In 2025, HR professionals in Turkey face a fast-changing regulatory landscape. As the government continues to adapt labor laws to accommodate new work models, technology, and economic challenges, HR departments play a critical role in ensuring compliance and managing organizational risk.
1. Overview of Labor Law Reforms
Recent updates to Turkey’s Labor Law (İş Kanunu) reflect new realities, including remote work, contract flexibility, and social security measures. In 2025, the key legal developments include:
- Remote Work Regulation: Expanded frameworks for hybrid and fully remote work, including data privacy and employer obligations.
- Minimum Wage Adjustments: Annual wage hikes tied to inflation metrics and regional cost of living.
- Workplace Harassment Policies: Stricter rules and mandatory reporting mechanisms.
- Short-Term Employment Incentives: Extended government support for part-time and gig workers.
- Increased Social Security Contributions: New thresholds and employer matching responsibilities.
2. Remote Work Legislation
One of the most impactful changes is the formal recognition of remote work as a standard employment model. Employers must now:
- Draft clear remote work policies
- Ensure proper work equipment is provided
- Protect employee data and maintain cybersecurity
- Cover utility costs associated with working from home
HR departments are tasked with drafting contracts, amending handbooks, and aligning benefit plans with the new requirements.
3. Wage and Compensation Compliance
In 2025, the minimum wage in Turkey has been indexed to annual inflation, with regional adjustments allowed for high-cost cities like Istanbul and Ankara. HR must:
- Stay updated with government decrees
- Adjust payroll systems in real time
- Communicate wage changes transparently to employees
Failure to comply with wage regulations can result in heavy fines and reputational damage.
4. New Requirements for Workplace Safety and Harassment Policies
The Ministry of Labor has implemented tighter controls on workplace harassment, requiring companies to:
- Implement anti-harassment training
- Establish independent reporting channels
- Conduct regular workplace climate surveys
HR’s role now includes training delivery, policy enforcement, and tracking reported incidents through secure, compliant channels.
5. Legal Responsibilities Around Diversity and Inclusion
Although not yet mandated, many Turkish firms are aligning with EU standards on DEI (Diversity, Equity, and Inclusion). HR must:
- Eliminate bias in recruitment
- Report gender pay gaps
- Create inclusive hiring and retention policies
This is especially important for multinational firms and exporters who must demonstrate compliance with global labor practices.
6. Managing Short-Term and Gig Contracts
With freelance and project-based work growing in Turkey, new laws provide clearer definitions and protections for gig workers. HR teams must:
- Understand contract classifications
- Register workers with the SGK (Social Security Institution)
- Track hours, deliverables, and payment compliance
Digital HR tools are essential for managing these diverse labor types efficiently.
7. Training and Internal Compliance Checks
To stay ahead, HR departments are conducting regular legal compliance audits, updating internal policies, and training managers. Monthly legal briefings and external audits have become the norm in medium to large firms.
8. Data Privacy and GDPR Alignment
Turkey’s alignment with the EU’s GDPR continues in 2025. HR is responsible for:
- Managing employee data securely
- Limiting access to sensitive files
- Responding to data access or deletion requests
This includes both digital and paper records, and failure to comply can lead to penalties from KVKK (Turkey’s data protection authority).
