Turkey’s employment landscape is governed primarily by Labour Law No. 4857, which establishes a comprehensive framework of worker protections: a 45-hour maximum working week, statutory annual leave entitlements, paid maternity leave, and a national social security system (SGK) encompassing pensions and healthcare. Although these protections share common ground with those in many other nations, Turkey’s employment system contains several distinctive characteristics — notably a generous severance pay structure and a layered retirement framework — that anyone contemplating work in Turkey ought to familiarise themselves with before putting pen to paper on a contract.
| Item | Details |
|---|---|
| Maximum working week | 45 hours (as of 2025); daily maximum 11 hours including overtime |
| Gross monthly minimum wage | TRY 26,005.50 (as of 1 January 2025) |
| Overtime annual cap | 270 hours per year; paid at 150% of regular hourly rate |
| Probationary period | Up to 2 months; extendable to 4 months by collective agreement |
| Social security contributions (employee/employer) | Employee: ~14% + 1% unemployment; Employer: ~20.75% (as of 2025) |
| State pension retirement age | 58 (women) / 60 (men) for those first insured after 8 September 1999; gradually rising to 65 from 2036 |
How are standard working hours defined and regulated in Turkey?
Turkish Labour Law (Law No. 4857) establishes firm boundaries on the amount of time employees may work. The statutory ceiling stands at 45 hours per week, with no single day permitted to exceed 11 hours in total. This is broadly in the same territory as the EU Working Time Directive’s 48-hour cap, though Turkey’s 45-hour threshold is somewhat tighter in everyday practice. The Ministry of Labour and Social Security (csgb.gov.tr) serves as the principal official authority on working time regulations.
While the distribution of these hours across the week can be adjusted by mutual agreement between employer and worker, the weekly average must not surpass 45 hours. Over any two-month reference period, the employee’s average weekly hours cannot exceed the standard weekly working time. Under collective bargaining agreements, this reference period may be extended to four months.
In practice, a typical working schedule runs Monday to Friday, 9:00 AM to 6:00 PM, although this varies considerably across companies and sectors. Employees working between four and seven and a half hours are entitled to a minimum 30-minute meal break; those working more than seven and a half hours must receive at least one hour.
In Turkey, overtime is defined as any work carried out beyond the 45-hour weekly threshold — the calculation is made on a weekly rather than a daily basis. This means that even if an employee works longer than their usual daily hours on a given day, it only qualifies as overtime if their cumulative weekly total exceeds 45 hours.
Before overtime can be performed lawfully, employers must obtain written consent from the employee — either at the outset of employment or in advance of the specific overtime period. The law imposes a strict annual ceiling of 270 overtime hours per employee. Overtime is compensated either through a 50% monetary premium on top of the standard hourly rate, or by granting one hour and thirty minutes of compensatory time off per overtime hour worked, according to the employee’s written preference.
Turkey’s labour legislation acknowledges that certain industries operate under conditions that necessitate modified working time rules. Maritime workers, for example, are subject to a higher weekly ceiling of 51 hours given the particular demands of their work environment. Press employees fall under tailored regulations that reflect the unpredictable rhythms of news production. Night shift workers are afforded additional protections, with individual shifts capped at seven and a half hours.
Unlike some jurisdictions, Turkish law does not recognise a distinct category of “exempt” workers who are entirely removed from working time protections. Even senior managerial staff remain subject to working hour limits and overtime compensation requirements. Always verify current sector-specific provisions with the Ministry of Labour and Social Security.
What workplace rights and protections do employees have in Turkey?
With effect from 1 January 2025, the gross monthly minimum wage was raised to TRY 26,005.50, equivalent to a net figure of TRY 22,104.67. The minimum wage is a legally mandated floor, reviewed and adjusted each year. Employees engaged in particularly hazardous work — specifically those in underground coal and lignite mining — must receive a minimum of twice the standard rate. Current figures should always be verified on the Ministry of Labour and Social Security website, as the minimum wage is occasionally revised mid-year.
