Employer of Record Turkey: EOR, Payroll & Hire in Turkey
Employer of Record (EOR) in Turkey is a strategic solution for companies entering one of the most dynamic markets positioned between Europe and Asia. Turkey is a powerful destination for international companies expanding their business in Turkey, but operating here requires strict compliance with Turkish labor legislation, tax regulations, and social security obligations.
Brain Source International supports international companies in hiring and onboarding employees in Turkey through a fully compliant Employer of Record (EOR) in Turkey model — allowing you to operate without the need to establish a local legal entity and without long-term legal exposure.
- Hire without opening a company in Turkey
- Full compliance with Turkish labor law
- Transparent cost breakdown with no hidden fees
- Local HR & payroll expertise
Hiring in Turkey at a Glance
| Capital | Ankara |
| Local Language | Turkish |
| Region | Europe and Asia |
| Remote Workers | ~1.8M |
| Standard Working Hours | 45 hours per week |
| Minimum Hourly Salary (2025 est.) | ~₺66.9 |
| Tax Year | 1 Jan – 31 Dec |
| Date Format | DD / MM / YYYY |
| Misclassification Penalties | Heavy fines + back taxes + SGK arrears |
Turkey boasts a large, young workforce and competitive employment costs compared to Western Europe, making it attractive for companies seeking scalable workforce solutions.
What Is an Employer of Record in Turkey?
An Employer of Record (EOR) acts as the legal employer of your workforce in Turkey, taking full responsibility for employment compliance while you maintain operational oversight. Through structured EOR services and comprehensive employer of record services, the EOR manages all statutory and administrative employment obligations on your behalf.
Specifically, the EOR:
- Drafts employment contracts fully compliant with Turkish labor legislation
- Registers employees with SGK (Social Security Institution)
- Processes monthly payroll and manages tax withholdings
- Calculates and remits mandatory social security contributions
- Ensures full compliance with local employment laws and reporting requirements
While the EOR acts as the legal employer, your company retains complete control over day-to-day management, performance supervision, business strategy, and operational direction.
By leveraging professional EOR services and employer of record services in Turkey, international companies eliminate the need to establish a local legal entity while maintaining full compliance with local and national regulations enforced by the Turkish government.
Why Use an EOR Services Instead of Opening a Company in Turkey?
In addition to corporate setup, companies must properly structure the employer and employee relationship in line with Turkish Labor Law, which increases administrative and legal complexity.
Using an EOR means you do not need to establish a local legal entity or open offices in Turkey to begin operations. Instead, the EOR manages the formal employer and employee relationship while ensuring compliance with local employment, payroll, and tax regulations from day one.
This model is ideal for:
- Market testing before full-scale expansion
- Remote team expansion without infrastructure investment
- Hiring contractors in Turkey compliantly and reducing misclassification risks
- Short- to mid-term business in Turkey where flexibility is critical
By partnering with an EOR, international companies can operate efficiently while ensuring compliance with local laws and minimizing exposure to regulatory and financial risks.
Cost Breakdown: Employment in Turkey
Understanding the full employment cost is critical for international companies.
Minimum Wage (2026)
| Type | Amount |
| Gross Monthly | 20,002.50 TRY |
| Net Monthly | 17,002.12 TRY |
Employer Payroll Contributions
| Contribution Type | Rate |
| Short-Term Insurance | 2% |
| Pension & Disability | 11% |
| General Health Insurance | 7.5% |
| Unemployment Insurance | 2% |
| Total Employer Cost | 22.50% |
Employee Payroll Contributions
| Contribution Type | Rate |
| Pension & Disability | 9% |
| General Health Insurance | 5% |
| Unemployment Insurance | 1% |
| Total Employee Cost | 15% |
Employee Income Tax (Annual)
| Income Band | Tax Rate |
| 0–110,000 TRY | 15% |
| 110,000–230,000 TRY | 20% |
| 230,000–870,000 TRY | 27% |
| 870,000–3,000,000 TRY | 35% |
| 3,000,000+ TRY | 40% |
All payroll in Turkey is processed monthly. There is no legal obligation for a 13th salary.
