The material liability of a party to an employment contract for damage (harm) caused by it to the other party to the employment contract occurs for damage (harm) caused as a result of the guilty illegal behavior (action or inaction) and the causal relationship between the guilty illegal behavior and the caused damage (harm), unless otherwise provided by this Code and other laws of the Republic of Kazakhstan.

The employer is obliged to reimburse the employee for the salary that he did not receive and other payments due to him in case of illegal transfer to another job, non-admittance the employee for the workplace, to unilaterally change the terms of the employment contract, suspension him from work, terminate the employment contract.

In case of harm to the life and (or) health of the employee in connection with the performance of his labor duties, the employer is obliged to compensate for the harm in the amount and manner prescribed by the legislation of the Republic of Kazakhstan.

In case of harm to the employee related to the establishment of the degree of loss of professional labor capacity from five to twenty-nine percent inclusively, the employer is obliged to reimburse the employee for lost earnings and expenses caused by harm to his health.

Material liability in full amount of damage caused to the employer rests with the employee in the following cases:

1. failure to ensure the safety of property and other valuables, transferred to the employee on the basis of a written agreement on assuming full material responsibility;
2. failure to ensure the safety of property and other values, ​​received by the employee under the report on a one-time document;
3. causing damage in a state of alcoholic, narcotic or toxicomanic intoxication (their analogues);
4. shortages, intentional destruction or intentional damage to materials, semi-finished products, products (goods), including during their manufacture, as well as tools, measuring instruments, special clothing and other items issued by the employer to the employee for use;
5. violation of the condition of non-competition, which resulted in disadvantage to the employer;
6. in other cases stipulated in labor, collective agreements.

Guarantees and compensatory payments

Employees sent on business trips are paid:

1. per diem for calendar days on a business trip, including travel time;
2. travel expenses to and from destination;
3. the costs of hiring a living space.

When transferring an employee to work in another locality, together with the employer, the employer must reimburse the employee for the costs of:

1. move of the employee and members of his family;
2. transportation of property of the employee and members of his family.

The employer makes compensation payments in connection with the loss of work in the amount of the average monthly wage in the following cases:

1. upon termination of the employment contract at the initiative of the employer in case of liquidation of the employer – legal entity or termination of the employer – individual;
2. upon termination of the employment contract at the initiative of the employer in the event of a reduction in the number or staff of employees;
3. upon termination of the employment contract at the initiative of the employee in case of non-fulfillment by the employer of the terms of the employment contract.