Employee working in the laboratory at the Balkhash Complex

Our approach

A skilled workforce is critical to the future of our business. We are committed to training and developing employees, incentivising them to stay with the business and ensuring good working conditions. The Group's Code of Fair Employment and Suppliers' Charter are available for download here:
Code of Fair Employment and Suppliers' Charter.

Training and development

We give all employees training and education opportunities and support them to develop rewarding careers with us. Attracting and retaining talented people is a challenge in our industry and we continue to try and make careers in mining an attractive option in Kazakhstan. Maintaining a skilled, committed and well-motivated workforce can help us to create a competitive advantage and achieve our business goals.

Pay and benefits

We aim to reward our employees fairly and have a competitive remuneration system in place. We evaluate employees' performance objectively and against set criteria. Part of the monthly bonuses for all operational employees depends on achieving health and safety performance targets, and the rest is based on production targets. Bonuses for divisional heads are based on health and safety performance, compliance with Government-set environmental targets and the amount of environmental fines incurred, as well as production efficiency and cost control.

KAZ Minerals contributes to defined contribution pension schemes in Kazakhstan in line with legal requirements, as well as in the UK. The Group also provides medical services for most employees and retirees at significant discount.

Equality and diversity

We recruit, develop, train and reward employees based on merit so our workforce reflects the local population and we benefit from the variety of skills and experience within it. We seek to maintain a good gender balance at our operations – a common challenge for mining companies. We employ a small number of foreign nationals in Kazakhstan to address skill shortages in the short term, or to draw on their particular expertise and experience. We aim to build knowledge and skills among existing employees, to benefit the local workforce and reduce dependence on ‘expat’ labour.

Consultation and communication

We keep employees informed about changes that may affect them and we communicate with them on the business strategy and performance. Current internal communications include team meetings, emails, a Group-wide newspaper, an intranet site, corporate TV news and an annual Question & Answer session with the CEO via a live video link. The majority of our operational workforce in Kazakhstan is represented by trade unions, which negotiate collective employment agreements on their behalf.

Employees at work