As an EOR provider, FMC Group hires employees on your behalf and manages payroll, taxes, employee benefits, and ensures compliance with Turkish law. This includes strict adherence to local employment laws and regulations—crucial for minimizing legal risks and facilitating smooth business operations. With these administrative burdens handled, you can focus entirely on your core business objectives.
Hiring in Turkey is distinguished by access to a large, educated, and dynamic talent pool. Turkey acts as a critical bridge between Europe and Asia, offering companies access to a significant regional market with 86 million inhabitants. Turkey is a strategic gateway for international expansion.
Employers in Turkey must navigate complex labor laws, including strict requirements for employment contracts, mandatory social security contributions, and statutory benefits such as annual paid leave, sick leave, and severance pay. FMC Group ensures all documentation is compliant with Turkish regulations and tailored to local practices and employee expectations.
Turkey offers several advantages for employers and employees alike, including a strong industrial base and ongoing government efforts to encourage foreign investment. Additionally, regulatory frameworks such as the Turkish Labor Law and social security system protect both businesses and workers, promoting a stable and secure employment environment.
Our free webinar on demand “Successful Market Entry and Business Development in Turkey” has a lot of additional information. You can also subscribe to our monthly Business News Turkey newsletter.
If your local business grows large enough, you can easily transfer the employees to your own subsidiary. It also provides a quick exit strategy if necessary. In addition to Turkey, we offer Employer of Record services in 50+ countries. Our services ensure timely and accurate payments, which are essential for compliance and employee satisfaction.
Schedule a free call with us, and we will guide you through the entire process.
Choose your own candidate or leverage our international recruitment services.
We will discuss salary, benefits, contract options, and answer all your questions. After that, we prepare the contracts: a service contract between the client and FMC Group, and an employment agreement (also known as an employment contract) between the employee and FMC Group. Employment agreements are the legal documentation required for hiring employees in Turkey, ensuring compliance with labor laws and outlining the rights, benefits, and obligations of both employees and employers.
We hire the employee through our Turkish entity with the salary and conditions you have defined. We manage all HR administration, including contracts, payroll, and health insurance, ensuring full compliance with relevant regulations.
You maintain functional control over the employees, while we manage employees by overseeing all administrative tasks such as onboarding, payroll, and compliance.
If your employee requires a company car, we will arrange all necessary steps and deliver the car to your employee’s home. All travel costs can be reimbursed through us, after your approval.
At FMC Group, our defining strength lies in our dedication to building genuine partnerships and providing expert, personalized guidance. While we utilize cutting-edge software to maintain efficiency and compliance, our approach is never technology-first. Time and again, we’ve seen that both our clients and the employees we support truly value the direct human connection we bring to every interaction.
We believe that Employer of Record (EOR) services are fundamentally about people, not just automated processes. Our clients and their teams often have unique questions and specific requirements that technology alone can’t address. That’s why our responsive and consultative style is highly valued. With over 25 years of experience supporting clients in international markets and more than 15 years specializing in hiring employees on behalf of companies, we are committed to being your knowledgeable, approachable, and reliable human partner.
FMC Group simplifies the entire onboarding process, ensuring your employees are legally employed and fully compliant with Turkish regulations. We handle every administrative detail of payroll and HR support, so you can focus on business growth without the burden of local bureaucracy.
Full automation at the front end often means additional work for clients and is optimized for the service provider, not the client. Our strategy is different: we optimize fully for our clients to save time, resources, and avoid problems.
Unlike many solutions that prioritize convenience for the service provider, our approach is centered entirely around the needs of our clients. We believe that automation should simplify your experience, not add extra steps or complexity. Experience the difference of a partner who puts your needs first.
We firmly believe that the Employer of Record (EOR) service is all about people, not automated solutions. Our clients and their employees frequently have detailed questions and specific needs that can’t be resolved by technology alone. That’s why they value our responsive, consultative approach so much. It’s an approach built on over 25 years of helping clients navigate foreign markets and more than 15 years of focused experience in hiring employees for them. We’re here to be your knowledgeable and accessible human connection.
