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Localised employment contracts
Turkey is a country with a unique hiring advantage due to its large and skilled talent pool, a mix of Eastern and Western business practices, and a strong presence in trending markets and sectors. With their growing remote culture, Turkey is becoming a go-to destination for many global companies looking to expand their distributed teams.
Turkey is a country with a diverse and skilled workforce, alongside their competitive labour costs that appeal to international businesses. The country has its own specific regulations around minimum wages, employment contracts, and social security contributions that employers must adhere to.
Learn more about salaries, hiring expenses, and legal obligations in Turkey. Get our complete hiring guide now.
While written employment contracts are not mandated for establishing a work relationship, they’re strongly recommended to serve as primary evidence for employment. Contracts must outline the most important terms, such as wages, working hours, notice periods, termination procedures, and others.
Notice periods: From 14 to 56 days.
Termination of employment: Termination by the employer, by the employee, through a mutual agreement, and due to extraordinary grounds.
Want to learn more about employment contracts in Turkey? Get our full template now!
Employers in Turkey must provide mandatory employment benefits in line with the country’s labour law. Many of them also offer extra perks to stay competitive in the job market. Understanding both of them is essential to attracting and retaining talent.
Leave policies: Paid annual leave, sick leave, maternity leave.
Get a full breakdown of all the employee benefits available in Turkey.
Turkey has a well-defined tax framework where employers must withhold personal income tax and make social security contributions on behalf of their employees. In addition, the tax system includes regulations for VAT and other income types such as capital gains and royalties.
Personal income tax rate: From 15% to 40%.
VAT: 20%
Tax allowances: Meal allowance, daily commute to work.
Additional tax reliefs: N/A
In Turkey, employers must pay salaries as specified in employment contracts, and wages can’t be lower than the national minimum wage set by the government. Payments are typically made monthly and must be delivered in full and on time, in accordance with local labour laws.
Salary payment deadline: Once a month, on the date specified in the contract.
Taxes and contributions payment deadline: By the 23rd of the following month.
Payroll declarations deadline: The last business day of the month.
Payroll currency: TRY.
Turkey’s employment law is regulated by the Turkish Labour Law No. 4857, which outlines key aspects of employment. This includes working hours, paid leave, payroll, contracts, employer responsibilities, and similar. Employers must be familiar with these regulations to stay compliant.
Total employment cost: Base salary + mandatory contributions + legally mandated benefits
Minimum wage: 26,005.50 TRY
Probation period: Up to 2 months
Foreign citizens working in Turkey must obtain the appropriate work permits and visas. The process, permit type, and costs are different depending on the applicant’s nationality, job role, and length of stay.
Types of permits: Work permit
Process length: 2 to 3 months
Process cost: Starting at €2550
Curious to learn more about obtaining visas and work permits in Turkey? Get our full country handbook now, or click here to find out more!
With EOR services, you can employ individuals in Turkey without opening a legal entity there. Your EOR will take over the role of an official employer, including responsibilities like:
PEO services in Turkey offer employers HR and administrative support while they remain legal employers for their team. PEO services are ideal for employers who already have legal entities in Turkey but need support to manage:
Native Teams provides a payroll calculator adjusted per Turkey’s local labour laws. With our calculator, you can quickly estimate net and gross salaries, contributions, and other mandatory deductions in the country.
Note: The information provided above is for general guidance only and should not be considered a substitute for legal advice. We strongly recommend consulting with qualified professionals who specialise in local labour laws before making any hiring decisions. While the data was accurate at the time of writing, labour regulations are subject to change, and it is your responsibility to stay informed about the latest developments.
Last update: October 10, 2025
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Freelancers and gig workers in Turkey are typically self-employed and are responsible for managing their own taxes and social security contributions. As a client, you are not liable for these obligations, but it’s important to ensure that the nature of your collaboration doesn’t mirror an employer-employee relationship, as this could lead to misclassification risks.
When working with freelancers, it’s essential to have a clear written agreement that defines the scope of work, deliverables, timelines, payment terms, and other key responsibilities to avoid misunderstandings and ensure compliance.