Both Turkey’s Constitution and its employment legislation mandate equal treatment across the workforce. Labour law adopts a zero-tolerance stance on discrimination based on sex, race, disability, and religion, and employers are legally required to protect their workers from any form of discrimination or harassment. The Human Rights and Equality Institution Law extends these protections further, prohibiting differential treatment on grounds of gender, ethnicity, marital status, health, and age, subject to specified exceptions.
Irrespective of the grounds for ending employment, Turkish law obliges employers to observe proper notice periods. The length of notice required is determined by how long the employee has been in service and ranges from two weeks to eight weeks. Where termination is based on valid cause, the employer must issue a written notice that clearly states the reason and respects the applicable notice period.
Severance pay stands out as one of the more distinctive aspects of Turkish employment law. Employees who have completed more than one year of service and whose dismissal does not stem from misconduct or voluntary resignation are entitled to a severance payment. This is calculated by reference to the employee’s final monthly salary and total years of service. The severance pay ceiling for the period 1 January to 30 June 2025 has been set at TRY 46,655.43, with this figure updated every six months. In contrast to many European frameworks where redundancy payments are relatively modest or subject to a low multiplier, Turkey’s per-year-of-service structure can generate substantial sums for long-tenured employees.
New employees may be placed on probation for up to two months, a period that can be extended to four months under a collective agreement. During probation, employers retain the freedom to hire and dismiss without the full weight of statutory obligations. This is broadly similar to probationary arrangements in other countries, though the explicit latitude to terminate during this window is something worth bearing in mind before accepting any position.
What paid leave entitlements do workers receive in Turkey?
Statutory annual leave in Turkey increases with length of service. Employees who have been with an employer for between one and five years receive a minimum of 14 days of paid annual leave; those with five to fifteen years of service are entitled to 20 days; and employees with fifteen or more years earn at least 26 days. These are legal minimums — many employers, especially larger corporations and multinationals, go beyond these thresholds. Current entitlement rules can be confirmed with the Ministry of Labour and Social Security.
Turkey recognises a range of public holidays each year, including National Sovereignty and Children’s Day (23 April), Labour Day (1 May), Atatürk Commemoration Day (19 May), Democracy and National Unity Day (15 July), Victory Day (30 August), and Republic Day (29 October), along with the religious celebrations of Eid al-Fitr (Ramazan Bayramı, three days) and Eid al-Adha (Kurban Bayramı, four days). Any employee required to work on a national holiday is entitled to twice their normal daily wage.
When a public holiday coincides with a weekend in Turkey, it does not automatically carry over to the following Monday, which remains a regular working day. This stands in contrast to countries such as the UK and Australia, where substitute holidays are routinely granted in such circumstances.
Maternity leave consists of 16 weeks of paid leave, with a minimum of three weeks taken before the birth and the remainder following it. In cases of multiple or complicated pregnancies, this entitlement extends to 18 weeks. New fathers in eligible employment receive five days of paid paternity leave upon the birth of their child. By comparison, many European countries now provide considerably longer paid parental leave periods for both parents — families making long-term plans should factor this difference into their thinking.
Parental leave provisions also permit employees to request part-time working arrangements until their child begins primary school. Where a child has a documented disability of at least 70% or suffers from a chronic illness, one parent may additionally take 10 days of paid leave per year to provide the necessary care.
For sick leave, employees may take paid time off for medically certified illness or injury. Employers may elect to pay normal salary during the first two days of absence, after which social security (SGK) sickness benefits typically take over. This differs from systems such as Germany’s, where employers are obliged to maintain full salary for up to six weeks — Turkey’s arrangement involves the SGK taking on a share of responsibility relatively early in the absence period. Up-to-date SGK sick leave rules are available at sgk.gov.tr.
What additional employment benefits can employees expect in Turkey?