We prioritize employee satisfaction as a fundamental aspect of our service. We implement user-friendly digital tools designed to simplify employees’ lives, such as enabling them to easily submit travel expenses through automatic receipt scanning or manage their leave seamlessly online via an app. However, technology will never replace our personal touch. If an employee encounters an issue, they do not need to open a support ticket or navigate automated systems; they can come to our office or call us directly and speak to a real person. Every employee matters to us, and we are committed to ensuring they always feel valued, supported, and more than just a number.
The day-to-day management and supervision of employees are handled directly by your team. You retain complete control over task assignments, performance monitoring, and operational direction, ensuring your employees remain fully integrated with your business objectives.
Employees register their travel costs using our dedicated expense management software. Each expense submission includes a summary sheet and copies of all relevant receipts. Your employee sends these to you for review and approval. Once you approve the expenses, FMC Group processes and pays out the reimbursements promptly to the employee.
Employees submit all leave requests through our HR software platform. Employees send their requests directly to you for approval. After you approve, FMC Group finalizes the leave in the HR system and ensures accurate tracking and record-keeping. We also monitor leave balances and provide you with regular, transparent reports on leave usage.
For any salary adjustments or bonus payments, your team simply informs FMC Group of the approved changes, with the employee’s salary serving as the basis for calculating these adjustments and related benefits. We then handle the implementation and ensure that all payments are processed accurately and on time.
This structured approach ensures clear communication, efficient HR administration, and full compliance, while you maintain control over your team’s daily activities in Turkey.
The contractual relationship in an Employer of Record (EOR) arrangement, like with FMC Group, involves two main contracts that define the roles and responsibilities between the client company, the EOR provider, and the employee:
This is a service agreement in which FMC Group acts as the legal entity and employer of the employee on behalf of the client. The contract clearly outlines FMC Group’s responsibilities, such as managing payroll, withholding taxes, administering statutory benefits, ensuring compliance with local labor laws, and handling employment contracts and terminations. Meanwhile, the client retains control over the employee’s daily work, performance management, and operational decisions. This agreement specifies the scope of services, fees, liability, confidentiality, and dispute resolution terms to protect both parties and ensure a smooth partnership.
The employee signs a local employment contract directly with FMC Group, which is the legal employer. This contract includes all standard employment terms such as job duties, working hours, salary, leave entitlements, and dispute resolution, governed by the local labor laws of Turkey. Since FMC Group is the legal employer, it assumes responsibility for compliance with employment regulations, payroll, taxes, and benefits. However, the employee performs their day-to-day tasks for the client company, which manages their workflow and performance.
In summary, FMC Group legally employs the employee and handles all employment administration and compliance, while the client company directs the employee’s daily activities and business objectives. Establishing a legal presence in Turkey, either through a legal entity or an EOR like FMC Group, is essential for lawful employment and regulatory compliance. This division of responsibilities is formalized through clear contracts that protect all parties and facilitate compliant, efficient international hiring.
Onboarding an employee in Turkey through FMC Group can be completed very quickly, typically within 1–2 business days once all necessary documents are provided and the employment contract is agreed upon.
The notice period for terminating an employee in Turkey is regulated by Turkish Labor Law (Law No. 4857) and must be stated in the employment contract.
Probation in Turkey usually lasts no more than two months (and can be extended to four months if agreed upon by both parties).
Either the employer or the employee may terminate the contract during the probation period without a notice period or compensation.
Wage and benefit obligations must be fulfilled up to the last working day.
Once the probation period has ended, termination rules change:
Legal Minimum Notice Periods
The minimum statutory notice periods depend on the employee’s length of service with the company:
Length of Service | Notice Period |
Less than 6 months | 2 weeks |
6 months – 1.5 years | 4 weeks |
1.5 years – 3 years | 6 weeks |
More than 3 years | 8 weeks |
The notice period applies to both the employer and the employee.
The parties can mutually agree to notice periods in the employment contract longer.
Key Points:
Written Notice: The party wishing to terminate the employment must provide written notice.
Wages and Benefits: Employees are entitled to salary and benefits throughout the notice period.
Compensation for Short Notice: If either party fails to serve the required notice, they must pay compensation equal to the wages for the unserved portion of the notice period.
Immediate Dismissal: Immediate termination for just cause is possible under certain conditions outlined by law (e.g., grave misconduct, health reasons).
