Labor Market - The Times Of Central Asia

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Labor Market

More Kazakhs Working in Their Chosen Fields as Job Satisfaction Varies

A growing number of Kazakhstan’s citizens are working in their chosen professions, yet satisfaction with their jobs remains uneven across demographics and regions, according to a recent study by Finprom.kz based on survey data from the National Statistics Bureau (NSB). In a nationwide NSB survey conducted in March among nearly 12,000 respondents aged 15 and older, 50.7 percent reported being completely satisfied with their jobs, up slightly from 49.9 percent a year earlier. Another 29.9 percent said they were partially satisfied. The share of those dissatisfied with their jobs declined sharply from 3 percent to just 0.9 percent. However, 18.5 percent of respondents either found the question difficult to answer or considered it inappropriate, a sharp increase from 1.6 percent the previous year. Rural residents reported higher job satisfaction than their urban counterparts, with 53.9 percent compared to 49.4 percent. Dissatisfaction was also more common in cities (1.2 percent) than in rural areas (0.7 percent). Gender differences also appeared. Men were more likely to report being satisfied with their work (55 percent) than women (48.1 percent). Women were slightly more likely to say they were only partially satisfied or entirely dissatisfied (1 percent versus 0.6 percent among men). Satisfaction levels varied significantly by age. Among respondents under 17, only 30.2 percent were fully satisfied with their profession. Satisfaction peaked in the 29–38 age group at 62.5 percent but fell to 29.5 percent among those over 60. As expected, financial status played a major role. Among high-income individuals, 82.6 percent were content with their professional choice, compared to just 14.8 percent among low-income respondents. In the second quarter of 2025, Kazakhstan had 9.3 million employed people, an increase of 1.2 percent year over year. Of these, 7.1 million worked in their field of study, 1.7 million in unrelated professions, and 531,700 had not received formal professional training. Urban residents were more likely to work in their trained field, with 4.9 million people, or 83.3 percent of the urban workforce, compared to 2.2 million rural workers (63.7 percent). In rural areas, 24.8 percent worked outside their area of study and 11.5 percent lacked professional training. By gender, 3.6 million men and 3.5 million women reported working in their field. A higher percentage of women (77.6 percent) than men (74.8 percent) were employed in jobs matching their qualifications. The leading employment sector remained trade and auto repair, employing 1.6 million people, a 3.3 percent increase over the past year. It was followed by education (1.2 million, +2.5 percent), agriculture (1 million, –5.2 percent), transport and warehousing (676,900, +1 percent), and construction (638,300, –1 percent). The least represented sectors were water supply, real estate, and energy supply.

Economic Growth

World Bank: Central Asia to Lead Regional Growth in 2025 Despite Global Slowdown

Economic growth in Europe and Central Asia (ECA) is slowing but remains resilient amid global and regional challenges, according to the World Bank’s latest Europe and Central Asia Economic Update: Jobs and Prosperity, released on October 7, 2025. The report projects GDP growth in the region at 2.4% in real terms this year, down from 3.7% in 2024. The slowdown is primarily attributed to weaker growth in Russia. However, excluding Russia, which accounts for about 40% of the region’s total economic output, growth is expected to hold steady at approximately 3.3% in both 2025 and 2026. “Developing economies in the region need bold reforms to turn resilience into stronger growth in productivity, output, and jobs,” said Antonella Bassani, World Bank Vice President for Europe and Central Asia. She stressed the importance of strengthening the private sector, improving education systems, and attracting more private investment to generate quality employment and address demographic changes. Central Asia remains the fastest-growing subregion for the third consecutive year, with growth expected to rise from 5.7% in 2024 to 5.9% in 2025. The World Bank attributes this momentum to increased oil production in Kazakhstan, higher remittance inflows, and rising public and private investment. Turkey and Poland are also highlighted for their strong performance, with forecast growth rates of 3.5% and 3.2%, respectively, supported by solid consumer demand and capital investment. Despite these positive signals, the World Bank warns that sluggish growth and weak reform momentum are exacerbating challenges in the labor market. While employment across the ECA region has expanded by 12% over the past 15 years, particularly in the services sector, many of the new jobs are low-skilled and offer limited income potential. Demographic shifts pose another challenge. The region’s working-age population is projected to shrink by 17 million in the coming decades, especially in Eastern and Central Europe and the Western Balkans. In contrast, Central Asia and Turkey are expected to see population growth, intensifying the need to generate sufficient employment opportunities. The report recommends that countries invest in infrastructure, education, and private-sector development to improve productivity. “Each country can tailor its approach to best use its assets, human talent, physical infrastructure, institutions, and natural resources,” said Ivailo Izvorski, World Bank Chief Economist for Europe and Central Asia. In Central Asia, economic growth is expected to be driven by expansion in agrifood and livestock processing, transport and logistics along Eurasian trade corridors, renewable energy investment, and tourism development. The World Bank notes that these sectors, supported by the region’s cultural and natural heritage, could help position Central Asia as one of the world’s most dynamic emerging markets.