All individuals registered with the Social Security Institution (SGK) are entitled to access Turkey’s national healthcare system. Once employed and registered, workers receive healthcare coverage through their social security contributions — a meaningful benefit that gives Turkey’s system some of the characteristics of universal healthcare tied to employment status, comparable in terms of access to France’s social security-based health model.
Turkish labour law does not impose any requirement for employers to pay a 13th or 14th month salary. Bonuses remain discretionary or contractual rather than legally mandated and may take the form of performance-related payments or seasonal bonuses tied to festivals such as Eid or the New Year. In practice, many mid-to-large employers — particularly in banking, technology, and manufacturing — do pay annual or semi-annual bonuses, but these depend on company policy or individual negotiation rather than any statutory obligation.
Meal allowances, child and family allowances, employer contributions to private health insurance, and payments into individual retirement systems are all exempt from social security contributions, provided the combined monthly amount does not exceed the prescribed threshold. Meal and transport allowances in particular are a common feature of Turkish employment packages and are frequently structured to take full advantage of these exemptions.
Many expats choose to complement their public health cover with private insurance, especially given that urban hospitals tend to be better equipped than those in rural areas and that private providers often offer faster appointments and multilingual staff. Some employers — particularly international firms — include private health insurance as a standard element of the benefits package. Examine your contract carefully to determine whether this is provided or whether you will need to make your own arrangements.
How does Turkey’s pension system operate?
Three previously separate social security bodies — SSK, Bağ-Kur, and Emekli Sandığı — were consolidated into the single Social Security Institution (SGK) in 2007, with the unified system becoming fully operational in 2008. The Turkish social security framework is governed by Law No. 5510 on Social Insurance and General Health Insurance. The state pension operates as a pay-as-you-go scheme, in which current workers fund the pensions of today’s retirees — a model structurally similar to France’s régime général or Germany’s gesetzliche Rentenversicherung, and quite different from individually funded defined-contribution arrangements such as Australia’s Superannuation or the American 401(k).
Social security contributions in Turkey cover retirement, disability, health insurance, and related benefits. Employees contribute 14% and employers contribute 20.75% of gross salary, subject to monthly floor and ceiling limits. A further 1% employee contribution applies for unemployment insurance. These rates are current as of 2025; always confirm the latest figures with the SGK or the Ministry of Labour and Social Security.
Alongside the state social insurance system, Turkey’s pension landscape includes a Private Pension System (Bireysel Emeklilik Sistemi, or BES) with both auto-enrolment and voluntary components. Under the auto-enrolment programme, employees under the age of 45 are automatically placed into employer-sponsored defined-contribution pension plans, retaining the right to opt out within two months of enrolment. This is broadly analogous in principle to the UK’s workplace auto-enrolment pension scheme, though the specific contribution structure and government incentives differ.
The voluntary BES programme is open to all individuals aged 18 or over, regardless of their employment status, enabling them to open individual retirement savings accounts with authorised private pension providers. The government also provides a matching contribution to BES participants, making voluntary top-up saving an attractive proposition for those who wish to build retirement resources beyond the state pension baseline. The current government matching rate can be confirmed with the SGK or a licensed pension provider.
What pension arrangements are available specifically to expats in Turkey?
Private-sector employees — including foreign nationals — aged 18 or over who work under a service contract are covered by Turkey’s social security system. As an expat in formal employment, you will therefore be automatically enrolled in and required to contribute to the SGK, creating both an obligation and the potential to accumulate entitlement to a future Turkish state pension.
There is no separate procedure applicable to foreign nationals in relation to the refund of social security contributions or retirement conditions. Any refund request submitted by a foreign national will be evaluated under the general retirement conditions that apply in Turkey, unless a bilateral social security agreement with the individual’s home country specifies otherwise. Turkey has concluded such agreements with a number of countries, allowing contribution periods in both nations to be aggregated when determining pension eligibility. Whether your home country has such an arrangement can be checked via the SGK website.
