The Law No. 7578 in Turkey on Amendments to Certain Laws, published in the Official Gazette on May 1, 2026 (No. 33240), brings a series of significant legislative updates affecting multiple areas, particularly employment and social policy.
Below is a structured overview of the main changes introduced by this reform.
1) Extension of Maternity Leave to 24 Weeks
One of the most impactful changes concerns maternity leave, with amendments made to the Civil Servants Law No. 657, the Labor Law No. 4857 in Turkey, and the Social Insurance and General Health Insurance Law No. 5510.
Under the new provisions:
- Postnatal leave has been extended from 8 weeks to 16 weeks.
- Total maternity leave is now 24 weeks, divided into:
- 8 weeks before childbirth
- 16 weeks after childbirth
Additionally, flexibility rules have been adjusted. Previously, women could continue working until 3 weeks before delivery with medical approval. This threshold has now been reduced to 2 weeks before childbirth.
A transitional measure has also been introduced:
Employees whose maternity leave had already ended by May 1, 2026—but who had not yet reached 24 weeks post-birth as of April 1, 2026—may benefit from an additional 8 weeks of leave, provided they apply within 10 working days following the law’s entry into force.
2) Paternity Leave Increased to 10 Days
Amendments to the Labor Law No. 4857 in Turkey have also strengthened paternal rights.
- Paid paternity leave has been increased from 5 days to 10 days for private sector employees.
- This aligns private sector entitlements with those already granted in the public sector.
3) Introduction of Leave for Foster Families
The new law in Turkey introduces a specific leave entitlement for individuals who become foster parents.
- Both civil servants and private sector employees are now entitled to 10 days of leave starting from the date the child is placed with them.
- For employees under the Labor Law No. 4857, this leave is classified as unpaid leave.
- For civil servants, the leave is granted upon request under the Civil Servants Law No. 657.
This measure recognizes and supports the role of foster families within the social system.
4) Employment Opportunities for Youth Raised Under State Protection
Revisions to the Social Services Law No. 2828 introduce new mechanisms to support young individuals raised under state protection.
To qualify for public employment rights, individuals must meet conditions such as:
- Having been under a protection or care decision
- Benefiting from institutional or foster care for a defined period
- Holding Turkish citizenship
- Having completed at least secondary education
- Applying within the designated timeframe
In addition, the law introduces significant incentives for private sector employment:
- For eligible individuals hired in the private sector, the government will cover social security and unemployment insurance contributions (both employer and employee shares) for 5 years.
- This includes:
- Long-term insurance (disability, old-age, survivors)
- Short-term insurance branches
- General health insurance
- Unemployment insurance contributions under the Unemployment Insurance Law No. 4447
Employers can benefit from these incentives provided that:
- Required declarations are submitted on time to the Social Security Institution
- Any uncovered contributions are paid within legal deadlines
5) Tax Incentives for Donations to Darülaceze
The law also introduces favorable tax treatment for donations made to Darülaceze in Turkey.
Key changes include:
- Donations are now exempt from income tax, corporate tax, and VAT
- Contributions may also be deducted from taxable income, subject to compliance with relevant procedures and conditions
These measures aim to encourage philanthropic contributions to social care services.
Entry into Force
All provisions introduced under Law No. 7578 became effective on May 1, 2026, the date of its publication in the Official Gazette.
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