At FMC Group, we manage all terminations in strict compliance with Turkish Labor Law, ensuring proper documentation, clear communication of notice periods, and the accurate calculation and payment of final settlements. Our process protects your business from legal risks and supports a smooth transition for both your company and your employees in Turkey.
Salaries in Turkey are subject to progressive income tax rates and mandatory social security contributions. Turkish employees pay income tax at rates ranging from 15% to 40% depending on their income level, creating a significant difference between gross and net salaries.
Turkish employees and employers are required to contribute to the Social Security Institution (SGK), which provides comprehensive benefits including healthcare, pension, unemployment insurance, and work accident coverage. Employee contributions are typically 15% of gross salary, while employers contribute approximately 22.75%.
Employee benefits in Turkey are a blend of legally mandated entitlements and widely adopted supplemental perks. Understanding both the baseline requirements and standard market practices enables companies to design competitive and compliant compensation packages.
All employees in Turkey are covered by the Social Security Institution (SGK), which provides comprehensive protection.
The system includes:
The total social security contribution rate is approximately 37.75% of gross salary, with employers paying 22.75% and employees paying 15%.
A highly valued benefit providing faster access to medical care and broader coverage than the public system. This is especially important for multinational companies and executive positions. It can be an individual policy or a family policy, depending on the position and/or the company’s policies. Both local and local + universal coverage can also be selected according to position.
Year-end, service, or holiday bonuses based on company results or individual performance are popular.
Widespread: Employers may provide free lunches, meal vouchers, or a cash meal allowance.
Tax Advantage: On-premises meals or meal cards (up to a legal limit) may be exempt from income tax and social security contributions.
Market Norm: This benefit is considered part of a competitive package and helps ensure employee satisfaction.
One of the most common supplemental benefits is provided through:
Employee shuttle services are a common benefit in Turkey, especially for companies with large teams or in urban areas. Employers typically provide organized buses or minibuses along set routes to help staff commute between popular residential areas and the workplace. This not only ensures reliable transportation but also supports employee punctuality and well-being. In some cases, companies may alternatively offer transportation allowances or public transit cards.
There are companies that specialize in offering these shuttle services, making them quite efficient.
Providing company cars or car allowances is a common employment benefit among businesses in Turkey, particularly for managerial positions and roles that involve frequent travel. Companies may offer a company vehicle for business and personal use or provide a monthly car allowance as part of the employee’s compensation package. This benefit not only supports employees’ mobility and flexibility but also enhances job satisfaction by reducing commuting stress and transportation costs. For many professionals in Turkey, access to a company car or allowance is viewed as both a practical necessity and a valued perk, reflecting the employer’s commitment to convenience and employee well-being.
We offer rental cars to EOR employees upon request.
Turkey operates a complementary private pension system with:
During Bayram, many companies in Turkey honor the tradition of gift-giving to show appreciation for their employees. Standard practices include giving boxes of sweets such as baklava or Turkish delight, gift cards, or small personalized items. Some companies also provide cash bonuses or support charitable initiatives in employees’ names. These gestures celebrate the spirit of Bayram and help foster a sense of unity and goodwill in the workplace.
Several benefits receive favorable tax treatment, making them cost-effective for employers:
Benefit Type | Tax Treatment | 2025 Exemption Limits |
Meal allowances (card/voucher) | Income tax exempt | TRY 264 per day |
Transportation allowances | Income tax exempt | TRY 126 per day (card loading by employer) |
Private health insurance | Exempt up to limits | 15% Gross Salary – monthly, TRY 312.066 annually |
Child allowance (0-6 years old) | Social security exempt Income tax exempt | TRY 520.11 monthly TRY 506,28 monthly |
Family allowance | Social security exempt | TRY 2,600.55 monthly |
Partnering with FMC Group ensures that all compensation components, including variable allowances, are managed in a compliant and competitive manner for the Turkish market, thereby reducing your administrative burden and legal risk.
FMC Group has a fixed monthly fee per employee, covering administrative, HR payroll, and compliance services.
If the employee works in the Turkish market, 20 % VAT (2025) must be charged on all invoices.
FMC Group offers comprehensive EOR services in Turkey. We provide end-to-end support for recruitment. This includes sourcing qualified candidates, managing the hiring process, and facilitating onboarding and orientation to ensure a smooth transition for your new employees.
