Employment dispute lawyer: dismissal and unpaid wages
A dismissal or disciplinary action is disputed
An employee challenges dismissal, disciplinary action, or a change to contract terms. We review the decision and related records.
- What the lawyer checks
- The employment contract, order, notice, explanations, and date the decision was received.
- Review outcome
- Understand which facts matter and which procedure needs checking.
Wages or compensation were not paid
There is a dispute about wages, leave pay, deductions, or recorded working hours. We compare the records and calculations.
- What the lawyer checks
- Pay slips, schedule, time records, proof of payment, and the basis for deductions.
- Review outcome
- See which periods and amounts are supported and what information to request.
No written contract or an employer received a claim
A person may have worked without a written contract, or an employer needs to assess an employee’s demand and response.
- What the lawyer checks
- Proof of work, correspondence, payments, employment records, and the demand itself.
- Review outcome
- Identify what supports the employment relationship and how to respond on the merits.
How a lawyer can help with an employment dispute
- Compare the contract, orders, notices, time records, pay calculations, and correspondence to define the dispute.
- Prepare a demand, explanation, objection, or reasoned employer response within the agreed scope.
- Check whether a conciliation commission, negotiation, an application to a competent authority, or court proceedings may apply.
- Prepare for the selected stage and represent the employee or employer within an agreed mandate.
Briefly describe the issue: dismissal, pay, or another employment matter.
Book a consultationSteps in an employment matter
- Clarify whether the client is an employee or employer, what happened, and when the decision became known.
- Review the contract, employment records, calculations, and correspondence; identify missing material.
- Classify the dispute and check the procedure, including any applicable exceptions.
- Agree on the submission, negotiation, or preparation for proceedings and define the scope of assistance.
Cost of help with employment disputes
The scope and cost depend on the circumstances and work required. Clarify what the service includes and its price before instructing the lawyer.
- Your role and issue: dismissal, unpaid amounts, or a disciplinary matter
- Volume of employment records and calculations
- Whether you need negotiations, a formal claim, or representation
GOLDEN LAWYERS CONSULTATION
Book a consultation
Leave your name and phone number, then choose a call, WhatsApp or Telegram. We will contact you to agree on the time and terms of the consultation.
- We discuss your circumstances and the materials you provide.
- We explain possible actions and key risks.
- We identify documents needed for the next step.
- We discuss the scope of any further legal work.
What to prepare for an employment consultation
- The employment contract, amendments, role documents, and relevant workplace policies.
- A dismissal or disciplinary order, notices, requests, and the employer’s responses.
- Payslips, schedules, and payment records if pay or working time is disputed.
- A short timeline and the date you received the disputed document. Do not send identity documents or bank details in your first message.
Employment disputes under Kazakhstan law
Kazakhstan’s Labour Code governs individual employment disputes, including conciliation commissions and court proceedings. Exceptions and direct court access apply to specified categories of workers and claims. Constitutional Court Normative Resolution No. 88-NP of 12 June 2026 addresses court access in reinstatement disputes for people entitled to apply directly.
Before choosing a route, identify the worker and employer categories, the claim, and the current wording of Articles 159-160 of the Labour Code. The applicable procedure and time limits must be checked against the specific facts.
Questions about pay, dismissal, and employment disputes
Must I first apply to a conciliation commission?
The Code provides for a commission in many cases, but exceptions apply. We first check the parties’ status and the type of claim.
What should I do after receiving a dismissal order?
Keep the order and proof of when it was received, and record the dates. Procedures and time limits depend on your category and claim, so discuss them promptly with a lawyer.
Do you advise employers?
Yes. Review of employment records, a response, negotiations, or representation can be agreed separately.
Can reinstatement or payment be guaranteed?
No. Assessment follows a review of the facts, records, and applicable rules; no outcome is promised in advance.
Questions before a consultation
How much does a consultation cost?
We agree on the fee and format before the consultation. This request is only to arrange a time and does not start paid work.
What does the consultation include?
We discuss the circumstances and materials you provide, explain possible steps and key risks, and identify documents for the next stage. Document preparation and case representation are agreed separately.
Which documents should I prepare?
If you have them, prepare relevant contracts, decisions, correspondence, and calculations. You do not need to send them to book; do not submit identity or bank documents through this form.
How do we agree on the place, format, and time?
Before the consultation, we will contact you using your selected method and agree on an available format and convenient time.
What if I need further help?
We agree on its scope and fee before separate work begins. A consultation request is not an instruction to prepare documents or represent you.