Our Employee Leasing Turkey services enable you to hire employees, manage payroll, and ensure compliance without the need to establish a local entity in Turkey
As your Employee Leasing partner, FMC Group employs team members on your behalf, handling payroll administration, tax obligations, employee benefits, and ensuring compliance with all Turkish regulations. This involves full observance of local labor laws, essential for reducing legal exposure and supporting smooth business operations. By managing these administrative tasks, we allow you to concentrate on your core strategic goals.
Recruiting in Turkey provides access to a highly educated and motivated workforce. Serving as a key link between Europe and Asia, Turkey offers companies entry to a vast regional market of 86 million people. The country’s strategic position makes it an excellent launchpad for international business growth.
Employers in Turkey contend with complex employment legislation, including specific rules for employment agreements, obligatory social security payments, and statutory benefits like paid annual leave, sick leave, and severance entitlements. FMC Group ensures all procedures and paperwork adhere strictly to Turkish legal standards and are adapted to fit local market expectations.
Turkey delivers multiple benefits for both employers and staff, such as a robust manufacturing sector and proactive government programs that support foreign investment. Furthermore, legislative frameworks like the Turkish Labor Law and social security system safeguard the interests of both businesses and employees, fostering a secure and reliable working environment.
Get in Touch with Us
Ms. Ozlem Canakci
Head of Employee Leasing and Supply Chain
Rapid Market Access: Onboard employees in just a few days, eliminating lengthy hiring processes.
Guaranteed Compliance: We ensure that your operations fully comply with Turkish labor laws and regulations, keeping you up-to-date with all local requirements.
Comprehensive HR Management: From recruitment and onboarding to payroll administration and HR systems, all aspects are managed for you.
Cost Savings: Avoid the expenses and complexity of establishing and maintaining a local legal entity.
Flexible Solutions: If your Turkish team expands and you choose to set up your own local branch, transferring employees is straightforward. Likewise, Employee Leasing makes it easy to scale down or withdraw from the market when needed.
Beyond Turkey, we deliver Employee Leasing in over 50 countries. Our reliable services guarantee timely payments—vital for legal compliance and keeping your employees satisfied.
1. Initial Consultation:
Book a free consultation, and our team will walk you through each stage of our Employee Leasing process.
2. Sourcing Talent:
You can either nominate your preferred candidate or benefit from our international recruitment assistance.
3. Contract Preparation & Client Onboarding:
We’ll address all aspects of the employment package—including salary, benefits, and contract types—and answer your queries. We then prepare the necessary agreements: a service contract with your company and an employment contract between FMC Group and the employee. These employment contracts fulfill all Turkish legal requirements, ensuring clarity on both employee and employer rights, benefits, and responsibilities.
4. Employee Onboarding & Administration:
FMC Group employs your selected candidate through our Turkish entity under your specified terms. We handle all HR-related administration, from employment documentation to payroll and health insurance, guaranteeing compliance with local legislation.
5. Employee Oversight:
You retain day-to-day management of your team members. Meanwhile, FMC Group takes care of administrative support—including onboarding, payroll, and legal compliance.
6. Company Car (Optional) & Travel Expenses:
If your employee needs a company car, we manage the full process—delivering the vehicle directly to the employee’s address. Approved travel expenses can also be reimbursed through our platform
At FMC Group, our greatest asset is our commitment to developing real partnerships and delivering expert, personalized support. While we leverage advanced technology to ensure seamless processes and compliance, our methods are never driven by technology alone. Our experience shows that both our clients and their teams highly value the direct, human connection we bring to every stage of cooperation.
We understand that Employee Leasing is fundamentally about people, not just automated workflows. Our clients and their employees often face unique questions and require personalized solutions that technology by itself cannot provide. That’s why our consultative, responsive approach sets us apart. With over 25 years of experience guiding clients in international markets, and more than 15 years devoted to employee leasing services, we’re dedicated to being your knowledgeable, accessible, and steadfast partner.
FMC Group streamlines the onboarding journey, guaranteeing your employees are lawfully employed and fully compliant with all Turkish legal requirements. We manage every aspect of payroll and HR administration, freeing you from bureaucracy so you can focus on growing your business.
Many service providers prioritize automation for their own convenience, which can lead to extra tasks for clients. Our approach is the opposite—we focus all our efforts on providing you with a hassle-free experience, saving you time and resources, and minimizing complications.
