the hassle of setting up a legal entity in the country, the Kyrgyz EOR acts as an employer on your behalf, taking care of legal matters while you focus on employee management and performance. An EOR makes it easier to comply with the country’s Labor Code, which consists of 448 Articles. This way, international companies can avoid paying fines or facing lawsuits if they do not adhere to labor laws. If your business is not fluent in Kyrgyzstan’s main languages, Kyrgyz and Russian, communicating with the workforce and completing documentation would be problematic. Instead, an EOR offers professional support and expertise for compliance and a successful workforce.
When you hire an EOR in Kyrgyzstan, they will learn about your organization and help you find employees that best fit the position and the corporate culture. EORs manage employee contracts and benefits by acting as a mediator between the employee and the employer. During the onboarding process, the Employer of Record will explain which labor laws you must abide by; for example, they’ll tell you how much to contribute towards social security and the types of paid leave to include in the contract. Both mandatory and optional benefits are discussed so you can provide workers with valuable offers such as contributions toward health and life insurance.
Holiday Schedule in Kyrgyzstan [2025]
