Introduction
Türkiye is gaining momentum as a strategic destination for global expansion. For HR leaders, its appeal goes beyond geography: a skilled, ambitious workforce, a rapidly evolving digital ecosystem, and a business-friendly environment create a compelling mix of opportunity and potential.
As someone who lives and works in Türkiye, I have seen how agile global organisations thrive – not just by knowing the regulations but by adapting people strategies to local context. Whether adjusting payroll, structuring remote work, or designing competitive compensation in a turbulent economy, success requires both local insight and global systems.
Why Türkiye Matters for HR Leaders
Türkiye offers access to a large, highly educated and skilled workforce, particularly in technology, customer support, and shared services. About 20% of bachelor’s degree holders are in STEM fields, reflecting strong academic rigour and a reliable pipeline of technical talents. Combined with its strategic location bridging Europe, the Middle East, and Asia, this creates significant value for organisations scaling operations.
The country’s labour market is evolving rapidly, with increasing demand for skills in AI, cybersecurity, cloud engineering, and renewable energy. Organisations that invest in upskilling, whether through local training providers or internal programs, can strengthen their teams and position themselves competitively as the nature of work shifts. According to a 2024 report by the World Economic Forum in 2024, over 40% of global job skills are expected to evolve by 2030, and Turkish talents are well-placed to meet that demand.
Shifts in Work Culture
Source: DC Studio on Freepik
1. Evolving Work Arrangements
Hybrid and remote working arrangements are no longer the exception in Türkiye as with many countries. Surveys indicate that a majority of employees with remote-capable roles now prefer flexible setups. Organisations are responding by designing policies that blend in-office collaboration with autonomy, while leveraging technology platforms that streamline payroll, performance tracking, and compliance across locations.
2. Innovative Work Models
Increasingly, companies are experimenting with innovative work models. Aksa Akrilik, for example, permanently adopted a four-day workweek for its white-collar workforce following a successful trial, reporting higher engagement and improved work–life balance. While not yet widespread, such initiatives illustrate how organisations can differentiate themselves to attract and retain top talents.
3. Remote and Flexible Teams
Türkiye is also emerging as a hub for digital nomads. Cities such as Istanbul, Izmir, and Antalya offer a blend of modern infrastructure and cultural vibrancy, supported by a Digital Nomad Visa that allows remote professionals the opportunity to live and work in the country for up to a year. This evolving workforce dynamic opens opportunities for organisations to tap into flexible talent pools while ensuring compliance with local regulations.
4. Regulatory Considerations
While such visa exists, there are considerations for HR teams as the visa does not exempt such employees (and their employers) from taxes such as personal income tax, social security, withholding taxes or VAT for freelance work. Such nuances mean it is important to pair a digital-nomad visa strategy with clear guidance on tax residency and social-security agreements, ideally with local legal or payroll experts.
Navigating Economic and Regulatory Complexity
Source: Queenmoonlite on Freepik
Inflation remains high, with the Turkish government approving a 30 percent increase in the national minimum wage for 2025. For many employers the goal is balance: keeping pay competitive while staying financially sound. Some firms now review salaries more than once a year or pair steady base pay with wellness benefits, flexible hours, or home-office support to offset rising living costs and keep talent engaged.
Modern payroll platforms and experienced in-country partners help translate “moving parts” like regulations, tax brackets, social-security ceilings, and reporting deadlines into day-to-day clarity. HR leaders need reliable systems and trusted local expertise to stay current without extra layers of work.
Local Expertise, Global Standards
Success in Türkiye requires more than understanding and knowledge of the country’s labour regulations – it means shaping HR plans and strategies to fit local realities. BIPO combines local expertise with international best practices to support organisations in designing compensation frameworks, managing hybrid or remote teams, and navigating payroll and compliance challenges.
Our Türkiye Global Hiring & Expansion Guide covers regulatory essentials, while our on-the-ground insights help translate strategy into operational success.
For organisations scaling in Türkiye or across Europe, partnering with a trusted local provider like BIPO ensures compliance, efficiency, and employee satisfaction. With the right guidance, HR leaders can transform complexity into a competitive advantage and unlock the full potential of Turkish talents.
Ready to kickstart your HR transformation journey? Connect with us today to explore how our expertise can support your global expansion.
