Turkey Extends Maternity Leave Rights for Employees
Turkey has introduced important changes to its maternity leave framework through Law No. 7578, strengthening employee protections and expanding maternity-related benefits.
Under the new legislation, certain employees whose maternity leave period had not yet been completed as of April 1, 2026, may benefit from up to 8 additional weeks of Turkey Maternity Leave, subject to the conditions established by law.
The regulation also clarifies how temporary incapacity benefits will be paid during this additional Turkey Maternity Leave period.
Additional Turkey Maternity Leave of Up to 8 Weeks
The new rules provide eligible employees with the opportunity to extend their maternity leave by up to 56 additional days.
This extension aims to provide greater support to working mothers while strengthening family-friendly employment policies in Turkey.
The additional Turkey Maternity Leave period may be granted to employees whose original 24-week maternity protection period was still ongoing when the legislation entered into force.
Employees Currently on Maternity Leave
For employees whose postpartum leave was still active on May 1, 2026, the implementation process is straightforward.
Under the new Turkey Maternity Leave regulation:
- Existing leave periods will automatically be extended by 8 weeks;
- No separate application is required;
- Social Security Institution (SSI) records will be updated automatically;
- Temporary incapacity benefits will continue throughout the extended leave period.
This automatic extension simplifies administrative procedures for both employees and employers.
Employees Whose Leave Has Already Ended
The legislation also provides protection for certain employees whose maternity leave ended before May 1, 2026.
Employees may still benefit from the additional Turkey Maternity Leave period provided that:
- They previously qualified for maternity insurance benefits;
- They meet the eligibility conditions established under Law No. 7578;
- They formally use the additional maternity leave entitlement.
In these cases, temporary incapacity benefits may be paid for the additional non-working period, up to a maximum of 8 weeks.
Temporary Incapacity Benefits During Turkey Maternity Leave
One of the most important aspects of the reform concerns temporary incapacity benefits.
The Turkish Social Security Institution has confirmed that eligible employees benefiting from the extended Turkey Maternity Leave period will continue to receive temporary incapacity payments during the additional leave period.
This clarification provides financial security for employees while ensuring consistency in maternity-related social security benefits.
Impact on Employers and HR Departments in Turkey
The extension of Turkey Maternity Leave has important implications for:
- Employers operating in Turkey;
- Human resources departments;
- Payroll teams;
- International companies employing staff in Turkey;
- Employer of Record (EOR) providers.
Organizations should review maternity leave policies, workforce planning, and payroll procedures to ensure compliance with the new legislation.
Turkey Continues to Strengthen Employee Protection
The expansion of Turkey Maternity Leave reflects Turkey’s broader efforts to improve employee welfare and support working families.
These changes align with evolving international employment standards and demonstrate Turkey’s commitment to enhancing social protection for employees.
For international businesses operating in Turkey, understanding the latest Turkey Maternity Leave requirements is essential for maintaining legal compliance and supporting employee well-being.
The new Turkey Maternity Leave regulation grants eligible employees up to 8 additional weeks of maternity leave and confirms the continuation of temporary incapacity benefits during the extended period.
Employers should carefully review the new requirements and update their HR and payroll processes accordingly.
As Turkish employment legislation continues to evolve, staying informed about Turkey Maternity Leave developments remains crucial for effective workforce management and compliance.
