In this article you will find a complete guide (for international companies) about how to hire in Turkey.
Hiring employees in Turkey can offer international companies access to a skilled, young, and cost-effective workforce. However, navigating Turkish labor laws, cultural nuances, and administrative requirements can be challenging without proper guidance. This comprehensive article will help foreign businesses understand the key steps and considerations for hiring employees in Turkey in 2025.
1. Understand the Legal Framework
Turkey’s labor system is governed by the Labor Law No. 4857, which regulates employment contracts, working hours, wages, leave, and termination conditions.
- Probation Period: Typically two months (can be extended to four by agreement).
- Minimum Wage: Updated annually, indexed to inflation.
- Working Hours: Maximum of 45 hours per week.
Compliance with Turkish labor law is crucial to avoid penalties and ensure smooth business operations.
2. Types of Employment Contracts
Foreign employers must decide on the type of employment contract:
- Indefinite Term: Most common form, with full benefits and job security.
- Fixed-Term: Limited duration, useful for projects.
- Part-Time or Freelance: Growing in popularity, but must meet labor law standards.
All contracts must be in Turkish, even if an English version is provided for reference.
3. Payroll, Taxes, and Social Security
Employers in Turkey are responsible for calculating and paying:
- Income Tax: Progressive, up to 40%
- Social Security Premiums: Around 34.5% of the gross salary, split between employer and employee
- Unemployment Insurance: Also mandatory
Monthly payroll reports must be filed with SGK (Social Security Institution).
4. Work Permits and Hiring Foreigners
Hiring non-Turkish employees requires:
- A valid job offer
- A labor market test (in some cases)
- Application via the Ministry of Labor
Work permits are issued for one year initially and are renewable. Certain high-skilled roles may benefit from fast-track procedures.
5. Employer of Record (EOR) as a Solution
For companies that don’t want to set up a legal entity in Turkey, using an Employer of Record (EOR) can be ideal. An EOR handles:
- Employment contracts
- Payroll and tax compliance
- Benefits and social security
This model allows businesses to test the Turkish market or scale rapidly without complex bureaucracy.
6. Recruitment Best Practices in Turkey
a. Use Local Recruitment Agencies They have insight into regional talent pools and can assist with filtering candidates.
b. Leverage Digital Platforms LinkedIn, Kariyer.net, and Secretcv.com are among the most used job portals.
c. Cultural Awareness Matters Turkish job seekers value job security, respectful management, and opportunities for advancement.
d. Prepare for Language Barriers While English is common in white-collar sectors, Turkish is the main language of business.
7. Onboarding and Integration
Ensure that new hires receive:
- Proper orientation on company policies and expectations
- Language or cultural training if needed
- Clear communication channels with their managers
Retention improves significantly when employees feel supported and well-integrated.
Hiring in Turkey offers international companies a strategic advantage in accessing skilled talent at competitive rates. Whether establishing a local branch or hiring through an EOR, understanding local labor laws, cultural norms, and administrative procedures is essential. With the right approach, Turkey can be a valuable part of your global talent strategy.
