This is the checklist we give our clients’ foremen and site supervisors. It takes five minutes per person and closes most of the exposure under Article 18.15 of the Administrative Code.
Step 1. Establish the category
Everything downstream depends on nationality. EAEU citizens — Kyrgyzstan, Armenia, Kazakhstan, Belarus — work with no patent and no work permit; an employment contract is enough. Nationals of other visa-free countries — Uzbekistan, Tajikistan — work on a patent. Nationals of visa countries — India, Bangladesh, Vietnam, Sri Lanka, China — work on a work permit and a work visa.
Step 2. Check the patent on four parameters
| What to check | How | What is wrong |
|---|---|---|
| Payment | Receipts for monthly advance income-tax instalments | A missed payment voids the patent |
| Region | The region named on the patent itself | A patent is only valid where it was issued |
| Trade | The occupation stated on the patent | Working outside the stated trade is a violation |
| Validity | Issue date and period paid for | A patent runs to the paid date, up to a year with renewal |
Step 3. Check the immigration documents
A passport valid for the period, a migration card with entry purpose "work" (for visa-free nationals), the detachable part of the migration registration notice for the address of actual stay, a medical insurance policy or paid-services agreement, and medical clearance documents.
Step 4. Check yourself
Two things that are checked not on the worker but on the company: the permitted share — whether the number of foreign nationals exceeds the limit for your activity code (in construction 50% for 2026, not the old 80%), and notification deadlines — whether the authorities were notified of the contract within three working days.
A practical recommendation: keep a register per foreign worker with patent payment dates and document expiry, with a reminder ten days ahead. Most of the breaches we see at clients are not intent — they are a missed date.
Who does this if the people are not yours
Under outstaffing the whole list is run by the provider: it is the employer, and it answers for documents, deadlines and notifications. The client only needs to request copies and confirmations — reasonable due diligence, which a conscientious contractor provides without being asked twice.