Understanding the different types of employment contracts in Turkey is essential for any company hiring locally — whether through a local entity or via an Employer of Record (EOR). Turkish labor law provides several contract types depending on the nature, duration, and flexibility of employment. Choosing the right one ensures legal compliance and efficient workforce management.
This guide breaks down each contract category under Turkish Labour Law No. 4857, explaining their conditions, advantages, and implications for foreign employers.
1. Indefinite-Term Contracts (Permanent Employment)
The indefinite-term employment contract — known as a permanent contract — is the standard employment type in Turkey. It has no specific end date and continues until either the employer or employee terminates it according to the law.
Employees under indefinite-term contracts benefit from full legal protections, including:
- Notice periods before termination
- Severance pay (if applicable)
- Paid annual leave and other statutory entitlements
These contracts are ideal for long-term employment relationships and are generally preferred by authorities, as they provide job security and stability.
2. Fixed-Term Contracts (Temporary or Project-Based Employment)
A fixed-term contract is signed for a specific duration — for example, six months, one year, or for the completion of a particular project. It automatically ends at the expiry date without any need for termination notice.
Under Turkish law, fixed-term contracts can only be used when there is a valid reason justifying their temporary nature, such as:
- Seasonal or project-based work
- Replacement of an employee on leave
- Work limited by a specific timeline or deliverable
Employers must be cautious: renewing fixed-term contracts repeatedly without a valid reason can cause them to be reclassified as indefinite-term contracts, giving the employee full permanent rights.
3. Minimum-Term and Maximum-Term Agreements
Turkish law also recognizes minimum-term and maximum-term contracts, which offer additional flexibility.
- Maximum-term contracts establish a final date of employment; the relationship cannot exceed this limit.
- Minimum-term contracts prevent either party from ending the relationship before a set minimum period has passed. After that period, the employment continues under indefinite-term rules.
This arrangement is common in consultancy, technical services, or international projects where both parties seek mutual stability.
4. Probation (Trial) Periods
Many Turkish employment contracts include a trial or probation period, allowing both parties to evaluate their fit before committing long-term.
Under Article 15 of the Labour Law, the probation period can last up to two months, or up to four months if a collective bargaining agreement allows it.
During this period:
- Either party may terminate the contract without prior notice or severance pay.
- The employee must still receive wages and statutory benefits for the time worked.
Including a trial clause is highly recommended for new hires, especially when expanding rapidly in Turkey through an EOR partner.
5. Full-Time, Part-Time, and On-Call Employment
Another key distinction in Turkish contracts is the working hours and availability of the employee.
Full-Time Contracts
A full-time employee typically works up to 45 hours per week, spread across weekdays. This is the standard model for most industries in Turkey and ensures full social security coverage.
Part-Time Contracts
A part-time contract is used when an employee works significantly fewer hours — usually two-thirds or less of the full-time equivalent.
According to Article 13 of the Labour Law, part-time workers must not face discrimination compared to full-time employees. Their rights (e.g. annual leave, bonuses) are applied proportionally to their working time.
On-Call (Call-Out) Contracts
The on-call employment model is a flexible form of part-time work where the employee only works when requested by the employer.
If the weekly working hours are not specified, Turkish law presumes a default of 20 hours per week. Employers must notify the employee at least four days in advance before calling them to work, and each call must last a minimum of four consecutive hours.
This model is particularly useful for businesses with fluctuating demand, such as hospitality or logistics.
6. Team (Gang) Contracts
Under Article 16 of the Labour Law, an employer may sign a single agreement with a group of employees represented by a team leader, known as a gang contract. Each team member is considered to have a separate employment relationship with the employer, even though the agreement is collective.
Key requirements:
- The contract must be in writing.
- Each worker’s wage and role must be clearly specified.
- The team leader cannot deduct any amount from the workers’ pay.
This arrangement is common in industries such as construction, manufacturing, or shipbuilding, where teams are hired together for large-scale projects.
7. Seasonal Contracts
Although not explicitly defined by law, seasonal contracts are widely recognized in Turkish practice.
They apply to jobs that are limited to specific periods of the year, such as:
- Tourism and hospitality (summer resorts, hotels)
- Agriculture and forestry
- Construction projects affected by weather conditions
During the off-season, the employment relationship is considered suspended, meaning no wages are paid. If the employer does not recall the employee at the beginning of the next season, it may count as a termination.
Seasonal contracts may be structured as either fixed-term or indefinite-term depending on the nature of the business.
8. Why Choosing the Right Contract Matters for Employers and EORs
Selecting the proper employment contract is not only a matter of formality — it has serious legal and financial implications.
Here’s why getting it right is critical:
- Legal compliance: Misclassifying a worker or using an improper contract type can result in penalties or automatic conversion to indefinite employment.
- Cost management: The contract type determines severance pay, notice periods, and benefit obligations.
- Operational flexibility: Certain industries benefit from flexible options like on-call or seasonal contracts.
- Talent retention: A transparent and fair contract fosters trust and long-term engagement.
For international companies hiring in Turkey through an Employer of Record, a local EOR partner ensures all contracts are compliant, bilingual, and aligned with Turkish labor standards.
In Turkey, employment contracts vary by duration (fixed or indefinite), working hours (full-time, part-time, on-call), and nature of work (team, seasonal).
Understanding the distinctions helps both local and foreign employers build strong, compliant employment relationships while minimizing risk.
Whether you’re opening a new branch or hiring remotely via an EOR in Turkey, make sure your employment contracts are tailored to your operational needs and Turkish law requirements. Do not hesitate to be in touch with our team for more informations.