Over 6.5 million Turkish citizens live outside Turkey, forming one of the world’s most dynamic and skilled diasporas. From engineers in Germany to entrepreneurs in the UK and software developers in Canada, the Turkish diaspora represents a massive pool of globally experienced, bilingual, and often highly educated professionals.
For many members of this community, there’s a growing desire to return to Turkey—whether for family, lifestyle, or economic reasons—without giving up international career prospects.
At the same time, global companies that already employ Turkish nationals abroad are asking:
“Can we let our Turkish employee relocate back home without setting up a legal entity in Turkey?”
The answer lies in a flexible, fast-growing solution: the Employer of Record (EOR) Turkey model.
In this article, we’ll explore how EORs are bridging the gap between global companies and the Turkish diaspora, enabling legal, compliant, and smooth hiring for professionals working remotely from Turkey—while living close to home.
A Growing Trend: Turkish Diaspora Professionals Returning Home
Over the past decade, and especially post-pandemic, there’s been a noticeable return movement of Turkish citizens who had previously lived and worked abroad. Factors driving this shift include:
- Rising cost of living in Western cities
- Desire to raise families in Turkey
- Growing remote work opportunities
- Cultural ties and family connections
- Increased confidence in digital infrastructure in Turkey
From Berlin to Boston, many Turkish nationals working in tech, finance, and design are choosing to relocate back to Turkey—without changing employers.
But this decision often brings legal and HR complications for the hiring company.
The Compliance Dilemma for Foreign Employers
When a Turkish employee working abroad decides to move back and continue working remotely from Turkey, their employer faces a series of questions:
- Can we continue to pay them through our current payroll system?
- Are we compliant with Turkish tax and labor laws?
- Do we need to open a branch or subsidiary in Turkey?
- Will they need a formal Turkish employment contract?
- Who’s responsible for their health insurance and social security?
Trying to hire someone in Turkey without proper registration can expose a company to:
- Employee misclassification risks
- Tax penalties and audits
- Non-compliance with Turkish SGK and labor laws
That’s where an Employer of Record in Turkey becomes essential.
What Is an Employer of Record (EOR) in Turkey?
An Employer of Record (EOR) is a third-party organization that becomes the legal employer of your worker in Turkey, handling:
- Local employment contracts
- Social security (SGK) registration
- Payroll and tax withholdings
- Leave entitlements and benefits
- Labor law compliance
- Employee support and onboarding
The foreign company retains full operational control over the worker, while the EOR ensures that everything is legal, compliant, and efficient in Turkey.
How EORs Support the Turkish Diaspora in Coming Home
Here’s how EORs are enabling global companies to support Turkish returnees and diaspora talent:
✅ 1. Legally Employ Remote Workers Based in Turkey
Whether your Turkish employee is relocating from Germany, the U.S., or the Netherlands, an EOR allows them to be:
- Legally employed under Turkish labor law
- Registered for social security and health insurance (SGK)
- Paid in Turkish Lira, with all income tax obligations handled
This ensures full compliance with Turkish regulations—without the need to open a local entity.
✅ 2. Smooth Payroll Transition for Repatriates
When relocating, employees often struggle with:
- Opening Turkish bank accounts
- Currency conversion issues
- Understanding local tax rules
A Turkish EOR handles all of this, providing:
- Local salary payments
- Legal payroll with payslips and tax breakdowns
- Support in Turkish for questions on SGK, taxes, or benefits
This ensures a smooth financial experience for your returning employee.
✅ 3. Access to Local Benefits and Protections
Employees hired via EOR in Turkey enjoy:
- Health insurance through SGK
- Maternity and paternity leave
- Paid vacation and public holidays
- Severance and notice protections
These benefits provide peace of mind for returnees—and increase employee retention.
✅ 4. No Need to Set Up a Legal Entity in Turkey
Setting up a subsidiary or branch in Turkey can cost between $10,000 and $15,000 and take 3–6 months. For one or two returnees, this makes no sense.
EORs eliminate the need for legal setup, letting you:
- Hire and onboard in 7–10 days
- Stay agile and compliant
- Exit or scale without long-term legal commitments
✅ 5. Enable Talent Retention and Flexibility
Global companies that allow Turkish employees to return home—with the help of an EOR—demonstrate:
- Flexibility and empathy
- A commitment to remote work
- A desire to retain talent across borders
This strengthens your employer brand and increases long-term loyalty from globally experienced professionals.
Real-Life Example: A Turkish Engineer Returns to Izmir
Background: A software engineer born in Turkey, raised in the UK, works remotely for a London-based fintech company.
Goal: Wants to return to Izmir for family reasons but continue working for the same employer.
Challenge: The company has no Turkish entity, and the employee doesn’t want to be a contractor.
Solution:
The company partners with an Employer of Record Turkey:
- The engineer is hired under a local employment contract
- The EOR handles all payroll, taxes, and SGK
- The employee gets health insurance, paid leave, and legal protections
- The company continues to manage work output directly
Result: The employee moves home happily, and the company retains a valuable team member—compliantly.
EOR: A Strategic Tool for Global HR and DEI
Hiring through an EOR not only solves compliance—it aligns with:
- Remote-first hiring strategies
- Diversity, Equity, and Inclusion (DEI) goals
- Employee wellness and family-first values
Supporting the Turkish diaspora in returning home while staying connected to global work opportunities promotes:
- Brain gain for Turkey
- Cultural alignment and bilingual talent
- Lower salary and cost-of-living pressures
It’s a win-win for employers and employees alike.
When to Use an EOR for Turkish Diaspora Talent
Use the EOR model when:
✅ A Turkish employee wants to relocate back home
✅ You want to hire Turkish talent living abroad who will work from Turkey
✅ You don’t have (or want to build) a legal entity in Turkey
✅ You want to retain top talent without compliance risk
✅ You’re exploring market entry through remote workforce pilots
Final Thoughts: Bring Talent Home—Without Complication
The Turkish diaspora is full of global professionals who want the best of both worlds: living close to their roots while continuing their careers with international employers.
With the Employer of Record Turkey model, you can give them that opportunity—legally, compliantly, and quickly.
Don’t lose great talent to borders, bureaucracy, or outdated HR systems. Let an EOR help you unlock the power of Turkish returnees and remote workers.
Want to legally hire your Turkish employees who wish to return home?
Our EOR services in Turkey make it simple and compliant. Let’s help you keep great talent—no matter where they choose to live.
Contact us today to learn how we can support your remote team in Turkey.