In 2026, a dismissal order must specify the employee, the employment contract termination date, the actual grounds for dismissal, and the document confirming those grounds. The provisions of the cited articles of the Tax Code of the Republic of Kazakhstan do not relate to the preparation of a personnel order, so a reference to an article of the Tax Code of the Republic of Kazakhstan is not included in the order.
What to Include in an Employee Dismissal Order
A dismissal order must clearly show whose employment relationship is being terminated, when it is being terminated, and on what grounds. The wording of the grounds must correspond to the employee’s application, the agreement between the parties, the employer’s notice, or another document that served as the basis for the personnel decision.
The order usually includes:
- the employer’s name;
- the order number and date;
- the employee’s surname, first name, and patronymic, if stated in their documents;
- the position and department;
- the employment contract termination date;
- the grounds for dismissal;
- a reference to the relevant provision of the Labour Code of the Republic of Kazakhstan;
- the details of the application, agreement, notice, or other supporting document;
- the signature of the authorised person;
- a record confirming that the employee has acknowledged the order in accordance with the employer’s adopted document workflow procedure.
Particular attention must be paid to the dismissal date. It is used in personnel records and when calculating salary for the portion of the final month worked, compensation for unused annual paid leave, and other amounts due. If the dates in the order, accounting system, and payroll documents differ, the personnel information and accruals will be recorded inconsistently.
Voluntary Resignation Order: Sample Content
When employment is terminated at the employee’s initiative, the employee’s application serves as the source document. The order uses wording corresponding to the actual grounds for terminating the employment contract and states the application details. The “voluntary resignation” template is not used if the relationship is terminated by agreement between the parties or at the employer’s initiative: in such cases, an order stating different grounds is prepared.
A practical sample of a voluntary resignation order can be structured as follows:
ORDER
On Termination of the Employment Contract
Terminate the employment contract with [full name], [position, department], [employment contract termination date], at the employee’s initiative pursuant to the relevant provision of the Labour Code of the Republic of Kazakhstan.
Grounds: employee’s application dated [date] No. [number, if any].
[Position, full name, and signature of the authorised person]
Order acknowledged by: [full name, signature, date].
This is a working structure, not a universally approved form. Before using it, the accountant or HR officer completes the details based on the supporting document and aligns the wording of the grounds and the reference to the provision of the Labour Code of the Republic of Kazakhstan with the selected reason for terminating the contract. If the organisation has approved its own personnel order template, that template is used, provided that it contains all the information necessary to document the dismissal unambiguously.
How to Prepare a Dismissal Order in 1C: Payroll and HR Management for Kazakhstan
In current releases of “Payroll and HR Management for Kazakhstan” 3.1.37.x, the termination of an employment contract with one employee is processed using the “Dismissal” document. It is located at: “HR” → “Dismissal”. To dismiss several employees of an organisation simultaneously under a single order, the “Dismissal by List” document is used.
The document records the dismissal date and grounds, and the information is used in personnel records and related personnel forms. The grounds are linked to the “Article of the Labour Code of the Republic of Kazakhstan” field, so they are selected in accordance with the application, agreement, notice, or another document and the actual reason for terminating the contract.
When processing the final settlement, depending on the circumstances, the following are taken into account:
- compensation for unused annual paid leave;
- a deduction for leave taken in advance;
- severance pay when it is due based on the grounds for dismissal;
- salary for the portion of the final month worked;
- additional accruals for previous periods;
- applicable taxes, contributions, and deductions.
Before posting the document, the accountant should compare the dismissal date, grounds, leave balances, accruals, and deductions with the personnel documents. The data in the personnel order and the payroll document must match in terms of the employee, date, and grounds for terminating the employment contract.
The “Printable Form of the Dismissal Order” report is provided for generating a printed order. It is located at: “Payroll and HR (Advanced)” → “Printable Form of the Dismissal Order”. Before printing, the completion of the “Dismissal” document must be checked because the printable form reproduces the information entered in the accounting system.
What the Accountant and HR Officer Should Check
Before the order is signed, it is advisable to cross-check the personnel and payroll data. The HR officer checks the employee, dates, supporting documents, and the provision of the Labour Code of the Republic of Kazakhstan corresponding to the reason for dismissal. The accountant checks the final settlement amounts, leave balances, salary, additional accruals, deductions, taxes, contributions, and deductions.
The verification procedure may be as follows:
- Check the full name, position, and department against the employee’s personnel data.
- Compare the grounds stated in the order with the application, agreement, notice, or other document.
- Ensure that the stated provision of the Labour Code of the Republic of Kazakhstan corresponds to the actual grounds for terminating the contract.
- Compare the contract termination date in all documents and in 1C.
- Check the annual paid leave balance.
- Calculate the accruals and deductions due, taking into account the circumstances of the dismissal.
- Generate the printable form and check it again against the “Dismissal” document.
- Register the order and arrange for the employee to acknowledge it in accordance with the employer’s document workflow procedure.
The completed sample dismissal order for 2026 is used as the basis for completion, taking into account the specific supporting document. The reason for terminating the employment contract affects the wording of the order and the components of the final settlement, so the wording must correspond to the circumstances of the particular employee’s dismissal.
Frequently Asked Questions
Where can I find the dismissal order in 1C for Kazakhstan? — The document is created under “HR” → “Dismissal”. The printable form is generated through “Payroll and HR (Advanced)” → “Printable Form of the Dismissal Order”.
Can one order be used for several employees being dismissed? — Yes. In “Payroll and HR Management for Kazakhstan”, the “Dismissal by List” document allows the simultaneous dismissal of several employees of an organisation to be processed under a single order.
What serves as the basis for a voluntary resignation order? — The employee’s application serves as the basis. Its date and number, if any, are stated in the order, while the wording of the reason and the reference to the provision of the Labour Code of the Republic of Kazakhstan are aligned with dismissal at the employee’s initiative.
Is leave compensation taken into account in the “Dismissal” document? — When processing the final settlement, compensation for unused annual paid leave or a deduction for leave taken in advance is taken into account, depending on the circumstances of the dismissal and the accounting data.
Can the printable form be regarded as verification that the dismissal has been processed correctly? — The printable form reproduces the information entered. Therefore, before it is signed, the HR officer and accountant separately verify the employee, dates, supporting document, provision of the Labour Code of the Republic of Kazakhstan, and calculation figures.