Rather than optimizing our systems for simplicity on our end, we make sure every step is designed to benefit you. Discover how working with a partner who puts your needs first can make all the difference.
We place employee satisfaction at the heart of our Employee Leasing service. To enhance convenience for your staff, we offer intuitive digital tools, such as automatic receipt scanning for hassle-free travel expense submissions and an easy-to-use app for managing leave. Yet, while we leverage technology to create a smoother experience, our commitment to personal support remains unchanged. Whenever an employee needs assistance, they can reach us directly by phone, no need to deal with ticketing systems or automated replies. Every individual is important to us, and we are dedicated to making sure employees feel supported, appreciated, and never just a number.
We place employee satisfaction at the heart of our Employee Leasing service. To enhance convenience for your staff, we offer intuitive digital tools, such as automatic receipt scanning for hassle-free travel expense submissions and an easy-to-use app for managing leave. Yet, while we leverage technology to create a smoother experience, our commitment to personal support remains unchanged. Whenever an employee needs assistance, they can reach us directly by phone, no need to deal with ticketing systems or automated replies. Every individual is important to us, and we are dedicated to making sure employees feel supported, appreciated, and never just a number.
Everything you need to know about managing employees through Employee Leasing with us:
Your team is responsible for the everyday supervision and direction of leased employees. You lead on assigning tasks, overseeing performance, and keeping employees aligned with your business goals, so they remain fully integrated into your operations.
Employees submit travel expenses using our dedicated expense management platform, providing a summary and all relevant receipts. After reviewing the submission, you approve the expenses. FMC Group then processes and reimburses the employee quickly and efficiently
Leave requests are submitted via our HR portal, with employees sending them directly to you for your approval. Upon your confirmation, FMC Group updates the leave records in our system, maintains precise tracking, and supplies you with clear, routine reports on leave balances and usage.
Whenever there are salary adjustments or bonuses to be granted, you simply communicate the approved changes to FMC Group. Based on the employee’s current salary, we calculate and process all modifications and related benefits, ensuring timely and accurate payments.
This process supports effective communication, streamlined HR administration, and ongoing compliance letting you retain control over your daily operations in Turkey while we handle the administrative details.
In an Employee Leasing arrangement with FMC Group, two primary contracts define the legal relationships and responsibilities linking the client, FMC Group, and the employee:
A formal service agreement is established in which FMC Group serves as the official employer of the employee on the client’s behalf. This agreement details FMC Group’s obligations, including administering payroll, managing tax withholdings, overseeing statutory benefits, ensuring adherence to Turkish labor regulations, and handling all employment contract and termination processes.
While FMC Group manages the employment administration, the client maintains responsibility for overseeing the employee’s daily tasks, performance management, and operational supervision. The service agreement also covers the scope of services, associated fees, liability terms, confidentiality, and dispute resolution, ensuring a secure and transparent partnership.
The employee signs an individual employment contract directly with FMC Group, as the official legal employer. This contract outlines all necessary employment terms, covering duties, working hours, salary, leave entitlements, and dispute procedures, in accordance with Turkish labor law. FMC Group thus takes on all employer obligations related to payroll, statutory benefits, local compliance, and tax payments. Meanwhile, the employee works daily under the direction and management of the client company.
In essence, FMC Group hires the employee and takes care of all legal, payroll, and compliance matters, whereas the client provides day-to-day supervision and management. This dual-contract structure requiring either a local entity or an Employee Leasing solution like FMC Group is necessary to meet Turkish legal requirements for employing staff and ensuring regulatory compliance. These contracts establish a clear division of responsibilities, protect the interests of all parties, and enable efficient, compliant cross-border hiring.
Salaries in Turkey are impacted by both progressive income taxation and obligatory social security contributions. Employees pay income tax at rates from 15% to 40%, depending on their earnings, which results in a noticeable gap between gross and net pay.
Both employees and employers must make contributions to Turkey’s Social Security Institution (SGK), which offers a broad range of benefits such as healthcare, pensions, unemployment insurance, and coverage for occupational accidents. Employees typically contribute 15% of their gross salary, while employers are responsible for a contribution of around 22.75%.
