Turkey offers a competitive employment environment for both foreign businesses and professionals. As you consider hiring in-country or relocating talent here, understanding the benefits, rights and obligations under Turkish labour law is critical. Here’s a comprehensive guide to the key entitlements employees have — and what employers must provide to stay compliant.
1. Minimum Wage and Working Hours
Turkey’s labour regulations set clear parameters for compensation and working time:
- Minimum Wage: A legal baseline salary applies to all employees.
- Working Hours: The standard workweek is up to 45 hours. The daily maximum is 11 hours. Night shifts (between 8 pm and 6 am) are permitted but must not exceed 7.5 hours.
- Overtime Pay: Hours worked beyond standard time must be compensated at 1.5× the regular rate. Annual overtime is capped (for example, at 270 hours per year).
Compliance in these areas is vital for employers — under-automation or mis-classification can trigger legal liabilities.
2. Leave Entitlements & Public Holidays
Ensuring paid leave and adherence to holidays forms a significant part of employee rights in Turkey:
- Annual Paid Leave: After one year of service, employees are entitled to paid vacation days. Entitlement increases with years of service (e.g., 2 weeks for 1–5 years; 20 days for 5–15 years; 26 days for more than 15 years).
- Public — Paid Holidays: Employees are entitled to national public holidays with pay (for example, New Year’s Day, National Sovereignty & Children’s Day, Labor Day).
- Special Leaves: Additional paid leave may apply (for weddings, bereavement, etc.).
For employers, it’s critical to integrate these entitlements into contracts and payroll systems to maintain transparency and meet legal obligations.
3. Sick Leave, Maternity & Family-Related Rights
Turkey’s law also covers protections around health, maternity and family-friendly arrangements:
- Sick Leave: Employees can receive paid sick leave, subject to medical certification. After six weeks, prolonged absence may lead to separate contract termination procedures.
- Maternity Leave: Pregnant employees are generally entitled to 16 weeks of paid maternity leave (8 weeks before and 8 weeks after delivery). For multiple pregnancies (twins, etc.) this extends to 18 weeks. Working up to three weeks before childbirth is allowed, and unpaid parental leave may follow.
- Additional Family Leave: For example, short paid leaves for the death of a close relative or wedding days.
Employers should adapt their HR policies to reflect these rights clearly, and ensure efforts to accommodate employees returning from maternity or extended leave.
4. Age Restrictions & Social Security
Important for both employers and professionals:
- Minimum Working Age: The legal minimum age for employment in Turkey is 16 years.
- Social Insurance Coverage: Workers must be registered with Turkey’s social security institution (SGK) and employees benefit from mandatory public health insurance contributions.
Proper registration and contributions are non-negotiable — failure to comply may result in penalties and retroactive liabilities.
5. Why Partner with Azkan Group for Employment in Turkey
Given the complexity of Turkish employment laws, many international companies choose a trusted partner:
- Azkan Group guides you through employer-of-record (EOR) models, payroll outsourcing, and compliant employment contracts in Turkey.
- With bilingual experts (French/English) and deep local experience, we simplify hiring, manage payroll, guarantee regulatory compliance and protect your business.
- Whether you’re employing local talent or relocating international professionals, we help you implement rights and benefits correctly, avoid costly legal mistakes, and build a stable workforce.
For companies entering the Turkish market, or professionals relocating, having the right legal framework and employee benefit structure in place is essential for long-term success. Partnering with Azkan Group means you move forward confidently — without surprise liabilities or operational disruption.