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Embarking on a journey with Azkan Group as your payroll platform in Turkey is the key to unlocking new heights of efficiency and comprehensive global payroll management for your company. As your payroll platform in Turkey, we bring you the perfect fusion of convenience in worker payments and unwavering adherence to employment laws. With Azkan […]

Navigating the complexities of international payroll management in today’s Turkish business environment can be a daunting task. The solution lies in outsourcing payroll in Turkey, a strategic move that not only streamlines operations but also brings forth a multitude of benefits. Here’s why your business should contemplate this approach: Selecting the Right Payroll Provider: Choosing

Within the realm of corporate finance, payroll holds a pivotal role in ensuring accurate and timely employee compensation. However, overlooking compliance in this domain can result in substantial costs. Familiarizing oneself with the various types of non-compliance expenses related to payroll in Turkey is crucial for businesses to mitigate risks and steer clear of unnecessary

Global payroll compliance is the cornerstone of a company’s commitment to adhering to local, national, and international regulations when managing payroll for a global workforce. This entails a comprehensive understanding and accurate application of tax laws, employment standards, and country-specific requirements. To guide businesses through this complex landscape, here are ten essential considerations. 1. Variability

Global payroll is a multifaceted process involving the management and distribution of employee salaries within a multi-country framework. As businesses extend their reach across borders, the need for consistent and compliant payroll becomes more intricate and indispensable. This article explores the intricacies of ensuring global payroll compliance. Centralized vs. Decentralized Systems The management can take

In Turkey, the termination of an employment contract is a significant event that requires adherence to specific guidelines outlined in Turkey’s Labor Law No. 4857. Whether initiated by the employer or the employee, both parties are legally obligated to notify the other party in advance of the termination. This article explores the minimum notification periods

The probation period is a critical aspect of employment relationships, and in Turkey, it is explicitly addressed in Article 15 of the Turkish Labor Law. This regulation stipulates that a maximum of two months can be designated as a probationary period in individual labor contracts. Notably, this period may be extended to a maximum of

In Turkey, the hiring process integrates traditional values with modern methods. Resumes and interviews are crucial, with personal connections often influential. English proficiency is increasingly important, and technology plays a growing role. Successful candidates navigate thorough interviews, negotiate terms assertively, and formalize commitments through signed employment contracts. Employment Contracts in Turkey An employment agreement in

You will find in this article the different Employment Contracts in Turkey Under Laws. 1. EMPLOYMENT CONTRACTS FOR A DEFINITE (FIXED) OR AN INDEFINITE (OPEN-ENDED) TERM According to Article 9 of the Turkish Labor Law No. 4857, employment contracts may be for a definite or indefinite term. A contract is considered indefinite if the employment

In Turkey, employees enjoy certain entitlements and rights that are designed to protect their well-being and promote a fair and equitable work environment. In this article, we will outline the key aspects of employee entitlements and rights in Turkey. Minimum Wage Working Hours Minimum Age to Work Overtime Compensation Annual Leave Minimum Wage The minimum