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Global Expansion Guide

Türkiye

Manage and pay your employees easily with BIPO in Türkiye and 170+ other markets. Build your international teams today with our global Employer of Record service!

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Currency

Turkish Lira (TRY)

employment guide_language

Language

Turkish

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Capital

Ankara

Employer of Record Türkiye

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Social Security

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Türkiye

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  • Global Hiring Guide
  • Türkiye

Employer of Record Türkiye

Embark on your business expansion in Türkiye with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Turkish market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

Statutory Contributions

Applicable Law Labour Law No. 4857
Scope of Exemptions 1. Maritime and air transport activities
2. Agricultural and forestry sectors with more than 50 employees
3. Agricultural construction work that is part of a family economy
4. Domestic work and handicrafts performed at home without external support from family members or relatives within three generations
5. Household activities
6. Apprentices
7. Athletes
8. People undergoing rehabilitation training
9. Enterprises with fewer than three employees that meet the definition under Article 2 of the “Law on Tradesmen and Small Craftsmen”

Minimum Wage

Effective date: 2025, with a national minimum wage of 22,104.67 TRY per month.

Public Holidays

Scope of Application: Employees in Private Sectors.

Holiday Name Date
New Year’s Day 1 January 2025
Ramadan Feast 29 March 2025
30 March 2025
31 March 2025
1 April 2025
National Sovereignty and Children’s Day 23 April 2025
Labour and Solidarity Day 1 May 2025
Commemoration of Atatürk, Youth and Sports Day 19 May 2025
Ramadan Feast 5 June 2025
6 June 2025
7 June 2025
8 June 2025
9 June 2025
Democracy and National Unity Day 15 July 2025
Victory Day 30 August 2025
Republic Day 28 October 2025
29 October 2025

Note: If a public holiday coincides with a weekly rest day, there is no mandatory obligation to provide a compensatory day off; however, an additional day’s wage must be paid.

  • Overtime Compensation: Overtime shall be compensated at 200% of the regular hourly wage.
  • Exemptions from Overtime Compensation: None.

Working Hours

Normal Working Hours

  • If not otherwise agreed, weekly working hours shall be distributed over the working days, with a maximum of 11 hours/day.
  • No more than 45 hours per week.
  • At least one day of rest per week.

Overtime

  • Work exceeding the agreed weekly working hours but not exceeding 45 hours per week shall be compensated at 125% of the regular hourly wage.
  • Work exceeding 45 hours per week shall be compensated at 150% of the regular hourly wage.
  • Employees may choose to receive compensatory time off in lieu of overtime pay.
  • Exemptions from Overtime Compensation: None.

Leave

Annual Leave

Length of Continuous Service Duration
1-5 years of continuous service 14 days
More than 5 years but less than 14 years 20 days
14 years or more 26 days

Note: Employees aged 50 or above own at least 20 days’ annual leave.

  • Travel Time for Annual Leave: If the employee provides documentation proving that the leave is taken outside the location of the workplace, the employer shall grant up to 4 days for travel.
  • Remuneration During Annual Leave: Paid at 100% of the employee’s daily average wage.
  • Conversion of Annual Leave: Unused annual leave shall be compensated at the current daily wage rate upon termination.
  • Compensation for Unused Annual Leave: Paid at 100% of the employee’s daily average wage.

Sick Leave

  • Eligibility: Employees who have been insured for at least 90 days in the year prior to sick leave and provide medical certification.
  • Duration and Allowance: 7 days of fully paid sick leave, with social insurance paying 66% of the average daily wage (maximum).

Maternity Leave

  • Eligibility: Employees must have been insured for at least 90 days in the year preceding the maternity leave.
  • Duration and Allowance:
    • Single birth: 8 weeks prior to delivery + 8 weeks after delivery
    • Multiple births: 10 weeks prior to delivery + 8 weeks after delivery
    • With medical certification and employee consent: 3 weeks prior to delivery + 13 weeks after delivery
  • Maternity Benefit: The social security institution shall pay up to 66% of the employee’s daily average wage.

Other Leave Entitlements

  • Upon employee request, an unpaid extension of maternity leave or a reduction in daily working hours may be granted for 60–180 days; if the child is born with a disability, this period may be extended up to 360 days.
  • Female employees are entitled to paid leave for regular prenatal medical examinations.
  • Employees with children under one year of age are entitled to 1.5 hours of paid breastfeeding leave per day, which should be considered as working time.
  • Employees adopting a child are entitled to 3 days of paid adoption leave.
  • Male employees are entitled to 1 week of paid paternity leave upon the birth of their spouse’s child.
  • Employees whose children have chronic illnesses or at least 70% disability, requiring accompaniment for treatment, are entitled to 10 days of fully paid leave per year.
  • Employees are entitled to 3 days of paid leave upon their own marriage.
  • Employees are entitled to 3 days of paid leave upon the death of their mother, father, spouse, sibling, or child.
  • Employees who have been employed for at least one year are entitled to 60 days of military or statutory duty leave; for each additional year of service, the leave increases by 2 days (maximum 90 days per year).
  • Employees serving a notice period for termination are entitled to 2 hours of paid job-seeking leave per working day (or double compensation), which may be combined.

Social Security

Scope of Application: All employees, regardless of nationality

Insurance TypeCoverageEmployee ContributionEmployer Contribution
Short-Term Social SecurityWork accidents / Occupational diseases0%2.25% (from government website)
Sickness / Maternity
Health InsuranceAccess to public healthcare services5%7.5%
Long-Term Social SecurityDisability/ Retirement / Survivors’ benefits9%11%
Unemployment InsuranceEntitlement to unemployment benefits1%2%

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation: The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management: We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Turkish regulations.
  • Contributions and Taxes: Our expertise in managing local social security requirements ensures your business complies with Türkiye’s financial obligations.
  • Compliance with Working Hours: We guarantee that your employment practices adhere to Türkiye’s working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management: Implement and manage leave policies that comply with Turkish laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance: Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services: Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Türkiye

Unlock your growth potential with BIPO’s Employer of Record service in Türkiye. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

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Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees. 

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from: 

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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