The COVID-19 pandemic reshaped the global workplace—and Turkey was no exception. As businesses rapidly transitioned to remote operations in 2020, employees and employers alike began to reimagine how, where, and when work should happen. Now, in 2025, hybrid work culture has become the new normal across much of Turkey’s tech, digital services, and white-collar economy.
But this evolution hasn’t come without challenges. For foreign companies hiring in Turkey, hybrid work adds legal, operational, and HR complexities—especially when trying to comply with local labor laws and employment standards.
Enter the Employer of Record Turkey (EOR) model.
More than a hiring shortcut, the EOR model in Turkey is now a strategic enabler of hybrid and remote workforces. In this article, we’ll explore how EOR services support the hybrid work revolution in Turkey, and why businesses that embrace this model are gaining a serious edge in talent, compliance, and agility.
What Does Hybrid Work in Turkey Look Like in 2025?
In Turkey’s post-pandemic economy, hybrid work has taken many forms:
- 2–3 days per week at the office, the rest from home
- Remote-first policies with optional coworking spaces
- Fully remote contracts for out-of-city or out-of-country workers
- Flexible hours and asynchronous collaboration
While some industries (like manufacturing or retail) have returned to onsite norms, sectors such as software development, design, digital marketing, finance, and customer service have permanently embraced hybrid or remote models.
According to a 2024 study by the Turkish Employment Research Institute:
- 62% of white-collar workers in Turkey now work in hybrid or fully remote setups
- 71% of younger professionals (under 35) say they would decline a job offer without remote flexibility
- 41% of employers cite compliance as a barrier to fully adopting remote or hybrid work policies
This is where the Employer of Record in Turkey comes into play.
What Is an Employer of Record (EOR) in Turkey?
An Employer of Record Turkey is a third-party organization that legally employs workers on behalf of a foreign company. The EOR:
- Issues employment contracts compliant with Turkish labor law
- Manages payroll, tax withholding, and SGK (social security) contributions
- Administers benefits and employee records
- Ensures legal hiring across cities—even for remote or hybrid roles
The foreign client company retains control over daily tasks and management, while the EOR handles the legal and administrative side of employment.
Why the EOR Model Is Perfectly Aligned with Hybrid Work
1. Supports Remote and Multi-City Hiring Without a Legal Entity
Hybrid work doesn’t mean everyone lives in Istanbul. Many professionals now prefer smaller cities such as Eskişehir, Gaziantep, Konya, or Antalya—offering lower living costs and better quality of life.
An EOR allows you to hire Turkish talent in any city without opening regional offices or setting up a local legal entity. Your team can work from home, shared offices, or anywhere with a strong internet connection.
2. Ensures Legal Compliance with Remote and Flexible Work Laws
While hybrid work is increasingly popular, Turkish labor law still enforces strict requirements for:
- Employment contracts
- Working hours and overtime tracking
- Social security contributions
- Occupational health and safety (even in home offices)
- Remote work consent and data security policies
An EOR ensures that remote and hybrid work arrangements remain compliant, so you don’t face fines or disputes down the line.
3. Simplifies Payroll Across Hybrid Teams
Managing hybrid teams often involves varying work hours, bonuses, internet stipends, and location-based allowances. With an EOR:
- Payroll is centralized, even if your team is geographically dispersed
- Salaries, taxes, and benefits are calculated based on Turkish labor codes
- Internet, electricity, and home office stipends can be legally included
- Employees receive full transparency in their native language (Turkish)
This takes the stress off your internal HR and finance departments.
4. Delivers Localized Benefits and Work-Life Balance
To compete for top Turkish talent in 2025, you must offer more than a paycheck. Hybrid workers expect:
- Private health insurance
- Meal cards or allowances
- Mental health and wellness support
- Paid vacation and public holiday compliance
Top-tier EOR providers in Turkey offer localized benefit packages that align with hybrid workers’ needs and expectations—without requiring your company to manage this complexity directly.
5. Enables Fast Hiring and Seamless Onboarding
With hybrid work, the pace of hiring has accelerated—but so have employee expectations. EOR services enable:
- Onboarding in as little as 3–5 business days
- Bilingual digital contracts and welcome kits
- Smooth equipment delivery, internet subsidy setup, and HR onboarding
- Transparent communication in both Turkish and English
This creates a professional and engaging experience, especially for remote hires who may never set foot in a physical office.
Real Example: A U.S. Startup Hires Hybrid Talent in Turkey with EOR
Company: A U.S.-based fintech startup
Hiring Goal: Build a support team in Turkey working hybrid (2 days in coworking office, 3 days remote)
Challenge: No legal entity in Turkey, unfamiliar with labor laws
Solution: Partnered with an EOR in Turkey
The EOR:
- Hired 5 customer support agents across Istanbul and Izmir
- Ensured full compliance with remote work provisions in employment contracts
- Handled SGK, taxes, benefits, and monthly payroll
- Helped arrange coworking passes for in-office days
Result: A flexible, productive team that met KPIs within 60 days—with no legal risk or setup delays.
Key EOR Features That Enable Hybrid Work in Turkey
| Feature | Hybrid Work Advantage |
|---|---|
| No legal entity required | Hire talent anywhere in Turkey |
| Remote work contract templates | Legally compliant hybrid arrangements |
| Payroll & tax management | Seamless payment even with flexible schedules |
| SGK & insurance coverage | Full legal protections for remote workers |
| Local benefit packages | Appeals to hybrid and remote-first professionals |
| Fast onboarding | Reduce hiring time across locations |
What Employees Want from Hybrid Work in 2025 (And How EOR Delivers)
Turkish professionals now prioritize:
- Flexibility in work location and hours
- Job stability and legal protection
- Health and wellness benefits
- Clear communication and digital tools
- Global job opportunities without relocation
An EOR enables all of the above—while giving your business a lightweight, scalable solution to grow across Turkey.
Final Thoughts: The Future of Hybrid Work in Turkey Is EOR-Enabled
As hybrid work becomes the default for many sectors in Turkey, companies that succeed will be those that offer flexibility without sacrificing compliance or employee satisfaction.
The Employer of Record Turkey model makes it possible to:
- Hire the best people—wherever they live
- Onboard them quickly and legally
- Pay them accurately and transparently
- Offer real benefits that improve retention
- Scale operations without local incorporation
In short, EOR is no longer just a tool for market entry—it’s a strategic pillar for hybrid and remote work success in Turkey’s post-pandemic economy.
Ready to build your hybrid team in Turkey—without setting up a company?
Let us help you tap into Turkey’s remote-ready workforce with our trusted EOR services.
Contact us today to start hiring legally, quickly, and flexibly—anywhere in Turkey.