This guide explains how work permits typically work for oil & gas assignments in Turkey, what employers should prepare, and which sector-specific points energy companies should keep on their radar in 2026.
Turkey remains an active hub for upstream and midstream energy projects—especially in exploration, drilling services, offshore operations, pipeline works, EPC contracting, and refinery/terminal expansions. As a result, international employers often need to mobilize foreign oil & gas professionals (drilling engineers, geoscientists, HSE managers, project controls experts, commissioning teams, vessel crews, and specialist technicians) to Turkey on short notice.
But before any foreign national can legally perform work in Turkey, the core rule is simple: a valid work authorization must be in place—either a work permit or a work permit exemption—issued by the competent authority. The legal framework and the practical process matter just as much as the job title, because non-compliance can trigger administrative fines for both the employer and the employee, project delays, and potential immigration consequences.
1) Who issues work permits in Turkey?
Work permits and work permit exemptions are issued under the International Labour Force framework by the Ministry of Labour and Social Security, through its Directorate General responsible for international labour. A Turkish work permit is also significant because, in most standard cases, it functions as a residence permit for the duration of its validity—meaning the foreign employee generally does not need a separate residence permit while the work permit is active.
2) Typical oil & gas roles that require a work permit
In practice, most of these roles require a work permit (or a formal exemption) if the person will be physically in Turkey and performing services:
- Drilling, well services, directional drilling, mud engineering
- Seismic operations, geophysics, geology, reservoir studies
- Offshore installation, subsea works, diving support, marine survey
- Pipeline construction supervision, welding inspection, NDT
- Commissioning and start-up teams (refineries, terminals, power)
- HSE leadership, process safety, QA/QC management
- Project management, engineering design support, specialist OEM support
Even if the professional is paid offshore, the decisive factor is usually where the work is performed (Turkey) and whether it qualifies as work under Turkish rules.
3) Work permit vs. work permit exemption: what’s the difference?
Turkey recognizes two broad legal routes:
A) Standard work permit
This is the classic route for employment in Turkey under an employer–employee relationship. It’s used for longer assignments, rotations, and project roles that will exceed short-term thresholds.
B) Work permit exemption (limited scope)
A work permit exemption can apply in certain short-term or special scenarios defined by regulation (for example, specific temporary assignments, trainings, or narrowly defined activities). The exemption is still an official authorization document and is also generally treated as residence permission during its validity.
For oil & gas, exemptions can be relevant when you are flying in a specialist team for a very limited scope (e.g., short commissioning support, training, or urgent maintenance), but eligibility depends on the precise category and supporting documents.
4) A sector-specific point: petroleum operations and the “six-month” rule
Energy companies frequently ask whether petroleum operations have special flexibility. Turkey’s sector legislation is often discussed in this context.
Industry legal commentary and sector Q&A materials note that Article 15 of the Turkish Petroleum Law No. 6491 has been interpreted as allowing petroleum right holders to employ expatriate professionals for petroleum operations for up to six months, subject to relevant consents/conditions, and that longer periods may require moving to a standard work permit or a formal exemption route.
In practice, this means oil & gas employers should plan early:
- If the assignment may run beyond short-term limits, build a full work permit timeline into the mobilization plan.
- If using a short-term pathway, confirm the documentary requirements and authority approvals applicable to the specific operation.
5) Where and how to apply: inside Turkey vs. abroad
Turkey generally supports two main application pathways:
Applications from abroad
If the professional is not already legally resident in Turkey (with the right type of residence status), the process commonly starts at a Turkish consulate/mission, followed by an online employer-side application in Turkey (using the reference number provided during the consular step). Many employers use this route for first-time entrants.
Domestic applications (inside Turkey)
If the foreigner already holds a qualifying residence permit, the employer can typically apply via Turkey’s online work permit system. Official guidance and investment resources confirm that work permit applications are made through the E-Permit system and submitted electronically.
Because oil & gas projects often involve tight schedules, companies usually map the route (domestic vs. abroad) based on:
- the candidate’s current location and immigration status,
- the start date and project mobilization constraints,
- and whether a short-term exemption is legally feasible.
6) Key documents and preparation checklist (oil & gas focus)
While document requirements vary by role and application route, employers generally prepare a package that demonstrates (1) a genuine employment relationship, and (2) professional competency.
Commonly referenced document sets include:
- Passport copy and biometric photo
- Employment contract / assignment letter
- Diploma or professional qualification evidence (with Turkish translation where required)
- Employer corporate documents and payroll/registration records
- Project-related explanation of role, location, duration, and scope (especially useful for energy projects)
For oil & gas assignments, it’s smart to add:
- A clear scope of work (rig site, vessel, terminal, pipeline section, refinery unit, etc.)
- Rotation schedule (e.g., 28/28) and site access plan
- HSE competency proof (BOSIET/FOET, offshore medical, safety certificates) where relevant
- If seconded through a group company, documents clarifying who controls the work and who pays salary/benefits (to avoid “disguised” arrangements)
7) Fees and budgeting: don’t ignore permit costs
Work permits and work permit exemptions carry government fees that are updated annually. The official fee table for 2026 is published by the Ministry’s international labour unit and reflects amounts effective as of 01.01.2026. Employers should incorporate these fees into onboarding budgets and project cost forecasts.
8) Timing and project planning tips for energy employers
Oil & gas timelines can be unforgiving—rig moves, weather windows, commissioning milestones, and vessel charters rarely wait for paperwork. A few practical planning tips:
- Start early for long-term roles (project management, drilling supervision, HSE leadership, engineering leads).
- For short missions, assess whether a work permit exemption category could apply—but confirm the documentation standard and compliance boundaries.
- Align HR and operations on “day 1 on site” rules: site entry should not occur until the individual’s work authorization path is compliant.
- Keep role titles and job descriptions consistent across contracts, assignment letters, and application forms—energy projects often involve multiple subcontract tiers where inconsistencies create avoidable delays.
9) Compliance risks in oil & gas: what can go wrong?
The most common compliance risks we see in energy mobility projects include:
- Mobilizing specialists on a tourist/business route when the activity legally constitutes “work”
- Incorrectly assuming an exemption applies without a formal exemption document
- Using inconsistent documentation across subcontractors (EPC vs. service contractor vs. operator)
- Underestimating lead time for regulated roles or high-scrutiny applications
- Missing renewal windows for longer projects, leading to gaps in authorization
Turkey’s official guidance is clear that foreigners must have a valid work permit or work permit exemption before starting work, and violations can lead to administrative action.
10) How we can help
If your company is staffing an upstream campaign, refinery shutdown, pipeline build, or offshore scope in Turkey, a structured immigration and payroll plan can reduce risk and keep schedules intact.
We can support you with:
- Choosing the right route (standard permit vs. exemption scenario)
- Employer-side application preparation and document coordination
- Workforce planning for rotations and multi-site projects
- Compliance alignment for subcontractor-heavy EPC structures
- Costing and budgeting for 2026 permit fees and timelines
If you have questions or need a case-specific assessment, contact your customer representative.