Blog EOR Turkey

Managing employee attendance in Turkey requires employers to understand a detailed set of rules concerning unauthorized absence, lateness, weekly rest, annual paid leave, working hours, overtime, and termination rights. These issues are primarily regulated by Turkish Labor Law No. 4857 and related regulations, while Turkish Court of Cassation decisions provide important guidance on how many

Employing workers in Turkey requires companies to comply with detailed rules covering recruitment quotas, probation periods, termination procedures, reinstatement claims, minimum wage, weekly rest, collective dismissals, job-search leave, and employment documentation. These requirements primarily arise from Turkish Labor Law No. 4857 and its secondary legislation. For international companies employing personnel in Turkey, understanding these rules

Employers operating in Turkey must comply with specific rules concerning public holidays, holiday pay, work performed on national holidays, compensatory work, employee release agreements, and the employment of retired workers. These requirements are particularly important for international companies managing employees in Turkey because public holiday rules directly affect payroll calculations, working schedules, employee entitlements, and

Employers operating in Turkey must comply with detailed rules governing salary payments, payroll, overtime, social security declarations, termination rights, workplace health and safety, occupational physicians, childcare facilities, and employee compensation. These obligations arise primarily from Turkish Labor Law No. 4857, Social Insurance and General Health Insurance Law No. 5510, Occupational Health and Safety Law No.

Understanding Turkey’s social security and employment regulations is essential for companies employing workers, apprentices, interns, and trainees in the country. Turkish legislation establishes detailed rules regarding temporary incapacity allowance (sick pay), occupational accidents, occupational diseases, employer liability, SGK reporting obligations, apprenticeships, internships, and social security contributions. Many of these rules are governed by Social Insurance

Managing payroll in Turkey requires much more than calculating an employee’s monthly net salary. Employers must coordinate salary calculations, income tax, social security contributions, unemployment insurance, benefits, bonuses, leave, new hires, terminations and statutory declarations. For international companies, this raises an important question: Should payroll in Turkey be managed internally or outsourced to a local

When an employee leaves a company in Turkey, the employer must prepare a final payroll covering all outstanding employment-related payments. The calculation can involve much more than simply paying the employee’s salary up to their last working day. Depending on the circumstances, final payroll in Turkey may include outstanding salary, unused annual leave, bonuses, commissions,

Annual leave is an important component of employment and payroll management in Turkey. Employers must not only determine how many days of annual leave an employee is entitled to, but also correctly manage leave records, salary payments during annual leave and the payment of unused leave when employment ends. For foreign companies employing personnel in

International companies operating in Turkey frequently want to determine employee salaries in euros, US dollars, British pounds or another foreign currency. This is particularly common when an employee is part of an international group, when compensation is benchmarked globally or when a foreign employee is relocated to Turkey. However, salary payments in foreign currency in

Hiring a foreign employee in Turkey requires employers to consider more than the standard Turkish payroll process. Foreign employees may be subject to Turkish income tax, social security contributions and unemployment insurance in much the same way as Turkish employees. However, additional issues such as work permits, minimum salary requirements, tax residency and international social