For companies hiring in Turkey—whether local or international—understanding labor laws is not just a best practice; it’s a legal necessity. The Turkish Labor Law, governed primarily by Labor Law No. 4857, outlines the rules that HR professionals must follow regarding employment contracts, working conditions, terminations, benefits, and social security obligations.
This comprehensive guide breaks down what HR managers need to know about labor HR Turkey regulations before hiring, helping ensure compliance, avoid penalties, and build a strong foundation for sustainable employment practices.
1. Overview of Turkish Labor Law Framework
The key legislation governing employment in Turkey includes:
- Labor Law No. 4857 (main regulation for private sector employment)
- Social Insurance and General Health Insurance Law No. 5510
- Occupational Health and Safety Law No. 6331
- Trade Unions and Collective Bargaining Law
- Law on Work Permits for Foreigners
These laws are enforced by the Ministry of Labor and Social Security, which oversees employment conditions, contract standards, minimum wages, and employee rights.
2. Types of Employment Contracts in Turkey
HR managers must ensure that employment relationships are governed by written contracts, particularly for permanent and long-term employees.
Main types of contracts:
| Type | Description |
|---|---|
| Indefinite Term | Most common; no end date specified |
| Fixed-Term | Used for specific projects or temporary roles; must not be renewed repeatedly without valid reason |
| Part-Time | Fewer than 30 hours/week |
| Remote Work | Covered by the Remote Work Regulation (2021); must include remote-specific clauses |
| Probationary Period | Up to 2 months (can be extended to 4 months via collective agreement) |
Every contract must include:
- Job title and description
- Salary and benefits
- Working hours
- Start date and (if applicable) end date
- Severance and notice period terms
3. Working Hours and Overtime Rules
Under Turkish labor law, the maximum legal working time is 45 hours per week, typically spread over six days (7.5 hours per day).
Key rules:
- Overtime is permitted up to 270 hours per year.
- Overtime pay: 150% of regular wage or 125% if work is on weekends or holidays.
- Employees may choose compensatory time off instead of payment, with mutual agreement.
- Night work (between 8 PM and 6 AM) must not exceed 7.5 hours per day.
HR departments must track and document all overtime accurately to comply with labor HR Turkey standards.
4. Minimum Wage and Salary Regulations
The minimum wage in Turkey is set by the government and updated regularly. As of 2025, the gross minimum wage is:
- TRY 26,005.50/month (gross)
- TRY 22,104.67/month (net, after deductions)
- Total employer cost: ~TRY 30,621.48/month
Employees must be paid at least once per month and receive payslips showing all deductions. Salary payments must be made via bank transfer to ensure traceability.
5. Social Security and Employer Contributions
Employers are required to register all employees with the Social Security Institution (SGK) from day one and make monthly contributions.
Employer obligations:
| Contribution Type | Rate (% of Gross Salary) |
|---|---|
| Retirement (Long-Term) | 11% |
| Short-Term Insurance (Injury) | 2% |
| Health Insurance | 7.5% |
| Unemployment Insurance | 2% |
| Total Employer Contribution | ~22.5% |
Employee contributions:
- Total: ~15% of gross salary (deducted from pay)
- Income tax: 15%–40% progressive, deducted by employer and reported monthly
Failure to make timely payments can lead to heavy fines and criminal liability.
6. Annual Leave and Public Holidays
Paid Annual Leave:
- 14 days/year for 1–5 years of service
- 20 days/year for 5–15 years of service
- 26 days/year for over 15 years
Employees under 18 or over 50 are entitled to 20 days minimum, regardless of tenure.
Public Holidays (2025):
Turkey observes 15 official public holidays, including:
- New Year’s Day (January 1)
- National Sovereignty Day (April 23)
- Victory Day (August 30)
- Republic Day (October 29)
- Ramadan and Kurban Bayramı (dates vary)
Work on public holidays must be compensated at 200% of the regular wage or replaced with time off.
7. Sick Leave and Health Benefits
There is no fixed statutory paid sick leave, but employees on medical leave may receive payment from the Social Security Institution after submitting proper documentation.
Sick leave policies:
- First 2–3 days are typically unpaid (unless employer provides coverage)
- From the 3rd day onward, SGK provides sick pay at 50–66% of daily income
- A doctor’s report is mandatory for paid medical leave
Employers often supplement sick leave with private health insurance for white-collar roles.
8. Maternity, Paternity, and Family Leave
Maternity Leave:
- 16 weeks (8 weeks before and 8 weeks after birth)
- Fully paid, covered by SGK
- Can be extended by 6 months unpaid
Paternity Leave:
- 5 days of paid paternity leave
Parental Rights:
- Option to reduce work hours post-maternity
- Breastfeeding leave: 1.5 hours/day for the first 6 months
Complying with family leave entitlements is essential for gender equity and labor law adherence.
9. Termination Procedures and Severance Pay
Terminating employment in Turkey requires strict adherence to legal procedures. Dismissals without proper cause or documentation can lead to labor lawsuits.
Notice periods:
| Length of Employment | Notice Period |
|---|---|
| 0–6 months | 2 weeks |
| 6–18 months | 4 weeks |
| 18–36 months | 6 weeks |
| Over 36 months | 8 weeks |
Severance Pay:
- Due after 1 year of continuous service
- Calculated as 30 days’ gross salary per year worked
- Capped by law (updated semi-annually)
Termination must be in writing, with just cause if dismissed for performance, misconduct, or redundancy.
10. Hiring Foreign Employees in Turkey
Companies hiring foreign nationals must apply for a work permit, unless the employee qualifies for special exemptions (e.g., diplomatic, journalist).
Work permit process:
- Employer must prove local labor market need
- Permit issued for 1 year, renewable
- Must be applied through the Ministry of Labor and Social Security
- EORs can help streamline legal employment of foreign nationals
Hiring foreigners without proper authorization can lead to fines and deportation.
11. Remote and Hybrid Work Regulations
In 2021, Turkey introduced new rules for remote employment. Key requirements include:
- Written agreement specifying remote work terms
- Employer obligation to ensure health and safety
- Reimbursement of necessary tools and connectivity (if agreed upon)
As remote work becomes mainstream, HR departments must ensure that remote work policies are compliant with local labor rules.
Conclusion: Staying Compliant in Turkey’s Evolving HR Landscape
Turkey’s labor laws are complex but manageable—with the right preparation. HR professionals responsible for labor HR Turkey matters must stay current with local laws, update policies regularly, and ensure documentation is in order.
HR Compliance Checklist:
✅ Use written employment contracts
✅ Register employees with SGK
✅ Calculate salaries and taxes correctly
✅ Track working hours and overtime
✅ Comply with leave entitlements and benefits
✅ Follow legal procedures for termination
✅ Ensure remote work policies meet legal standards
✅ Acquire proper permits for foreign hires
Need help navigating labor law in Turkey?
We help international companies recruit, hire, and manage employees in Turkey—fully compliant with local regulations. Contact us to learn how our HR and Employer of Record (EOR) solutions can simplify your hiring process in Turkey.