Yes, FMC Group can provide you with a total cost estimation for budgeting when hiring EOR employees in Turkey. FMC Group’s team will prepare a detailed, tailored cost breakdown based on your specific requirements, role profiles, and benefit preferences, ensuring full transparency and compliance with Turkish regulations.
If you would like a personalized cost estimate, please contact FMC Group directly with your employee details and preferences, and we will provide a comprehensive quotation for your planning and budgeting needs.
When terminating an EOR employment in Turkey, several mandatory costs arise that employers must budget for to ensure full legal compliance and a smooth offboarding process.
No notice period required during probation – either party can terminate immediately without compensation
Employers must provide minimum statutory notice periods based on the employee’s length of service:
If notice is not given or shortened without mutual agreement, the employer must pay compensation equal to the employee’s salary for the period of notice.
Employees who have completed at least one year of continuous service are entitled to severance pay under specific conditions:
Calculation Method
Eligibility Conditions
Severance pay is required when:
Unpaid Wages and Benefits
All outstanding employment-related payments must be settled upon termination:
Annual Leave Compensation
Mandatory payment for all unused annual leave days based on gross salary
Re-employment and Compensation for Unlawful Termination
Employees in Turkey who are protected by job security provisions (those working in companies with at least 30 employees and more than 6 months of service) and are unlawfully dismissed can seek re-employment through a legal process. If the employer refuses to reinstate the employee after a court decision, the employer must pay compensation equivalent to 4 to 8 months’ salary, plus up to 4 months’ back pay for the period the employee was out of work. In discrimination cases, employees may also claim additional compensation up to 4 months’ salary.
Severance Pay Tax Treatment
Notice and Annual Leave Payments
At FMC Group, we manage all termination-related processes to ensure your business complies fully with Turkish labor laws. We handle notice period calculations, severance pay computations, final settlement processing, work permit cancellations, and all additional legal obligations, minimizing your risk and administrative burden while ensuring a transparent, fair, and efficient termination process for both employers and employees in Turkey.
Maximum Weekly Hours: The standard workweek in Turkey is set at a maximum of 45 hours per week according to Turkish Labor Law No. 4857. These hours can be distributed across the working days as agreed upon between the employer and employee, provided the daily working time does not exceed 11 hours.
Daily Distribution: Typically, the 45 hours are spread over six working days, resulting in an average of 7.5 hours per day. However, many modern companies, especially in urban areas, have adopted a five-day work schedule (Monday-Friday) with longer daily hours to align with international business practices.
Workweek Structure: The standard working week in Turkey runs Monday to Friday, with many businesses operating from 9:00 AM to 6:00 PM.
Flexible Arrangements: Employers and employees can agree to different distributions of working hours throughout the week, as long as the weekly total doesn’t exceed 45 hours and daily hours don’t exceed 11 hours. The weekly average must be maintained over a balancing period of up to two months (extendable to four months through collective agreements).
Mandatory Break Periods
Turkish labor law mandates specific rest periods during the working day: 1-hour breaks for work days exceeding 7.5 hours.
Overtime Definition: Any work performed beyond the standard 45-hour week is considered overtime. Overtime requires written employee consent and is limited to a maximum of 270 hours per year.
Overtime Compensation: Employees are entitled to 150% of their regular hourly wage (time-and-a-half) for each overtime hour worked. Alternatively, employees can choose compensatory time off at a rate of 1.5 hours for each overtime hour worked, which must be used within 6 months.
Weekend and Holiday Work:
Turkish employees are entitled to paid annual leave after completing one full year of service. Leave entitlements are based on length of service:
Length of Service | Annual Leave Days |
1-5 years | 14 days |
5-15 years | 20 days |
15+ years | 26 days |
Special Provisions: Employees under 18 or over 50 are entitled to minimum 20 days regardless of service length. Annual leave can be divided into portions, provided one part is at least 10 consecutive days.
Leave Payment: Employers must pay annual leave compensation either as a lump sum or advance payment before leave begins. Unused leave must be paid upon termination at the employee’s last gross salary rate
All employees in Turkey, including those working through EOR arrangements, are entitled to sick leave from their first day of employment. There is no probationary period requirement for sick leave eligibility, though paid sick leave from the employer is limited to one week maximum per year.
