As Turkey continues to modernize its labor market, 2025 has brought several critical legal reforms that directly affect how companies hire, manage, and retain talent in the country. For international businesses using an Employer of Record (EOR) in Turkey, these changes offer both opportunities and new compliance responsibilities.
Whether you’re already working with an EOR or planning to hire in Turkey without setting up a local entity, staying informed about these legal reforms is essential. In this article, we’ll explore the most significant updates to Turkish labor and employment law in 2025, and what they mean for your EOR partnership—so you can stay compliant, strategic, and competitive in Turkey’s evolving market.
Why Legal Reforms in Turkey Matter for EOR Clients
An Employer of Record Turkey is responsible for maintaining legal employment of your Turkish hires. But as the client company, you still bear indirect responsibilities, especially in ensuring your HR policies and expectations align with local labor standards.
If your EOR fails to comply with new laws, you risk:
- Reputational damage
- Contract disputes
- Unexpected costs due to backpay or penalties
- Employee dissatisfaction and attrition
Understanding the legal reforms helps you ask the right questions, choose the right EOR partner, and operate confidently in the Turkish market.
Overview of Key 2025 Labor Law Reforms in Turkey
Here are the most impactful labor law changes introduced or implemented in 2025 that affect EOR-based employment:
✅ 1. Reform of Remote and Hybrid Work Regulations
What changed:
In response to the surge in remote and hybrid work, Turkey has updated its remote work regulations under Labor Law No. 4857, now requiring:
- Written remote work agreements outlining location, tools, and expectations
- Compensation for electricity, internet, and equipment if used for work
- Health and safety standards to be extended to remote workers
- Clear data privacy clauses in employment contracts
Impact on EORs:
Your EOR must now ensure that remote contracts are explicitly compliant with these new provisions. If your remote Turkish employee works from home in Gaziantep or Antalya, they are still entitled to safe working conditions and partial reimbursement for work-related utilities.
What to do:
Ask your EOR how they have updated remote work contract templates and whether your current employees’ agreements comply with the 2025 remote work rules.
✅ 2. Updates to Minimum Wage and Salary Indexing
What changed:
As of January 2025, Turkey has increased the net minimum wage to ₺17,500 per month, and now requires semi-annual reviews tied to inflation.
Impact on EORs:
All EOR-managed employees earning near the minimum wage threshold must be updated accordingly. This includes adjustments to:
- Social security (SGK) contributions
- Income tax brackets
- Meal and transportation benefits
What to do:
Ensure your EOR is adjusting payroll calculations in real-time and communicating minimum wage updates to employees. Failure to comply may trigger labor inspections or fines.
✅ 3. Expanded Parental Leave and Childcare Rights
What changed:
New amendments have expanded:
- Maternity leave from 16 to 20 weeks
- Paternity leave from 5 to 15 days
- Paid unpaid leave flexibility for parents with children under 6
- Optional remote work entitlement for new parents post-leave
Impact on EORs:
EORs must apply these updates in employment contracts and leave tracking systems, and inform employees of their new rights.
What to do:
If you’re hiring Turkish women or parents, be sure your EOR fully understands these reforms—and supports parental transitions back to work, especially in hybrid settings.
✅ 4. Strengthening of Overtime Enforcement and Workweek Limits
What changed:
Turkey reaffirmed its 45-hour weekly limit and mandated stricter enforcement of:
- Maximum overtime hours per week (11)
- Overtime compensation rate (1.5x hourly wage)
- Requirement to track work hours digitally for hybrid and remote staff
Impact on EORs:
If your team in Turkey includes tech or customer support staff working odd hours, your EOR must have a digital attendance and overtime tracking system in place.
What to do:
Request regular reporting from your EOR on overtime hours, and ensure employees are not exceeding legal limits without proper documentation.
✅ 5. Stricter Enforcement of Severance Pay and Termination Rights
What changed:
Courts are more aggressively enforcing the “just cause” requirement for termination. Employers must now provide:
- Detailed written evidence of performance issues
- Employee warnings and performance reviews
- Documentation of fair termination processes
Impact on EORs:
If you decide to part ways with a Turkish EOR-hired employee, your EOR must lead a documented, lawful offboarding process, including payment of severance, unused leave, and final tax deductions.
What to do:
Establish clear internal performance documentation policies and coordinate with your EOR for compliant terminations.
✅ 6. New Requirements for Gender Equality and Anti-Discrimination Policies
What changed:
Turkey introduced new anti-discrimination measures in hiring and promotions, with a particular focus on:
- Equal pay audits
- Anonymous hiring practices in large organizations
- Mandatory reporting for companies with more than 50 employees
Impact on EORs:
While most reporting obligations fall on large local entities, global companies using EORs should still ensure their hiring practices support gender equity and transparency.
What to do:
Work with your EOR to eliminate bias in job descriptions and ensure equal pay practices are reflected in salary benchmarking.
How a Strong EOR Partner Helps You Navigate These Reforms
With all these changes, the right Employer of Record in Turkey becomes more than just a payroll provider—they are your:
- Legal compliance partner
- Labor law interpreter
- Employee relations expert
- Risk mitigation layer
A good EOR will:
- Keep you informed of labor law changes
- Update all contracts and benefits packages accordingly
- Ensure tax and SGK obligations are recalculated automatically
- Guide you on how to apply reforms like parental leave and remote work
How to Assess Your EOR’s Readiness for 2025 Legal Reforms
Ask your EOR provider:
- Have you updated employment contracts to reflect 2025 law changes?
- Are you compliant with the new remote work and overtime regulations?
- How are you managing parental leave entitlements and payroll changes?
- Do you provide digital tools for tracking work hours and leave?
- Can you share reports on compliance audits or labor inspections?
If your current EOR cannot confidently answer these, it may be time to reevaluate your provider.
Final Thoughts: EOR Compliance Is Not Optional in 2025
Turkey’s evolving labor environment reflects global trends: greater worker protections, flexible work structures, and a more regulated employer-employee relationship. For companies hiring in Turkey through an EOR, the 2025 legal reforms are a wake-up call to double down on compliance and employee experience.
When done right, an EOR keeps you agile, lean, and fully legal—while enabling you to attract and retain top Turkish talent in a competitive market.
Need help navigating Turkey’s 2025 labor reforms?
Our EOR services ensure full legal compliance, seamless payroll, and employee peace of mind—so you can focus on scaling your business, not managing legal risk.
Contact us today to schedule a free compliance consultation.