Employment in Turkey is generally based on open-ended, full-time contracts that provide long-term job security. Temporary employment is the exception rather than the rule and is only permitted under clearly defined legal conditions. Turkish labor legislation allows temporary work arrangements in limited cases to help employers address short-term operational needs without undermining employee protections.
Circumstances Allowing Temporary Employment
The Turkish Labor Law identifies specific situations in which a temporary employment relationship may be lawfully established. Two primary frameworks regulate this form of employment: temporary assignments within corporate groups and placements facilitated through licensed private employment agencies.
Temporary Assignments Within a Group of Companies
One permitted model involves temporary employee assignments between companies that belong to the same corporate group. In this arrangement, an employee may be temporarily transferred to another group company for a maximum period of six months.
This assignment may be renewed up to two additional times, provided that the employee gives explicit written approval for each extension. The requirement for written consent ensures that employees remain informed and voluntarily agree to temporary changes in their employment conditions.
This model supports internal flexibility within corporate groups, allowing businesses to respond to project-based or seasonal needs while maintaining the core principles of employment continuity.
Temporary Employment Through Private Labor Agencies
A second legal pathway for temporary employment was introduced in May 2016 with the authorization of private labor agencies. These agencies must obtain a special license from the Turkish Employment Agency before operating.
Under this system, the private labor agency employs the worker and assigns them to a client employer under a temporary workforce supply agreement. During the assignment, the employee performs their duties at the client’s workplace, while remaining contractually employed by the agency.
Limited Use of Private Labor Agency Arrangements
Employers may only rely on private labor agencies in specific and time-bound situations, such as:
- Replacing employees who have switched to part-time work after childbirth
- Covering maternity leave absences
- Filling positions vacated due to compulsory military service
These restrictions prevent the misuse of agency work as a substitute for permanent employment and preserve job stability in the labor market.
Balancing Flexibility and Employee Protection
Both temporary employment models are designed to offer controlled flexibility while safeguarding employee rights. The emphasis on employee consent, licensing requirements, and defined time limits reflects Turkey’s commitment to transparency and fair treatment—even in non-standard employment arrangements.
Temporary employment in Turkey serves as a practical solution for employers facing short-term staffing challenges. Whether through internal group transfers or licensed private labor agencies, these arrangements allow businesses to adapt without compromising legal compliance.
By strictly following the conditions set out in Turkish labor law, employers can use temporary employment responsibly, ensuring that workforce flexibility goes hand in hand with employee protection and legal certainty in an evolving employment environment.