Employee benefits in Turkey comprise both statutory entitlements required by law and commonly offered additional perks. Being aware of these fundamental obligations as well as typical market offerings allows companies to create compensation packages that are both attractive and compliant with regulations.
All employees in Turkey are enrolled in the Social Security Institution (SGK), which offers comprehensive protection. The system covers:
In total, the social security contribution rate is about 37.75% of gross salary—22.75% from employers and 15% from employees.
Private health coverage is a highly sought-after benefit, granting employees quicker access to healthcare and broader services compared to the public system. Private insurance is especially valuable for multinational firms and executives. Coverage can be individual or include family members and may be limited to local or extended to global networks, based on role and company policy.
Bonuses, whether tied to year-end results, special occasions, or individual achievements, are a popular way to reward performance.
Providing meals is widely practiced, either as complimentary on-site lunches, meal vouchers, or cash allowances.
Organized shuttle buses are a standard benefit, particularly for larger employers or urban locations, ensuring employees travel comfortably and punctually. Alternatively, companies may offer transport stipends or public transit cards. Specialized providers make shuttle operations efficient and reliable.
Providing a company car or monthly car allowance is common for managerial or travel-intensive roles. Employers may grant a vehicle for business and personal use, or offer an allowance as part of the employee’s benefits. This perk eases commuting, improves flexibility, and shows commitment to staff well-being. We can arrange rental vehicles for Employee Leasing staff if needed.
Turkey’s voluntary pension scheme enhances retirement security with:
Celebratory gifts during Bayram are a longstanding corporate tradition in Turkey. Companies often distribute sweets, gift cards, or small presents, while some also give cash bonuses or make charitable donations in employees’ names—strengthening workplace camaraderie and honoring national customs.
FMC Group charges a fixed monthly fee per employee, which covers all administrative, HR, payroll, and compliance services.
A 20% Value Added Tax (VAT) (2025) is applied to all invoices if the employee is working for the Turkish market.
FMC Group can manage the entire recruitment process for you as part of our Employee Leasing offering in Turkey. This may include sourcing suitable candidates, overseeing the selection and hiring process, and handling onboarding to ensure new employees settle in smoothly.
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 ending an Employee Leasing arrangement in Turkey, employers must take into account several statutory costs to ensure compliance and a seamless offboarding process.
No notice period is required during the probation phase; either the employer or employee can end the contract immediately with no compensation owed.
After probation, employers must observe the minimum legal notice periods based on the employee’s tenure. If the required notice is not given or is shortened without mutual agreement, the employer must pay compensation equal to the employee’s salary for the unserved notice period.
Severance Pay (Kıdem Tazminatı)
Employees with at least one year of uninterrupted service are entitled to severance pay under certain circumstances.
Calculation:
Eligibility:
Severance pay is due when:
All outstanding salary and entitlements must be settled, including all unused vacation days must be paid out at the gross salary rate.
Re-employment and Compensation for Unlawful Termination
Employees covered by job security laws (at least 6 months’ service with companies that have 30+ employees) who are dismissed unlawfully can claim reinstatement via the courts. If reinstatement is denied after a court order, the employer must pay compensation of 4 to 8 months’ salary, plus up to 4 months’ back pay. Additional compensation (up to 4 months’ salary) may be awarded in discrimination cases.
FMC Group ensures all aspects of termination are managed in strict adherence to Turkish labor laws. We conduct notice and severance calculations, process final settlements, handle work permit cancellations, and take care of all other legal requirements. Our approach minimizes your risks and administrative workload, providing a clear, compliant, and efficient termination process for both employers and employees.
Standard Working Hours
Under Turkish Labor Law No. 4857, the maximum standard working week is 45 hours. These hours may be distributed across workdays as agreed between employer and employee, provided that no single day exceeds 11 working hours.
Typical Distribution
Traditionally, the 45 hours are spread over six days (averaging 7.5 hours per day). However, most companies—especially in larger cities—now follow a five-day, Monday-to-Friday schedule, with longer daily hours to align with global business practices.
The standard business hours in Turkey are generally 9:00 AM to 6:00 PM.
Flexible Arrangements
Employers and employees may mutually agree on different distributions of working hours, provided the weekly total remains at or below 45 hours and daily work does not surpass 11 hours. The weekly average is calculated over a balancing period of up to two months (or four months for collective agreements).
