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How to hire remote employees in
Want to hire someone in Kyrgyzstan? Excellent. But, no matter where you’re from, labor laws in Kyrgyzstan are different from those in your home country (unless you’re from Kyrgyzstan, of course). Read on to learn about your options, plus as the easiest way to make remote hires in Kyrgyzstan.
If you want to successfully hire in
Kyrgyzstan
, you have two options:
Laws about hiring contractors are significantly more simple in
Kyrgyzstan
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Kyrgyzstan
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Kyrgyzstan
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Kyrgyzstan
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Kyrgyzstan
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Kyrgyzstan than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Kyrgyzstan.
Employees are generally entitled to 4 weeks of paid annual leave, which can be taken all at once or 2 weeks at a time.
Employees receive 28 days of annual paid leave.
There are 14 public holidays in a year. The authorities follow the practice of allowing another day if a scheduled holiday falls on a Sunday.
Employers are not required to provide paid sick leave but most employers provide some time off for illness.
A pregnant female employee is entitled to take up to 70 days of leave before the birth of her child and 56 days after the birth. In the event of a birth with complications or the birth of more than one child at the same time, the mother is entitled to 70 days of leave after the birth.
Female workers in certain remote or mountainous regions are entitled to additional maternity leave.
During maternity leave, employers pay workers 100% of the employee’s wages for the first 10 working days.
Beginning on the 11th day and continuing through the end of the leave, the employee on leave receives a benefit paid by the government.
A child’s father or any close relative serving as a caregiver can opt for the same leave benefits as that of the female employee.
In kyrgyzstan, both parents may take unpaid leave when needed until the child is three years old.
Childcare leave - The employer may grant additional unpaid leave which can be used by the mother, father or guardian until the child reaches the age of 3.
Adoption Leave
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If the employee’s performance on probation is not satisfactory, the employer may terminate the employment contract by giving at least 3 days’ prior written notice to the employee stating the reasons for considering the employee to have failed to satisfactorily complete the probationary period.
If during the probationary period the employee determines that this job is not suitable for them, the employee may terminate the employment contract by giving 3 days’ prior written notice to the employer without stating the reasons for such termination.
Employees holding indefinite term contracts may be terminated based on the grounds stated in the labor code.
After the probationary period, the written notice period is dependent on the cause for termination.
Employees are generally entitled to a severance payment, the amount of which is dependent on the reason for termination.
The notice period in Kyrgyzstan is:
If the employee’s performance on probation is not satisfactory, the employer may terminate the employment contract by giving at least 3 days’ prior written notice to the employee stating the reasons for considering the employee to have failed to satisfactorily complete the probationary period.
If during the probationary period the employee determines that this job is not suitable for them, the employee may terminate the employment contract by giving 3 days’ prior written notice to the employer without stating the reasons for such termination.
After the probationary period, the written notice period is dependent on the cause for termination.
Employees are generally entitled to a severance payment, the amount of which is dependent on the reason for termination.
Probationary periods are limited to 3 months, or for managers and similar positions, 6 months.
In general, the work week is 40 hours: 5,8-hour days.
Overtime must be paid at least time and half of the worker's normal pay for the first two hours and double time thereafter.
Holiday and weekend work must be paid at least double time the worker's normal pay rate.
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