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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!

employment guide_currency

Currency

Turkish Lira (TRY)

employment guide_language

Language

Turkish

employment guide_capital

Capital

Ankara

Employer of Record Türkiye

Employement Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Türkiye

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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.

This guide was last updated on 1 June 2026. The content in this guide is current as of this date and based on common business practices.

Employment Contract

  • Employment contracts include fixed-term contracts and open-ended contracts. Fixed-term contracts shall not be renewed in principle, except for substantial reasons. Fixed-term contracts with a term of 1 year or longer must be made in writing.

  • If no written employment contract is signed, the employer must provide the employee with a written document stating the following within 2 months at the latest:

    • General and special conditions of work;
    • Daily or weekly working hours;
    • Basic salary and any allowances;
    • Salary payment frequency;
    • Contract term (if fixed-term);
    • Conditions for contract termination.
  • If the employment contract terminates within 2 months, the employer must provide the above written document to the employee on the date of termination at the latest. Fixed-term contracts with a term of less than 1 month are exempt from the above provisions.

Statutory Contributions

Scope of Application: Applicable to employees of private enterprises.

Social Security Type Base Floor / Ceiling Employee Contribution Employer Contribution
Long-term Insurance (Disability, Pension, Death)

Floor: Minimum wage

Ceiling: Minimum wage x 9

 9% 12%
Medical Insurance 5% 7.50%
Short-term Insurance (Work Injury, Occupational Disease, Maternity) – 2.25%
Unemployment Insurance 1% 2%

Note: Türkiye applies social security contribution reductions for eligible employers: 5% reduction for manufacturing, 2% reduction for other sectors.

Minimum Wage

Validity: 1 January 2026 – 31 December 2026

Gross Wage (TRY/month) Net Wage (TRY/month)
33,030.00 28,075.50

Public Holidays

The public holidays listed below are national public holidays observed across Türkiye. Please refer to official government announcements for the latest updates.

  • New Year’s Day
  • Eid ul-Fitri (3 Days)
  • National Sovereignty and Children’s Day
  • Labour and Solidarity Day
  • Commemoration of Atatürk, Youth and Sports Day
  • Eid al-Adha (4 Days)
  • Democracy and National Unity Day
  • Victory Day
  • Republic Day

Note: No mandatory compensatory day off if a public holiday falls on a scheduled rest day.

  • Overtime Compensation: 2 times the regular wage
  • Exemptions from Overtime Compensation: See above provisions

Working Hours

Normal Working Hours

Daily Weekly
Equally allocated, but ≤ 11 hours 45 hours

Daily Rest

  • Work ≤ 4 hours: 15 minutes;
  • 4 hours < Work ≤ 7.5 hours: 30 minutes;
  • Work > 7.5 hours: 1 hour.

Weekly Rest

1 day (24 consecutive hours) per week.

Overtime Limits

≤ 270 hours per year.

Overtime Compensation (Optional)

  • Overtime pay:

    • Normal: 1.5 times the regular wage
    • If contracted working hours < 45 hours/week: 1.25 times the regular wage

  • Compensatory time off (must be used within 6 months):

    • Normal: 1.5 hours off per 1 hour overtime
    • If contracted working hours < 45 hours/week: 1.25 hours off per 1 extra hour worked

Exemptions from Overtime Compensation

  • Maritime and air transport activities
  • Agriculture and forestry (with ≥ 50 employees)
  • Agricultural construction work (within family economy)
  • Work and handicraft activities carried out at home by family members or close relatives within three generations without external assistance
  • Domestic work
  • Apprentices
  • Athletes
  • Persons undergoing rehabilitation
  • Craftsmen and small craft workshops (with ≤ 3 employees)

Leave

Annual Leave

  • Type of employer: Single employer
  • Eligibility: 1 year of continuous service

  • Duration:

    • Based on seniority:

      • 1-5 years: 14 days;
      • 5-15 years: 20 days;
      • > 15 years: 26 days.
    • Employees under 18 or 50 and above: at least 20 days.
    • Additional days may be agreed in employment contracts or collective agreements.
  • Allowance: Full pay, paid by employer.
  • Encashment: Unused annual leave upon termination must be fully compensated.

Sick Leave

  • Eligibility: Medical certificate required
  • Allowance Elibility: Social security contributions ≥ 90 days in the 1 year before sick leave
  • Duration: Based on actual medical condition

  • Allowance:

    • First 2 days: Unpaid

    • From the 3rd day:

      • Hospitalisation: 1/2 of salary
      • Outpatient: 2/3 of salary
      • Paid by social security

Maternity Leave

  • Eligibility: Female employees who are pregnant or giving birth
  • Allowance Elibility: Social security contributions ≥ 90 days in the 1 year before maternity leave

  • Duration:

    • Single birth: 8 weeks before delivery, 16 weeks after delivery
    • Multiple births: 10 weeks before delivery, 16 weeks after delivery
    • May be extended with a medical certificate.

Other Leave Types

  • Job Search Leave: During notice period; 2 hours/day (may be combined); paid.
  • Prenatal Check-up Leave: For female employees; actual duration needed; paid.
  • Paternity Leave: For male employees upon spouse’s childbirth; 10 days; paid.
  • Adoption Leave: For employees adopting a child; 10 days; unpaid.
  • Parental Leave: For female employees after maternity leave; 6 months; unpaid.
  • Breastfeeding Leave: For female employees with a child under 1 year old; total 1.5 hours/day; paid.

  • Marriage & Bereavement Leave:

    • Marriage: 3 days; paid;
    • Death of parent, spouse, sibling, child: 3 days; paid.
  • Travel Leave: Upon application with proof; 4 days; unpaid.

Termination and Compensation

Termination Notice Period / Pay in Lieu of Notice

  • Applicable to open-ended employment contracts.

  • Based on seniority:

    • < 6 months: 2 weeks;
    • 6 months – 1.5 years: 4 weeks;
    • 1.5 years – 3 years: 6 weeks;
    • > 3 years: 8 weeks.

Compensation

  • Eligibility: ≥ 1 year of service; 30 days’ salary per year of service.

  • Applicable scenarios:

    • Termination by employer in accordance with law;
    • Termination by employee in accordance with law;
    • Termination due to compulsory military service;
    • Termination due to legal retirement;
    • Voluntary termination by female employee within 1 year of marriage;
    • Termination due to employee’s death.

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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