Hiring in Turkey

Turkey’s strategic location and skilled workforce offer potential, but its labor laws can challenge employers. Omnipresent serves as your Employer of Record (EOR), managing compliance with SGK regulations without a local setup.

We handle payroll, taxes, and benefits like 14 days of vacation, so you can focus on teams in Istanbul or Ankara. Our platform delivers a tailored solution for Turkey’s dynamic market.

• Rapid hiring, fully compliant.
• Contracts in TRY, fully aligned.
• Guidance on local practices.
• Seamless expansion support.

Employer costs include a Social Security Premium and an Unemployment Premium. Use the OmniCalculator to estimate costs, or contact us for further information.

The rate of personal taxation varies depending on the income tax bracket the individual belongs to. This ranges between 15% - 35%.

Employee contributions include a Social Security Premium and an Unemployment Premium.

The typical work week in Turkey consists of a maximum of 45 hours per week. This can be proportionately distributed over a workweek with a limit of 11 hours per day. Employee's consent is required for overtime work in Turkey. Overtime laws in Turkey are complex and can depend on specific circumstances and the employee.

Sick leave is partly covered by the local social security authorities and is usually topped by the employer.

Maternity: Turkey has strong maternity leave regulations, which include 16 weeks of  fully paid leave and 6 months of unpaid leave.

Paternity: Paternity leave in Turkey includes 5 days of fully paid leave.

Employees are entitled to paid holiday after 1 year of continuous service for their employer.  The paid holiday increases with seniority and ranges between 14 to 26 days.

1 months’ gross salary is required by law and will be paid to the employee on termination.

Upper limit is applied for 1 months’ gross salary in severance payments.

Fixed period employment contract: terminates automatically with the expiration of the period or with a just cause under the Labor Law or based on mutual consent. Fixed period contract does not require a valid cause for dismissal Employer is still obligated to avoid abusive or discriminating dismissal.

Indefinite period employment contract: termination for valid or just cause or based on mutual consent. If the company has 30 or more employees and the employee has minimum 6 months of continuous service, the termination must be with valid cause.

For companies with less than 30 employees, no requirement of valid cause for termination. Employee may be terminated for any reason with notice and severance pay. Valid cause: Requires notice and severance payments