The Turkish Ministry of Labor and Social Security continues to modernize labor regulations and digitalize employer obligations. A recent update introduces a new “Employer Representative” field to the Workplace Registration Program, an important administrative step under Labor Law No. 4857.
This article explains what this new requirement means, how it affects employers, and how to comply with the updated workplace registration procedures in Turkey.
1. Background: Workplace Registration under Turkish Labor Law
Under Labor Law No. 4857 and Social Security Law No. 5510, all employers in Turkey are legally required to register their workplaces with the relevant authorities before beginning any business operations.
This process, commonly known as “workplace registration” (işyeri tescili), ensures that:
- The business is officially recognized by the Social Security Institution (SGK),
- Employees are insured under the social security system, and
- The workplace complies with occupational health and safety obligations.
Until recently, the system required information such as the employer’s name, tax number, address, type of activity, and number of employees. Now, with the new update, employers must also specify their Employer Representative.
2. What Is an Employer Representative?
In the context of Turkish labor law, an employer representative (işveren vekili) is a person authorized to act on behalf of the employer in managing employees and fulfilling legal responsibilities.
This individual:
- Represents the employer in day-to-day workforce management,
- Ensures compliance with labor and social security laws,
- Handles official correspondence with the Ministry of Labor or SGK,
- Oversees occupational health and safety (OHS) obligations, and
- Signs relevant documents or filings submitted to authorities.
The appointment of an employer representative does not exempt the employer from legal responsibility, but it clearly identifies the individual who carries operational accountability within the organization.
3. The New Update: Employer Representative Field in Workplace Registration
The latest update to the Workplace Registration Program introduces a mandatory Employer Representative Field, which must be completed during the initial registration or when updating existing workplace data.
This change was made to:
- Strengthen accountability in labor and safety management,
- Facilitate communication between SGK and authorized persons, and
- Ensure clear identification of who represents the employer in compliance matters.
Employers are now expected to designate and record their authorized representative in the system—especially for workplaces with multiple managers or locations.
4. Legal Basis of the Update
The requirement is grounded in:
- Article 2 of Labor Law No. 4857, which defines the employer and employer representative relationship, and
- Regulations on Workplace Registration Procedures, administered by the Ministry of Labor and Social Security and the Social Security Institution (SGK).
By explicitly identifying the employer representative, the authorities can ensure that labor inspections, electronic notifications, and legal correspondences reach the correct person within the company structure.
5. How to Update the Employer Representative Information
Employers can update their workplace registration details, including the new employer representative field, through the SGK online system (e-SGK).
Step-by-Step Process:
- Login to the SGK Employer System:
Access via the official SGK portal or through www.turkiye.gov.tr using your e-Government credentials. - Navigate to Workplace Registration Module:
Choose “Workplace Information Update” (İşyeri Bilgisi Güncelleme). - Enter Employer Representative Details:
Fill in the authorized person’s name, ID number, contact information, and position. - Verify and Confirm Submission:
Ensure all data matches company records and confirm electronically with a digital signature (e-imza). - Retain Documentation:
Keep a record of the update confirmation for future audits or inspections.
For large organizations or foreign companies using Employer of Record (EOR) services in Turkey, this update will typically be handled by the local HR or compliance partner.
6. Why the Employer Representative Field Matters
This update reflects Turkey’s broader push toward digital transparency and accountability in employment relations. Identifying an employer representative helps:
- Clarify responsibility for compliance with labor laws,
- Simplify communication between authorities and employers,
- Enhance worker protection, by ensuring someone is directly responsible for legal and safety obligations, and
- Support efficient inspections and electronic correspondence (e-notifications).
From a compliance perspective, it also reduces ambiguity in disputes involving occupational accidents, employee claims, or workplace misconduct.
7. Responsibilities of the Employer Representative
The employer representative in Turkey carries important operational and legal responsibilities, including:
- Managing employee relations and ensuring adherence to workplace policies,
- Implementing occupational health and safety (OHS) rules,
- Ensuring timely payment of social security premiums and tax filings,
- Coordinating employee contracts, terminations, and payroll records, and
- Responding to SGK notifications or audits.
Failure by the employer representative to fulfill these obligations may lead to administrative penalties for the company, as well as personal liability in severe cases involving negligence or non-compliance.
8. Impact on Employers and HR Compliance
For most employers, this update does not introduce new legal obligations—it simply formalizes an existing practice. However, it does have practical implications:
- Employers must identify and register their authorized representatives promptly.
- Companies with multiple branches may need to assign separate representatives for each workplace.
- Foreign employers operating through local subsidiaries or EOR providers should ensure their Turkish partner updates the records correctly.
Failing to update the workplace registration with accurate employer representative details may result in:
- Administrative fines,
- Communication delays with SGK, or
- Legal complications in case of labor disputes.
9. Best Practices for Employers
To comply efficiently with the new employer representative Turkey requirement, businesses should:
- Designate a qualified representative familiar with labor and SGK procedures;
- Update workplace records immediately through the SGK online system;
- Use digital signatures (e-imza) for secure confirmation;
- Train HR and payroll teams on handling SGK notifications;
- Maintain a written authorization letter confirming the representative’s authority.
For multinational companies without a Turkish legal entity, an Employer of Record (EOR) or payroll outsourcing partner can serve as the authorized intermediary to manage all compliance filings, including the employer representative record.
The addition of the employer representative field to Turkey’s workplace registration system marks another step in the country’s transition toward a more transparent, digital, and accountable labor environment.
For employers, this update is both a compliance requirement and an opportunity to strengthen internal governance. By appointing a responsible representative and ensuring accurate records, businesses can improve communication with authorities, reduce legal risk, and align with Turkey’s evolving labor law standards.
Foreign investors and companies employing Turkish staff through EOR solutions should also pay attention to this change, as proper registration and representation are essential for seamless HR operations and full compliance with Labor Law No. 4857.