Employer of Record (EOR) in Turkey
Native Teams provides EOR solutions that allow businesses to hire and onboard great talent in Turkey without setting up a legal entity. Solo professionals can also regulate their employment status and get all the benefits associated with traditional employment.
How does an EOR in Turkey work?
By partnering with an EOR provider like Native Teams, businesses can expand globally without the hassle of navigating legal requirements or setting up a legal entity. The EOR handles all administrative tasks, such as processing payroll, drafting contracts, onboarding, and ensuring compliance with local labour regulations, while companies maintain full control over managing their employees.
An EOR is also a great option for freelancers, remote workers, and digital nomads who want formal employment status while keeping their flexible work setups. This gives them access to traditional employment benefits like private health insurance, pension plans, and secure employment contracts.
Who can use EOR Services in Turkey?
Businesses and solo professionals can both benefit from EOR services in Turkey. EOR ensures a fully compliant hiring process and provides solo professionals with regulated employment status.
Features of Native Teams EOR Services in Turkey
Employment status
With Native Teams’ EOR services, freelancers can secure compliant employment status regardless of where they live and work. Employers can easily and legally hire, onboard, and pay their global team members.
HR administration and documentation
We automate all HR tasks and provide necessary documentation, accessible with a single click from your Native Teams dashboard.
Global payroll
Our payroll calculator, available in over 85+ countries, allows freelancers and employers to quickly calculate salaries, taxes, benefits, and deductions. Employers can efficiently manage global payroll for all employees through a single platform.
Benefits
Freelancers get the best of both worlds – the flexibility of freelancing combined with traditional employment perks like healthcare, insurance, and pensions. Employers can offer these benefits to attract and retain top talent.
What legal requirements exist for employment in Turkey
Work permit
Foreign nationals are required to obtain a work permit before they can work legally in Turkey. The work permit is issued by the Ministry of Labor and Social Security and is valid for one year.
Residence permit
Foreign nationals who intend to work in Turkey for more than 90 days must obtain a residence permit. This permit allows them to reside in Turkey and work legally.
Social security
Employers are required to register their employees with the Social Security Institution (SGK) and pay contributions on their behalf. Employees also contribute to their social security.
Income tax
Employees are subject to income tax on their salary. The income tax rate varies depending on the level of income.
Labour laws
Employers must comply with the Turkish Labour Law, which sets out the rights and obligations of both employers and employees. This law covers areas such as working hours, overtime, leave entitlements, and termination of employment.
Employment contract
Employers are required to provide a written employment contract to their employees. The contract must include details such as the job description, salary, working hours, and termination provisions.
Please note that all these requirements may vary depending on the job type, the employer and individual circumstances.
Learn more about labour laws in Turkey with our hiring guide
Why Choose Native Teams as your Turkey Employer of Record?
Thanks to Native Teams' legal entities in over 85+ countries and a team of legal experts, businesses can compliantly expand in global markets. We ensure that your employees regularly receive their salary with all the social contributions and taxes paid. In addition, our Native Mobility services streamline the process of getting a work permit or visa in Turkey, so solo professionals, employers and their employees can relocate and work from anywhere.
``What is an Employer of Record?
An Employer of Record (EOR) is a third-party organisation that takes on the legal responsibilities of employing workers for another company. The EOR manages all the administrative and legal duties, including payroll processing, tax deductions, benefits management, and ensuring compliance with local labour regulations.
Moreover, an EOR assists freelancers and remote workers by helping them secure employment status, access employee benefits, and handle administrative tasks on their behalf.
What are the costs of using an Employer or Record in Turkey?
The cost of using an Employer of Record (EOR) in Turkey can differ based on factors such as the chosen EOR provider, the number of employees involved, and the required services.
Native Teams has one of the most affordable and transparent pricing structures for your global work needs. The Employer of Record plan starts at €99 per month per employee, and the Work Payments plan starts at €19. Both plans cover all the essential tools and features needed for legal employment.
What is the difference between PEO and EOR?
A Professional Employer Organization (PEO) and an Employer of Record (EOR) both offer HR and employment services, but they differ significantly in their functions and responsibilities. A PEO works in a co-employment model, meaning that both the PEO and the company share legal responsibilities for employees.
In contrast, an EOR acts as the legal employer of the company’s workers, taking full responsibility for employment-related matters. The EOR manages payroll, taxes, compliance with local labour laws, and provides benefits administration while the company remains in charge of employee performance and daily operations.
What are the responsibilities of an Employer of Record (EOR) service provider?
An Employer of Record (EOR) acts as the legal employer, ensuring compliance with local labour regulations and managing payroll processing. The EOR also handles employee benefits, drafts and maintains employment contracts, and manages the onboarding and offboarding of employees.
By taking on the liability for employment-related matters, the EOR reduces risks for the client company. It also provides additional HR support when necessary, allowing the client to focus on running their business while the EOR manages the complexities of employment.
Is using an Employer of Record in Turkey legal?
Yes, using an Employer of Record (EOR) in Turkey is completely legal, as it operates in compliance with Turkish labour laws and regulations. Many global companies rely on EOR services to expand into the Turkish market and manage their workforce, while freelancers use these services to formalise their employment status.
Why should I use EOR instead of opening my own company or an office in Turkey?
An Employer of Record (EOR) enables you to bypass the lengthy and expensive process of setting up a legal entity in Turkey. Establishing a company requires navigating intricate regulatory procedures, registering with local authorities, and adhering to ongoing legal obligations. This process can be particularly difficult if you're unfamiliar with Turkish business practices and legal frameworks.
With an EOR, you can begin operations in Turkey much faster. The EOR assumes the legal responsibilities of hiring employees and managing payroll, taxes, and benefits, all in compliance with local laws. Additionally, if your business plans change or the Turkish market doesn’t align with your expectations, you can easily scale your operations without the complications of closing a legal entity or ending contracts.
How many people can I employ in Turkey?
In Turkey, there is no legal restriction on the number of employees a company or employer can hire. You are free to employ as many workers as your business requires as long as you adhere to the relevant labour laws and regulations.
Whether you are hiring directly through your own company or using an Employer of Record (EOR), the number of employees will depend on your business needs, financial resources, and your capacity to manage those employees effectively.