Hiring your first employee in Türkiye is a major milestone for any international company. It signals the beginning of local operations, but it also introduces a wide range of legal, payroll, HR, and compliance responsibilities. The first 90 days are particularly important because they establish the foundation for future employment practices and ongoing compliance.
Many foreign companies focus primarily on recruitment but underestimate the administrative work that follows once the employment relationship begins. A structured onboarding and compliance plan helps businesses avoid costly mistakes while creating a positive experience for their first employee.
At Azkan Group, we help international businesses manage every stage of hiring in Türkiye, from employment contracts and payroll to HR administration, Employer of Record (EOR) services, and ongoing compliance.
Why the First 90 Days Matter
The first three months set the tone for both the employer and the employee.
During this period, companies establish:
- Payroll procedures
- HR processes
- Internal policies
- Communication practices
- Compliance routines
- Employee expectations
A well-managed onboarding process supports long-term employee engagement while reducing legal and administrative risks.
Before the Employee Starts
Preparation begins before the employee’s first working day.
Employers should ensure that:
- The employment contract has been finalized.
- Required employee documentation has been collected.
- Social security registration is completed where required.
- Payroll information has been prepared.
- Internal onboarding plans are ready.
- Company policies are available.
Proper preparation helps the employment relationship begin smoothly.
Week One: Creating a Strong First Impression
The first week focuses on welcoming the employee and introducing the organization.
Typical onboarding activities include:
- Company introduction
- Organizational structure
- Team introductions
- Workplace policies
- IT access
- Security procedures
- Employee handbook
- Job responsibilities
A structured onboarding process helps employees become productive more quickly.
Establishing Payroll
Payroll should be fully operational from the employee’s first salary period.
Employers should verify:
- Salary details
- Payroll registration
- Bank information
- Employee benefits
- Expense reimbursement procedures
- Payroll reporting requirements
Reliable payroll builds trust and demonstrates professionalism.
Building Employee Personnel Files
Complete personnel files should be created from the beginning.
Typical documentation includes:
- Employment contract
- Identification documents
- Payroll information
- Leave records
- Salary amendments
- Training records
- Performance documentation where applicable
Organized personnel files simplify future audits and labour inspections.
Introducing Company Policies
Employees should clearly understand workplace expectations.
The first month is an appropriate time to explain policies relating to:
- Working hours
- Leave procedures
- Attendance
- Remote work
- Confidentiality
- Code of conduct
- Data protection
- Health and safety
Clear communication reduces misunderstandings and promotes consistency.
Monitoring Payroll Compliance
During the first payroll cycle, companies should carefully review:
- Salary calculations
- Payroll tax deductions
- SGK contributions
- Employee benefits
- Expense reimbursements
- Payroll reports
Early payroll reviews help identify potential issues before they become recurring problems.
Regular Communication During the First Month
Successful onboarding extends beyond administrative procedures.
Managers should maintain regular communication regarding:
- Work expectations
- Initial projects
- Training needs
- Workplace questions
- Team integration
- Performance objectives
Frequent discussions help new employees adapt more quickly.
Reviewing Compliance After the First Month
Once the first payroll cycle has been completed, companies should verify that all compliance obligations have been fulfilled.
This includes reviewing:
- Payroll processing
- Social security reporting
- Employee records
- Tax reporting
- HR documentation
Early compliance reviews reduce long-term administrative risks.
Supporting Professional Development
The second and third months provide an opportunity to focus on employee development.
Employers may introduce:
- Role-specific training
- Internal mentoring
- Technical education
- Performance coaching
- Professional development plans
Investing in development strengthens both employee engagement and business performance.
Conducting a 90-Day Review
Many companies conduct a structured review after approximately three months.
Typical discussion topics include:
- Performance
- Training progress
- Business objectives
- Employee feedback
- Workplace integration
- Future development
A structured review helps both employer and employee evaluate the onboarding experience.
Common Mistakes During the First 90 Days
Foreign companies hiring in Türkiye often encounter similar challenges.
Common mistakes include:
- Delayed payroll preparation
- Incomplete employee documentation
- Poor onboarding planning
- Limited communication
- Failure to explain company policies
- Missing compliance reviews
- Weak coordination between HR and payroll
- Lack of structured follow-up
Most of these issues can be prevented through careful planning.
Best Practices for a Successful First 90 Days
Companies that successfully onboard their first employee generally follow several key principles.
These include:
- Preparing all employment documentation before the start date
- Completing payroll setup promptly
- Maintaining organized personnel files
- Communicating workplace policies clearly
- Monitoring payroll compliance
- Holding regular manager check-ins
- Conducting a structured 90-day review
- Working with experienced local HR and payroll specialists
A consistent onboarding process creates a strong foundation for future recruitment.
Why International Companies Choose Azkan Group
Hiring your first employee in Türkiye involves much more than signing an employment contract.
Azkan Group provides comprehensive support including:
- Employment contract preparation
- Employer of Record (EOR) services
- Payroll administration
- SGK compliance
- HR consulting
- Employee onboarding
- Labour law guidance
- Corporate compliance
- Ongoing payroll and HR support
Our specialists help international companies create a professional, compliant, and efficient onboarding experience from day one.
The first 90 days after hiring your first employee in Türkiye are critical for establishing successful employment practices and ensuring long-term compliance. By focusing on onboarding, payroll, HR administration, communication, and regulatory obligations, companies can create a positive employee experience while minimizing operational risks.
Rather than viewing onboarding as a one-time event, successful businesses treat the first three months as the foundation for a productive and compliant employment relationship.
Azkan Group helps international companies manage every stage of hiring and onboarding in Türkiye through integrated Employer of Record, payroll, HR, labour law, and compliance services that support confident and sustainable business growth.