Old-age pension payments may be made partially abroad where a reciprocal agreement is in place. This is a significant consideration for expats who accumulate SGK contributions but leave Turkey prior to reaching retirement age. Without a reciprocal arrangement, you may need to satisfy Turkey’s qualifying conditions independently, or accept a lump-sum contribution refund in place of ongoing pension payments.
Turkey has concluded tax treaties with numerous countries addressing how pension income is taxed. A treaty between Turkey and the USA, for instance, may enable eligible individuals to contribute to only one country’s social security system, potentially relieving a dual-contribution burden. Similar arrangements may benefit residents of other treaty partner countries. The Turkish Revenue Administration (GİB) or a qualified tax adviser can clarify how your specific circumstances are affected.
Expats who continue to contribute to pension arrangements in their home countries while working in Turkey should be alert to the risk of double contributions where no treaty protection applies, and should seek professional guidance to avoid gaps or unnecessary overpayments. Multinational employers’ international mobility programmes and globally portable private pension arrangements can also offer useful continuity for retirement savings across borders.
What is the retirement age in Turkey, and how is it changing?
For individuals whose social security registration began after 30 April 2008, the standard retirement age is 60 for men — increasing gradually to 65 between 2036 and 2044 — and 58 for women, rising gradually to 65 between 2036 and 2048. Private-sector employees must also have accumulated 7,200 days of contributions. Turkey’s retirement eligibility structure is notably intricate, with qualifying conditions differing considerably based on when an individual first enrolled in the social insurance system.
A 2023 legislative amendment allows individuals who first enrolled in the social insurance system on or before 8 September 1999 to claim an old-age pension at any age, provided they have accumulated at least 25 years of coverage (men) or 20 years (women) along with the requisite number of contribution days. Prior to this change, these individuals were unable to claim before the ages of 60 (men) or 58 (women). According to government figures, approximately 5 million people benefited from the relaxed qualifying conditions introduced by this reform.
As of 2025, the retirement age for individuals whose working life commenced between 1 January 2025 and 31 December 2026 stands at 64 years. This reflects a broader trajectory of gradually increasing retirement thresholds in response to demographic shifts. Under Law No. 5510, the age condition is projected to rise incrementally to 65 years for both male and female insured individuals starting from 2036.
Retirement legislation in Turkey is subject to ongoing revision in response to evolving economic circumstances and changing population structures, with both the age threshold and the required premium day counts adjusted accordingly. This continual development is central to preserving the long-term sustainability of the system. Given how rapidly the rules can change, anyone planning their financial future in Turkey is strongly advised to consult the SGK website regularly or seek guidance from a local social security specialist.
How are taxes and social security contributions handled in Turkey?
Under Turkish Income Tax Law, the tax year coincides with the calendar year, and income tax is calculated on a cumulative basis throughout that year. The rate applicable at any given point is determined by the employee’s year-to-date cumulative income tax base. Turkey applies a progressive income tax system in which the effective rate increases as cumulative earnings grow over the course of the year. As an employee’s cumulative income crosses successive thresholds, their tax bracket shifts accordingly — for example, an employee might fall into the 15% bracket in January, only to move into a higher bracket in February following a bonus payment.
As of 2025, Turkey’s progressive income tax rates begin at 15% and climb through 20%, 27%, and 35%, with the top rate of 40% applying to the highest earners. Tax bracket thresholds are adjusted annually for inflation, so current figures should always be verified with the Turkish Revenue Administration (Gelir İdaresi Başkanlığı — GİB).
As of 2025, the statutory deductions applied to gross salary comprise: an SSI Employee Contribution of 14%, covering retirement, healthcare, and short-term insurance branches; an Unemployment Insurance Employee Share of 1%, which provides financial support in the event of job loss; and an SSI Employer Contribution of 21.75%, representing the long-term insurance branch costs borne by the employer. These figures are current as of 2025; the latest rates can be found at sgk.gov.tr.
