PEO/Employer Of record in Turkey

Hire staff in Turkey while we manage all employment and HR operations. No local is company needed! 

PEO/Employer of record in Turkey - Hire Employees Complaintly

We are a Professional Employer Organization (PEO) that provides Employer of Record services in Turkey, also known as “employment solutions” or “PEO solutions”.

Many companies opt to outsource their employment to minimize costs and legal risk when expanding their business operations in Turkey.

We can help foreign companies navigate through Turkish employment laws and requirements, saving you time so you can focus on core business activities.

While all employment, HR, administrative and legal matters are outsourced to us, you are able to have a physical presence in Turkey without the need to set-up a legal entity.

Entity Not Required

Foreign clients do not need to register a legal entity in Turkey when using PEO services.

100% compliant

We strictly follow official compliance guidelines to ensure a safe legal environment for all clients.

Fast Market Entry

We will help you to hire and onboard employees within one week.

Complete PEO package for efficient and compliant employment

On-board staff in Turkey without any risks

Employment and payroll regulations in Turkey

Table of Contents

Employment contracts

Employment contracts with a specified period of one year or more must be in written form. These written documents are exempt from stamp duty and other taxes.

Employment contracts can be for a certain amount of time (fixed term) or for an indeterminate amount of time (open-ended). In terms of working conditions, these agreements can be made on a full-time or part-time basis, with a trial (probation) period, or in other ways.

The employment contract will be considered a part-time contract if the employee’s regular weekly working time is significantly reduced in comparison to a comparable full-time employee.

Working hours

Working time is limited to a maximum of 45 hours per week. Working hours shall be divided evenly by the days of the week worked at the establishment unless otherwise specified.
Working time may be divided by the days of the week worked in various forms if the parties agree, provided that the daily working time does not exceed eleven hours. In this situation, the employee’s average weekly working hours must not exceed regular weekly working time within a two-month period.

Annual leave

Employees who have completed a minimum of one year of service in the establishment since their
recruitment, including the trial period, shall be allowed to take annual leave with pay.

The length of the employee’s annual leave with pay shall not be less than:
a. fourteen days if the length of service is between one and five years, (five included);
b. twenty days if it is more than five and less than fifteen years;
c. twenty-six days if it is fifteen years and more (fifteen included).

Sick leave

According to Turkish labor law, upon submission of a confirmative medical report, all employees are entitled to a maximum of one week of paid sick leave.

The first two days of sick leave are unpaid; in other words, the company or the government have no need to compensate the employee. In practice, however, most employers will make those payments willingly to help the employee and avoid salary loss.

Starting on the third day, SSI (Social Security) covers two-thirds of an employee’s daily salary for outpatient illnesses and one-half of an employee’s daily salary for inpatient illnesses. These payments are paid directly to the employee in the event that their company fails to pay them while they are on leave.

Maternity leave

In general, female employees are not permitted to work for a total of sixteen weeks, including eight weeks prior to and eight weeks following confinement. In the event of multiple pregnancies, an additional two weeks must be added to the eight weeks before to confinement during which female employees are not permitted to work. However, a female employee with a suitable health condition as determined by a physician’s certificate may work at the firm until three weeks before delivery if she so desires.

The female employee shall be granted leave with pay for periodic examinations during her pregnancy.

If the female employee desires, she may take an unpaid absence of up to six months after the sixteen-week period has expired, or after the eighteen-week period has expired in the case of multiple pregnancies.

Public holidays

  • January 1st: New Year’s Day
  • April 23rd: National Sovereignty and Children’s Day
  • May 1st to May 4th: Ramazan Bayramy and Labor Day
  • May 19th: Ataturk Memorial, Youth and Sports Day
  • July 8th to July 12th: Kurban Bayramy
  • July 15th: Day of Democracy and Freedoms
  • August 30th: Victory Day
  • October 28th and 29th: Republic Day

Probation period

If the parties have agreed to include a trial clause in the employment contract, the duration of the trial term shall not exceed two months. However, the trial period may be extended up to four months by collective agreement. Within the trial term the parties are free to terminate the employment contract without having to observe the notice term and without having to pay compensation.

Termination and severance pay

The terminating party must send notice to the other party before ending a continuous employment contract for an extended duration.

The contract shall then terminate:

  1. in the case of an employee whose employment has lasted less than six months, at the end of the second week
    following the serving of notice to the other party;
  2. in the case of an employee whose employment has lasted for six months or more but for less than one-and-a-half years, at the end of the fourth week following the serving of notice to the other party;
  3. in the case of an employee whose employment has lasted for one-and-a-half years or more but for less than three years,
    at the end of the sixth week following the serving of notice to the other party;
    d. in the case of an employee whose employment has lasted for more than three years, at the end of the eighth week following the serving of notice to the other party.
Scroll to Top