This post covers two working methods you can use to hire employees in Türkiye without a local entity.
As someone who hires employees for other companies (acting as an EOR) and works with contractors for personal projects, I find both methods effective.
I’m going to discuss what an EOR is, what it covers, the steps for hiring, how to partner with contractors, key details, and more.
Read on…
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This post covers two working methods you can use to hire employees in Türkiye without a local entity.
As someone who hires employees for other companies (acting as an EOR) and works with contractors for personal projects, I find both methods effective.
I’m going to discuss what an EOR is, what it covers, the steps for hiring, how to partner with contractors, key details, and more.
Read on…
Author
Co-author
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Alp Atasoy
Sales and Business Development Consultant
The first option international companies use to hire employees in Türkiye is an Employer of Record (EOR). Here is what it means, what you get when you partner with an EOR, and how to hire employees using it:
An Employer of Record is a company that registers its own local entities in different countries or builds partnerships with local companies in those countries.
When a company wants to hire across borders, it contacts an EOR. Since the EOR already has a local entity or local resources, it can hire employees quickly on behalf of the company.
EORs hire many employees in different countries for multiple companies. This gives them a strong understanding of local labor laws in those countries.
In short, by using an EOR, you can hire employees quickly, remain fully compliant with local labor laws, and reduce hiring costs compared to registering a local entity and risking non-compliance penalties.
An Employer of Record service is not just an alternative to setting up a local entity. EOR providers offer all the solutions an employer needs, from hiring and onboarding to termination:
An EOR prepares employment contracts in accordance with Turkish government regulations. It properly defines duties, working hours, termination rules, and other key terms.
EORs process salaries in local currencies (if required). They already have local bank setups, payroll management software, and maintain payroll records such as salary slips. EORs also handle taxes and SGK contributions in Türkiye.
Social security institutions in Türkiye require monthly insurance contributions. The EOR calculates, submits, and records these contributions. It also manages additional employee benefits required by law or offered by the company.
Legal compliance is one of the main reasons companies use EORs. Local labor laws in Türkiye are complex and constantly evolving. New employers often make mistakes when hiring, leading to penalties and restrictions. These risks are minimized when hiring through an EOR.
You make the final hiring decision, but once a candidate is selected, the EOR handles onboarding according to your company’s requirements. They also manage the termination process. Some EORs, such as FMC Group, also support recruitment by posting jobs, screening applicants, and conducting interviews.
EORs handle various employment management tasks, reducing the burden on your internal HR team. These tasks may include leave tracking, attendance management, and maintaining employee records.
So far, you have learned what an EOR is and what it offers. If you want to hire employees with an EOR in Türkiye, the process is straightforward:
When selecting an EOR, always check its local expertise, such as whether it provides services in your target country. The second thing to evaluate is pricing, whether it is transparent or includes hidden fees that are not clearly stated.
An EOR should have a strong payroll and compliance track record, as these are critical and require accuracy. Unprofessional EORs can even make the hiring process worse. They should also have responsive HR teams and reliable support. The main goal is to find a risk-free partner.
Once you have selected an EOR, the next step is to define the role you want to hire for. Clearly state the job title and responsibilities. Also specify the required skill set and level of experience.
Define both gross and net salary. Mention all benefits: mandatory, competitive, and market-standard.
Once the EOR starts providing candidates, your role is to screen the CVs, interview candidates, and evaluate their fit and technical skills. You are responsible for making the final hiring decision. The EOR is not involved in this selection process.
Once you have selected a candidate, the EOR drafts the contract in compliance with Turkish labor laws, which include many rules and clauses. The EOR ensures that the contract aligns with your offer terms and reduces legal risk.
The EOR onboards employees and guides them through your company’s policies and rules. It begins managing payroll and taxes and also plans employee benefits.
You provide the necessary tools and integrate the employee into your systems. This is the stage where the employee becomes legally active.
The EOR’s responsibilities do not end here. You continue to manage tasks, KPIs, and performance, while the EOR oversees payroll, taxes, and compliance. They also act as HR administrators and maintain records such as employee leave.
While an EOR is a powerful solution, it is not always the best option.
Avoid using an EOR if:
The second option to get work done in Türkiye without a local entity is hiring independent contractors. This option can be better than using an EOR in certain cases.
When EOR services come with premium pricing due to their comprehensive coverage, contractor hiring reduces costs. However, you may compromise on other aspects when not using an EOR. Let’s explore this in more detail:
Independent contractors in Türkiye are service providers who operate as businesses or solopreneurs. The Turkish government does not require you to register a local entity to work with them, so an EOR is not necessary. You can hire them directly.. This option offers flexibility, speed, and cost savings.
However, there is a major risk: misclassification. The Turkish government has strict rules regarding worker classification and frequently evaluates contractor arrangements.
Contractors are self-employed individuals who control their own work. They decide their working hours, methods, and location. They can work with multiple clients at the same time. Contractors are responsible for paying their own taxes and social security contributions, so this is not your responsibility. They also do not receive employee benefits.
Independent contractors are best suited for defined, outcome-based work. You should not expect them to take on ongoing, employee-like roles. Below are common use cases where working with contractors is appropriate:
Contractors are not suitable for all types of work. They are best-fit for the following situations:
Hiring independent contractors is simple, but this simplicity only holds if you structure the engagement correctly. The key is to avoid legal and operational risks.
First, define the scope of work. It should be clear and outcome-based. Include:
Key rule: Focus on what needs to be done, not how it should be done.
Once all deliverables and timelines have been clarified, create a solid contract to protect both parties. This contract should include:
Goal: Clearly define this as a service relationship, not employment.
At this step, decide how you will pay the contractor. Common payment models include:
Best practice: Link payments to deliverables, not time.
This step resembles employee onboarding but involves less control and formality. Provide what the contractor needs to start work, such as project briefs, expectations, access to tools or platforms, and communication channels.
Track progress based on output, not activity. Focus on deadlines, milestones, quality of work, and final deliverables. Avoid micromanaging, setting fixed working hours, or daily supervision like employees, as this can create legal risks in Türkiye.
Pay according to the agreed structure.
Important points:
Avoid this model if the role starts resembling employment. Do not use contractors when:
When hiring employees in a foreign market, choosing the right partner is critical. This is where FMC Group stands out.
With decades of experience and a strong presence in Türkiye, FMC Group is not just a service provider, it acts as a strategic partner for global expansion.
Companies trust FMC Group because it delivers what matters most in international hiring:
Speed + Compliance + Human Support + Proven Experience
If you want to hire in Türkiye without a company and do it right, FMC Group is a low-risk, high-confidence choice.
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