SOCIOLOGICAL ANALYSIS OF LABOR MIGRATION: A STUDY OF EMPLOYERS IN THE CENTRAL REGIONS OF KAZAKHSTAN

Abstract

The article examines the specific features of how employers perceive the employment of migrant workers in the Karaganda and Ulytau regions of Kazakhstan. The relevance of the study lies in the fact that, in academic literature, Kazakhstan is more often analyzed as country receiving migrant workers, while the perspective of employers–as key actors shaping the demand for migrant workers – remains much less explored. The aim of the article is to identify in which sectors, according to employers, migrant workers are most frequently employed; to access the extent of their involvement in micro and small businesses; to analyze the challenges employers face when hiring them; and to evaluate perceptions of the quota system.

The empirical basis of the study consists of survey data collected from employers. The results indicate that, in employers’ assessments, labor migrants are most concentrated in construction, catering, and service sectors. Their participation in micro and small businesses is perceived as noticeable but not widespread. Administrative-legal and legal financial barriers to formal employment, as well as language difficulties and lack of advisory support, play a significant role in employers’ responses.

A low level of employer awareness of the quota mechanism has been identified, along with a predominance of views that quotas complicate the hiring process rather than facilitate the satisfaction of labor demand. It is also established that migrant workers are often employed through informal channels, including personal networks and recommendations.

The scientific contribution of the study lies in complementing existing research on labor migration in Kazakhstan by incorporating the perspective of employers as key actors shaping the demand for migrant in Central Kazakhstan.

The practical significance of the findings is associated with their potential use in improving regional labor migration policies, quota mechanisms, and advisory support measures for employers. The conclusions may be useful for government bodies, research institutions, and organizations working in the fields of migration and employment in developing more flexible and realistic tools for regulating the hiring of migrant workers.