IT Market

Kazakhstan’s IT Market: Post-Pandemic Growth, Skills Gap, and 17 Resumes per Vacancy

Kazakhstan’s IT labor market is expanding rapidly but facing growing mismatches between available skills and employer demand, according to new research by Ranking.kz. Fast Growth Beyond Statistics The number of specialists in “computer programming, consulting, and related services” has more than tripled in recent years, according to the Bureau of National Statistics. The sharpest increase occurred in 2020, when IT employment jumped from 6,900 to 12,100 workers, a 76.7 percent rise in the first post-pandemic year. As of June 2025, 19,500 programmers, developers, and AI specialists were officially registered. However, this figure excludes in-house IT staff employed across industries such as oil and gas, energy, and metallurgy, suggesting actual employment is significantly higher. A 2024 survey by Kolesa Group profiled the median IT specialist as a 26-year-old male with three to five years of experience, working in fintech as a mid-level data analyst, earning approximately 700,000 tenge ($1,300) per month, and having switched jobs twice. International companies increased their IT headcount by 17 to 37 percent between 2021 and 2024, while the proportion of employees aged 26-30 rose by 15 percentage points. Fully remote work has declined, with hybrid formats now the norm. Competition for jobs has intensified. The national electronic labor exchange listed 9,700 resumes in the “IT and telecommunications” category, compared to just 580 vacancies, nearly 17 applicants per position. In Almaty, there were 1,500 candidates for 133 roles; in Astana, 1,000 applicants for 124 positions. The Mangystau region saw the highest disparity, with 655 resumes for just four openings. Skills and Expectations Gap Employers are primarily seeking experienced professionals: 61 percent of vacancies require one to five years of experience, and 8 percent demand more than five years. Only 31 percent of listings are suitable for junior specialists. In contrast, 48 percent of job seekers are entry-level, while only 22.9 percent are senior-level. Demand is shifting toward automation and AI integration. “Today AI is used by everyone from small businesses to multinationals. It raises the bar for employees, basic tools are no longer enough,” said Ekaterina Rehert, founder of DataBoom. “Even Excel now includes Copilot AI. Companies want specialists who know how to embed AI into real processes. Anyone pursuing a career in analytics or related fields must upgrade their AI skills.” Salaries and Global Trends According to Kolesa Group, IT salaries rose 40 percent between 2021 and 2024. The Bureau of National Statistics reported an even steeper increase: salaries in programming and consulting rose 2.5 times, reaching 1.2 million tenge in Q2 2025. The wage gap between IT professionals and the national average widened from 1.7 times in 2020 to 2.8 times in 2025. By specialty, a survey of 420 IT professionals found that machine learning engineers earned the highest salaries (1.6 million tenge or $2,900 per month), followed by data scientists (1.1 million) and data warehouse specialists (1.08 million). Big Data professionals in finance earned 986,300 tenge, compared to just 177,600 tenge for similar roles in the public sector. The World Economic Forum forecasts that...

Employment

Kazakhstan Recognizes Course Certificates as Equivalent to University Diplomas

Kazakhstan’s National Council for Professional Qualifications, in collaboration with industry experts, has approved a new National Qualifications Framework (NQF) that officially recognizes certificates from professional and advanced training courses as valid proof of education for employment purposes. Previously, only diplomas from universities, colleges, and technical schools were accepted. According to the Ministry of Labor and Social Protection of the Population, the revised system now also includes non-formal and informal learning, skills and knowledge acquired outside traditional educational institutions over a person’s lifetime. The reform is based on the European Qualifications Framework and tailored to meet the evolving demands of Kazakhstan’s labor market. “The updated NQF was developed in line with Kazakhstan’s labor and education legislation and incorporates international practices. It is based on transparency and comparability, which ensures recognition of competencies acquired in different sectors and facilitates labor mobility. The framework supports lifelong learning and is tailored to the real needs of the economy,” said First Vice Minister of Labor and Social Protection Askarbek Yertayev. The framework consists of eight levels, ranked by increasing complexity of tasks, responsibility, and knowledge intensity. Under the new system, not only are diplomas and work experience recognized, but certificates from short-term courses and qualifications verified via the Career Enbek portal are now considered official evidence of skills. The Ministry also clarified labor code provisions regarding multiple employment. Citizens are permitted to work for more than one employer, provided the total working time does not exceed 12 hours per day, up to eight hours at the primary job and four hours in secondary employment. However, minors under 18 and employees in hazardous occupations, excluding healthcare workers, are prohibited from holding multiple jobs. Civil servants may not take on secondary employment, except in teaching, research, or creative roles. As previously reported by The Times of Central Asia, authorities have recently increased pressure on employers who pay “gray wages”, salaries paid off the books without tax or social contributions.

