What you need to know about employment contracts in ULARS

Maintaining information about employment contracts is carried out through the website www.hr.enbek.kz or by integrating the employer's HR information system with the ULARS.

For the first case, it is necessary to register in the HR.Enbek Human Resources subsystem of the state information portal Electronic Labor Exchange www.hr.enbek.kz, information about the company must be confirmed by an EDS. Electronic employment contracts are an additional option to the traditional form of an employment contract concluded in writing.

For the second case, it is necessary to organize integration work in accordance with the order of the Acting Minister of Information and Communications of the Republic of Kazakhstan dated March 29, 2018 No. 123 "On approval of the rules for the integration of informatization objects of "electronic Government".

The main advantages of ULARS are:

• simplification of the employment process due to the absence of the need to collect paper documents;
• protection from social risks by displaying the existence of a contract, contributions and deductions to the funds, as well as securing the obligations of the employer to the employee.

Contracts can be concluded in two languages: Kazakh and Russian.

An employee in the personal account of the electronic government can check the information about the current employment contract in the "Employment activity" section, where the company name, date of conclusion, contract number and position are displayed.

The employer is obliged to enter information on the conclusion and termination of an employment contract with an employee, changes and (or) additions to it, containing information, in the ULARS. 

The employer enters information into ULARS by integrating staffing with ULARS or through the state information portal "Electronic Labor Exchange" or other information systems for automating the accounting of labor contracts, integrated with EULARS: 

• on the conclusion and termination of an employment contract with an employee; 
• on the changes and (or) additions to the employment contract. 

Mandatory information on employment contracts: 

• details of the parties: IIN of the employer –natural person or BIN of the employer - legal entity, IIN of the employee;
• work in a certain specialty, profession, qualification or position (labor function);
• place of work;
• the term of the employment contract; 
• start date of work;
• date of conclusion and serial number of the contract. 

Additional information about employment contracts: 

• working hours and rest;
• about the employee's going on vacation due to pregnancy and the birth of a child (children), adoption of a newborn child (children), and on leave without pay to care for a child until he reaches the age of three years.

The information is provided by the employeror the head of the personnel department, who is entrusted with this duty by the employer's act.

Deadlines for entering information into ULARS:

- on newly concluded employment contracts - no later than 5 working days from the date of signing the employment contract by both parties;

 - valid employment contracts concluded before the introduction of the Rules (until September 17, 2020):

• for enterprises with a population of up to 2,000 people - within 1 year from the date of entry into force of the Rules (until September 17, 2021);
• for enterprises with a population of more than 2,000 people - within 2 years from the date of entry into force of the Rules (until September 17, 2022);

- on amendments and additions to the employment contract - no later than 15 calendar days from the date of signing of amendments and additions to the employment contract by both parties.

- corrects errors in case of incorrect introduction of mandatory information - within 30 working days from the date of initial information;

- deletes information if the employee and/or employer's details are entered incorrectly - within 30 working days from the date of entering the initial information;

- in case of restoration of the employee, within 10 working days from the date of his restoration - adjustments, by specifying the date, number and body that made the decision on restoration;

- on termination of the employment contract - no later than 3 working days from the date of termination of the employment contract;

- relevant information when extending the validity period of the employment contract provided for in subparagraph 2) paragraph 1 of Article 30 of the Labor Code - within 15 working days from the date of extension of the term of the employment contract.

Information from ULARS is provided to natural persons and legal entities by the authorized state body for labor, taking into account the requirements of the legislation of the Republic of Kazakhstan on personal data and their protection on the basis of a request in electronic or paper form.

On January 9, 2026, the President of the Republic of Kazakhstan signed a law amending the Code of the Republic of Kazakhstan on Administrative Offenses (hereinafter referred to as the Code). These amendments introduce administrative liability for violations related to work in the Unified System for Recording Employment Contracts (USRC) effective March 12, 2026.

Thus, according to Part 1-1 of Article 98 of the Code, an employer's violation of the procedure for entering information on the conclusion and termination of an employment contract with an employee, amendments, and/or additions to it into the Unified System for Recording Employment Contracts (hereinafter referred to as the USRC) is defined as:
1) failure to enter information into the Unified System for Recording Employment Contracts or late entry of information into the Unified System for Recording Employment Contracts within the established timeframe;
2) failure to fully enter information into the Unified System for Recording Employment Contracts;

3) Entering false and/or incorrect information into the Unified System for Recording Employment Contracts (USRC) shall entail a fine of thirty times the monthly calculation index for officials, sixty times the monthly calculation index for small businesses or non-profit organizations, eighty times the monthly calculation index for medium-sized businesses, and one hundred and fifty times the monthly calculation index for large businesses.
In accordance with the requirements of the labor legislation of the Republic of Kazakhstan, employers are obligated to promptly enter information on employment relationships into the USRC. Failure to comply with this obligation constitutes an administrative offense under Part 1-1 of Article 98 of the Code of the Republic of Kazakhstan on Administrative Offenses.
According to the established procedure for implementing state control, if violations of labor legislation are identified as a result of an inspection, the state labor inspector:
issues the employer a binding order to rectify the identified violations;
initiates administrative proceedings and draws up a corresponding report. Therefore, sending a mere notification without formalizing the inspection results and taking administrative action is not provided for by current legislation.
The penalty under Part 1-1 of Article 98 of the Code of the Republic of Kazakhstan on Administrative Offenses provides for administrative liability solely in the form of a fine. The application of an administrative penalty in the form of a warning is not provided for under this article.
However, when considering an administrative offense case and determining the amount of the administrative penalty, the authorized body or court may take into account circumstances mitigating administrative liability stipulated by the legislation of the Republic of Kazakhstan.
Such circumstances may include, in particular:
committing the offense for the first time;
lack of intent to commit the offense;
the presence of objective factors hindering the timely fulfillment of obligations, including possible technical failures in the information system;
the employer taking measures to immediately eliminate the identified violation. However, circumstances such as the lack of training materials, explanatory work, or technical difficulties do not exempt the employer from the statutory obligation to enter information into the Unified System of Standardization and Control (USSTC). However, they may be taken into account when assessing the degree of culpability and imposing an administrative penalty within the sanction provided for in this article.

Therefore, current state oversight practices require the mandatory application of responsive measures in the form of issuing an order and initiating administrative proceedings upon the establishment of a violation.