Mandatory Breaks
Workers are entitled to a minimum 1-hour break during any workday exceeding 7.5 hours, as specified by Turkish labor law.
Overtime Rules and Compensation
Definition: Any hours worked beyond the 45-hour weekly limit qualify as overtime and require written consent from the employee. Overtime may not exceed 270 hours in a year.
Overtime Pay: Overtime is compensated at 150% of the regular hourly rate (“time-and-a-half”). Alternatively, employees may opt for compensatory time off at a rate of 1.5 hours for every overtime hour, to be used within six months.
Weekend and Public Holiday Work
Employees in Turkey are entitled to paid annual leave after completing at least one year of service. The leave entitlement increases with seniority:
Length of Service | Annual Leave Days |
1–5 years | 14 days |
5–15 years | 20 days |
15+ years | 26 days |
Special provisions apply: Employees under 18 or over 50 receive a minimum of 20 days regardless of tenure. Leave may be taken in parts, but at least one portion must be 10 consecutive days. Employers must pay annual leave compensation either in advance or as a lump sum before leave begins. Unused days are paid out upon employment termination at the last gross salary rate.
All employees, including those working through Employee Leasing arrangements, can take sick leave from day one of employment. There’s no probation waiting period for eligibility, though paid sick leave provided by the employer is capped at one week per year.
Duration:
Maximum Sick Leave Duration and Job Security:
Employment may be ended—with severance pay—if a sick leave exceeds 6 weeks beyond statutory notice periods. Employees are otherwise protected from dismissal during legitimate sick leave. Dismissals due to excessive sick leave qualify for severance pay as termination without just cause.
Common Practices:
FMC Group manages all sick leave in strict accordance with Turkish regulations. We handle employee notifications, check medical certificates, coordinate with SGK, and ensure accurate payroll during sick leave, providing full transparency and compliance.
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Recruiting Employee Leasing talent in Turkey is highly feasible, especially with specialized local expertise. Turkey’s workforce is large and diverse, and the labor market is dynamic.
FMC Group’s Employee Leasing recruitment process is tailored to Turkish conditions. We create targeted job descriptions based on your business needs and market standards, then fully manage sourcing, screening, and interviewing to ensure both technical skills and cultural compatibility. Compliance checks and documentation preparation are also handled by us. The final decision always remains with you—the client—after we present a shortlist of qualified candidates.
Our established recruitment networks and experience mean we can quickly find suitable candidates for all roles, be they sales, technical, or senior management, for your Employee Leasing requirements. We take care of every compliance and administrative detail, allowing you to focus on your core business.
If you prefer, we can also hire a candidate you have already identified.
In summary, while competition for talent is strong, FMC Group’s expertise makes the process of recruiting Employee Leasing personnel in Turkey streamlined and effective.
Client situation: A global UK based Company in medical sector decided to start up their own operation in Turkey to manage their local distributor without forming their own legal entity.
Project scope: Recruitment of a Country Manager through FMC Human Resources, hired by FMC Group with the employee leasing service.
Result: Within the first year, their business grew, and they decided to hire 2 additional employees. After 4 years, they decided to hire 3 additional employees and form their own company. FMC Human Resources recruited the complete team.
Client situation: Worldwide supplier of the construction industry decided to manage their distributors and key accounts with their own employee in Turkey. They decided for our employee leasing service for an easy entry and operation.
Project scope: Recruitment of a Country Manager through FMC Human Resources, hired by FMC Group in 2012 with the employee leasing service. To enlarge and stabilize the business, they decided in addition for our import & distribution service.
Result: They are still using the same set-up with FMC Group despite the challenges that the Turkish construction industry has been going through.
Client situation: A global healthcare company decided to split from their Turkish distributor. They were looking for a solution to hire the already existing team of 9 people to take over the local stock and handle the complete operation in Turkey in including maintenance & service.
Project scope: Employee leasing for 9 people including office and a small warehouse. Import & distribution management, operations, and maintenance & service by FMC group.
Result: FMC Group managed the complete business smoothly from the first day.
Istanbul, European Side
Büyükdere Mh. Dede Yusuf Sok. No:11 TR-34453 Sarıyer,
Istanbul / Türkiye
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Kucukbakkalkoy Mah. Dudullu Yolu Cad. Brandium Residence R2 Blok K:27 D:254 34750, Atasehir, Istanbul / Türkiye
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