Forced Labor

State Workers in Turkmenistan Once Again Forced to Fund Cotton Harvest

As the cotton harvest begins in Turkmenistan, reports from the independent outlet turkmen.news indicates that the annual season is once again marred by forced labor practices. Pay or Work the Fields In Lebap and Mary provinces, state employees, including teachers, doctors, and workers from the Turkmenabat silk production association and a local knitwear factory, are being compelled to contribute financially toward the harvest. The daily levy stands at 30 manats (approximately $1.50). Since August 3, similar demands have reportedly extended to medical and educational staff in Mary province. As in previous years, state workers are frequently presented with a coercive “choice”: pay for a replacement harvester or work in the fields themselves. Some avoid field labor by sending their children in their place. Reform Promises Fall Short In 2024, the Turkmen government, in cooperation with the International Labour Organization, unveiled a roadmap for eradicating forced labor in the cotton industry. The plan outlined key measures to safeguard workers’ rights and address systemic abuses. Despite this, rights groups, including the Turkmen Initiative for Human Rights, the Progres Foundation, and the Cotton Campaign, warn that little can change while the state maintains total control over the cotton supply chain, from seed distribution to raw cotton procurement. These organizations argue that genuine reform requires guarantees of free speech and the right to organize, allowing citizens to report abuses and form independent trade unions. In reality, however, workplace union leaders are reportedly tasked with collecting money from employees and organizing labor schedules. Experts note that this top-down mobilization underscores the state-driven nature of the system, perpetuating a cycle of coercion rather than addressing its root causes.

Employment

Tajik Government Seeks New Destinations for Labor Migrants

Tajikistan is intensifying international cooperation in the field of labor migration. According to the Ministry of Labor, Migration, and Employment, the country signed dozens of agreements in the first half of 2025 aimed at simplifying and legalizing the overseas employment of its citizens. However, actual employment figures continue to lag behind the government’s ambitious declarations. Expanding Employment Opportunities At a mid-year press conference, the ministry reported that Tajikistan currently holds 37 international agreements with 15 countries, 13 of which specifically address labor migration and are under implementation. Key partners include Russia, Kazakhstan, Belarus, the UAE, Qatar, Kuwait, South Korea, and Japan. Negotiations are also underway on nine new agreements with countries such as Georgia, Poland, Serbia, Saudi Arabia, and Croatia. Official data show that 9,478 Tajik citizens found employment through 29 licensed organizations in the first half of 2025. Of those, 5,648 were assisted by the State Employment Agency. Despite appearing significant, these numbers represent only a fraction of the working-age population seeking jobs abroad. South Korea, for example, allocated 800 worker quotas for Tajikistan in 2025. Yet only 26 of 35 citizens trained under the Employment Permit System (EPS) passed the required exam. A new group is now in training for the next selection phase. Japan also ranks as a priority destination, but the volume remains low. Of 68 registered candidates, four have begun working, and eight have passed interviews, underscoring Japan’s high entry standards and limited intake. Key Partners: Russia and Saudi Arabia Russia remains Tajikistan’s principal labor migration partner. From January 28 to 31, officials from both countries held “substantive talks” in Moscow, addressing the training of specialists, new employment channels, and joint initiatives. More than 80 Russian companies have reportedly expressed interest in hiring Tajik workers, a figure that the ministry says reflects rising demand for labor from Tajikistan. Saudi Arabia is emerging as a new strategic partner. During a visit by a Tajik delegation, officials held talks with the Saudi Minister of Human Resources and with executives from Arco, a major HR outsourcing firm in the Middle East. Ambitious Goals, Limited Impact While the Ministry of Labor and Migration continues efforts to expand cooperation, protect migrants’ rights, and promote safe, legal employment abroad, progress remains uneven. Despite active diplomacy, the scale of organized labor migration is still limited. The real measure of success will be the implementation of these agreements, not their number. With millions of Tajik citizens still seeking employment overseas, building effective systems and improving workforce skills will require sustained effort, time, and investment.