Duration:
Compensation Structure During Sick Leave:
Notification:
Employees must notify their employer promptly of their illness and provide a medical certificate from a licensed healthcare provider. While verbal notification is acceptable, written notice with supporting documentation is recommended to avoid disputes.
Maximum Sick Leave Duration:
Employers may terminate employment contracts without notice but with severance pay if sick leave exceeds 6 weeks beyond the statutory notice periods.
Job Security:
Common Employer Practices:
At FMC Group, we ensure all sick leave procedures are managed in full compliance with Turkish labor law. We handle employee notifications, medical certificate verification, SGK coordination, and accurate payroll processing during sick leave periods. Our comprehensive EOR service protects your business from legal risks while ensuring employees receive their full entitlements under Turkish regulations.
We maintain detailed records of all sick leave instances, coordinate with SGK for benefit payments, and ensure proper calculation of any supplemental payments, providing transparent and compliant sick leave management for all employees in Turkey.
Maternity Leave: Female employees are entitled to 16 weeks of paid maternity leave (8 weeks before and 8 weeks after birth). For multiple pregnancies, an additional 2 weeks are added before birth. The Turkish government is currently drafting legislation to extend paid maternity leave to one full year.
Paternity Leave: Male employees receive 5 days of paid paternity leave following the birth of their child.
Additional Family Support: After maternity leave, parents can request unpaid leave for childcare: 60 days for first birth, 120 days for second birth, and 180 days for subsequent births.
Bereavement Leave: Employees receive 3 days of paid leave for the death of immediate family members (parents, spouse, children, siblings).
Marriage Leave: 3 days of paid leave is provided for the employee’s own marriage.
Finding an EOR employee in Turkey is highly achievable, especially with the right recruitment expertise and local market knowledge. Turkey has a large, diverse talent pool and a dynamic job market.
With FMC Group as your EOR partner, you benefit from our structured and effective recruitment process, specifically designed for the Turkish market. We start by developing clear, targeted job descriptions that reflect your business needs and local requirements. Our recruitment team handles the entire selection process from sourcing and screening candidates to conducting thorough interviews that assess both technical expertise and cultural fit. We also manage all necessary pre-employment checks and documentation to ensure compliance with Turkish regulations. Shortlisted candidates are presented to you for final selection, ensuring you have the opportunity to choose the right talent for your organization. This approach streamlines hiring and delivers qualified EOR employees efficiently and reliably.
By leveraging our local expertise and established networks, FMC Group can efficiently identify and onboard qualified candidates for your EOR positions, whether you need sales, technical, or high managerial roles. Our approach ensures you find the right employee quickly, while we handle all legal, payroll, and HR compliance requirements, allowing you to focus on your business goals.
In summary, while the Turkish recruitment landscape is competitive, FMC Group’s specialized EOR recruitment process makes it straightforward and efficient to find and hire the best talent for your needs.
If you have already identified a candidate, we can hire this person as well.
Turkey’s unique position as a bridge between East and West provides unparalleled advantages for businesses. The country serves as a natural logistics and distribution center with well-developed infrastructure, modern ports, and growing railway networks connecting it to Europe and Central Asia. This strategic positioning offers businesses a shorter time-to-market advantage compared to Far East exporters, with direct flight access to over 100 countries within 4 hours.
Companies can leverage Turkey’s proximity to Europe and its role in global value chains, which are drawing investment from emerging markets like India, the GCC, and China, in addition to traditional investors in the U.S. and the EU. The country’s customs union with the EU allows many exports to bypass U.S. tariffs, providing a potential advantage amid U.S. trade tensions.
Turkey boasts a large, young, and skilled workforce. Turkey has 86 million inhabitants, with more than 60% of the population under the age of 35. This demographic advantage provides businesses with both a steady consumer base and a competitive labor market.
The education system has generated a well-educated workforce, with Turkish universities producing hundreds of thousands of graduates annually in fields including engineering, information technology, business administration, and healthcare. The workforce is characterized by:
Istanbul, European Side
Büyükdere Mh. Dede Yusuf Sok. No:11 TR-34453 Sarıyer,
Istanbul / Turkey
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