Would you like to know the approximate cost of employment in Turkey?
Payroll Calculator
Working Hours & Overtime in Turkey
- Standard: 45 hours per week
- Maximum daily work: 11 hours
- Overtime cap: 270 hours annually
- Overtime pay:
- 150% for weekday overtime
- 200% for weekend/public holiday
Employees must provide written consent for overtime.
Leave & Employee Benefits in Turkey
Annual Leave
| Years of Service | Entitlement |
| 1–5 years | 14 working days |
| 5–15 years | 20 working days |
| 15+ years | 26 working days |
| Employees under 18 / over 50 | Minimum 20 days |
Benefits such as annual leave must be paid in advance before leave begins.
Public Holidays
Public holidays falling on weekends are not transferred. Religious holidays are confirmed closer to the date.
If employees work on a public holiday:
- They receive their normal wage
- Plus an additional full day’s wage
| Date | Holiday |
| 1 Jan 2026 | New Year`s Day |
| 9 Apr 2026 | Eid al-Fitr Eve |
| 10 Apr 2026 | Eid al-Fitr |
| 11 Apr 2026 | Eid al-Fitr |
| 12 Apr 2026 | Eid al-Fitr |
| 23 Apr 2026 | National Sovereignty and Children’s Day |
| 1 May 2026 | Labor and Solidarity Day |
| 19 May 2026 | Commemoration of Atatürk, Youth and Sports Day |
| 15 Jun 2026 | Eid al-Adha |
| 16 Jun 2026 | Eid al-Adha |
| 17 Jun 2026 | Eid al-Adha |
| 18 Jun 2026 | Eid al-Adha |
| 19 Jun 2026 | Eid al-Adha |
| 15 Jul 2026 | Democracy and National Unity Day |
| 30 Aug 2026 | Victory Holiday |
| 28 Oct 2026 | Republic Holiday |
| 29 Oct 2026 | Republic Holiday |
Sick Leave
- Extended sick leave beyond 6 weeks may allow contract termination under law
- No mandatory employer payment
- Social Security covers from day 3
Maternity & Parental Leave
- 16 weeks of paid maternity leave (18 for multiple pregnancies)
- Typically 8 weeks before + 8 weeks after birth
- Paid by Social Security
- Additional part-time rights after birth
Weeks of paid maternity leave can extend based on child count.
Paternity leave: 1 week paid
Parental leave: Part-time option until child starts school
Termination & Severance in Turkey
Notice Period
| Length of Service | Notice Period |
| 0–6 months | 2 weeks |
| 6–18 months | 4 weeks |
| 18–36 months | 6 weeks |
| 36+ months | 8 weeks |
If notice is not provided, payment in lieu must be made.
Severance Pay
Employees with at least one year of service are entitled to severance pay equal to one month’s gross salary per year of service.
Employees are entitled to severance pay unless termination is due to serious misconduct.
Protection Against Unfair Dismissal
Employees cannot be dismissed due to:
- Pregnancy
- Union membership
- Discrimination
Compensation may range from 4–8 months’ salary.
Misclassification Risks in Turkey
Misclassifying contractors in Turkey as independent contractors when they should be employees can result in:
- Heavy administrative fines
- Retroactive tax payments
- SGK arrears
- Legal disputes
Full compliance with Turkish labor law is essential. An EOR model protects international companies from these risks.
How Brain Source International Helps
Expanding your business in Turkey requires more than just hiring talent — it requires structured processes, legal precision, and ongoing compliance management. Brain Source International delivers end-to-end Turkey services designed specifically for foreign companies looking to hire in Turkey without establishing a local entity in Turkey.
Our approach combines operational efficiency, accurate payroll processing, and full compliance with local labor laws, allowing you to scale your team in Turkey confidently and securely.
✔ Talent onboarding in full compliance with Turkish labor legislation
✔ Structuring the employer and employee relationship correctly
✔ Employment contract drafting aligned with local regulations
✔ Support for contractors in Turkey (with misclassification risk mitigation)
✔ Smooth onboarding experience for your Turkish employees
This ensures your team in Turkey starts working quickly, legally, and without administrative friction.
✔ Monthly payroll cycle management
✔ Accurate payroll processing in line with Turkish standards
✔ Calculation of salaries in Turkey (gross-to-net breakdown)
✔ Management of tax and social security contributions
✔ Full SGK registration and reporting
✔ Payslip preparation and statutory documentation
We ensure all payroll obligations are met while maintaining transparency and cost clarity.
✔ Full compliance with Turkish labor law
✔ Compliance with local labor laws and Turkish government requirements
✔ Protection against misclassification penalties
✔ Proper handling of probation, termination, and severance rules
✔ Ongoing monitoring of regulatory updates
Our compliance framework protects foreign companies looking to operate in Turkey without unexpected liabilities.
✔ Work permit coordination
✔ Immigration documentation support
✔ Cross-border employment structuring
✔ Advisory for foreign nationals planning to work in Turkey
✔ Day-to-day HR advisory
✔ Leave and benefits administration
✔ Support with benefits such as annual leave tracking
✔ Employee documentation management
✔ Performance and workforce structuring guidance
We help create a professional and compliant experience for your employees while ensuring operational stability.
✔ Clear cost breakdown of employment
✔ No hidden fees
✔ Predictable monthly employment costs
✔ Strategic advisory for companies looking to expand
Your Strategic Partner in Turkey
Turkey offers a strong workforce positioned between Europe and Asia, but success requires precision and compliance. Brain Source International enables you to operate in Turkey without establishing your own legal entity, while maintaining full compliance with local employment standards.
If you are looking to hire in Turkey safely, compliantly, and efficiently — we provide the structure, expertise, and operational control you need to scale with confidence.
Why Turkey?
Turkey is a strategic hub connecting Europe and Asia, offering:
- Competitive salary levels
- Skilled multilingual workforce
- Growing tech ecosystem
- Strong manufacturing and logistics sector
- Expanding remote workforce
Turkey helps international companies scale efficiently without excessive employment costs.
Expand Your Business in Turkey — Without Establishing a Legal Entity in Turkey and Without Risk
Entering a new market should not require unnecessary legal exposure or complex entity formation.
With Brain Source International as your Employer of Record in Turkey:
- You avoid the need to establish a local legal entity
- You ensure full compliance with Turkish labor regulations
- You gain predictable cost breakdown visibility
- You protect your company from hidden legal risks
- You deliver a compliant, professional experience for your employees
How an Employer of Record (EOR) in Turkey Simplifies and De-Risks Hiring in the Turkish Market
This is where an Employer of Record (EOR) in Turkey becomes a crucial strategic partner for companies expanding into the Turkish market. An EOR provides a fully compliant and operationally efficient model by acting as the legal employer for your team members in Turkey. This allows you to quickly hire local talent without establishing a Turkish legal entity, navigating SGK (Social Security Institution) registrations, or managing Turkey’s highly regulated payroll and employment rules.
An EOR handles all administrative, payroll, and compliance responsibilities — including drafting Turkey-compliant employment contracts, registering employees with SGK, processing tax withholdings, managing mandatory social security contributions, and ensuring adherence to Turkish labor legislation. While the EOR manages every legal and operational compliance obligation, your company maintains full operational control over employees’ day-to-day tasks, performance, and strategic objectives.
By partnering with an EOR in Turkey, foreign employers eliminate the risks of misclassification, delays, or non-compliance — and gain the ability to scale their teams quickly, safely, and cost-effectively in one of the region’s most dynamic labor markets.