A stamp tax (damga vergisi) is also levied on payroll, calculated against the total gross amount appearing on the payslip. While this charge is relatively small in isolation, it adds to the overall picture of deductions. Employers are responsible for withholding all income tax, social security contributions, and stamp tax at source on a monthly basis.
The tax obligations of expats living in Turkey are determined by their residency status. Those who qualify as tax resident in Turkey — generally defined as spending more than six months of a calendar year in the country, or whose principal home is there — are taxed on their worldwide income. Non-residents are subject to Turkish tax only on income that arises in Turkey. Individuals with potential tax liabilities in more than one country should consult Turkey’s network of double tax treaties, which is published on the GİB website.
What do expats need to know about employment contracts in Turkey?
Turkish labour law mandates that certain key elements be present for an employment contract to be valid. These include: a clear job description setting out the employee’s role, responsibilities, and reporting lines; details of compensation and benefits, covering salary, any potential bonuses, and supplementary perks; and a specification of working hours and rest breaks, including daily or weekly hours, overtime provisions, and the legally required intervals.
Employment agreements in Turkey may be drawn up for either a fixed or an indefinite term. A fixed-term contract can be renewed only once for a valid reason that justifies the extension. If renewals are repeated without adequate justification, the contract risks being reclassified as indefinite-term, bringing with it the full range of associated worker rights. This is a particularly important point for expats engaged on project-based or temporary arrangements.
Wages must in principle be paid in Turkish currency, as stipulated under Decree Number 32 on the Protection of the Value of Turkish Currency. Foreign-currency-denominated contracts do exist — particularly in the corporate and multinational sector — but the practical and legal complexities involved should be thoroughly discussed with an employment lawyer before any such agreement is signed.
Non-compete clauses are legally enforceable in Turkey but are subject to meaningful constraints: they must be reasonable with respect to geographic scope, duration (typically no more than two years), and the activities they restrict. Courts have traditionally been sceptical of overly sweeping restrictions, yet such clauses still pose genuine risk for employees who move to a competitor within the same field. Legal review of any non-compete or confidentiality provision before signing is strongly advisable.
For expats, a number of additional considerations arise: ensuring that your work permit status is accurately reflected in the contract, confirming that your employer will register you with the SGK before your start date as legally required, and — for those relocating with dependants — ensuring that any relocation or housing allowance terms are set out with precision. Engaging a Turkish employment lawyer is particularly recommended if your contract is provided solely in Turkish, since contracts are interpreted under Turkish law regardless of your preferred language.
Frequently asked questions
How can I check whether a Turkish employer is complying with local labour law?
The Ministry of Labour and Social Security oversees workplace inspections in Turkey through its Labour Inspection Board (İş Teftiş Kurulu). You can verify that your employer has registered you with the SGK by reviewing your own SGK records online at sgk.gov.tr. Employees who suspect a violation — such as wages below the minimum or failure to register for social security — can lodge a formal complaint with the Ministry of Labour or the SGK directly.
What happens to my Turkish social security contributions if I leave Turkey before retiring?
There is no separate procedure for foreign nationals in relation to the refund of social security contributions. Any refund request made by a foreign national will be assessed against the standard retirement conditions applicable in Turkey, unless a bilateral social security agreement specifies otherwise. Where Turkey has a totalling agreement with your home country, contribution periods accumulated in both countries can be combined to satisfy qualifying thresholds. Check whether such an agreement exists between Turkey and your home country via the SGK website before you depart.
Do foreign qualifications affect my employment rights in Turkey?
The employment rights conferred by Turkish labour law extend to all workers regardless of nationality or where they obtained their qualifications. However, entry into certain regulated professions — including medicine, law, engineering, and architecture — requires Turkish recognition of foreign credentials before practice is permitted. Recognition procedures are administered by the relevant professional bodies and, in some cases, the Higher Education Council (YÖK). Your employment rights as such are unaffected by holding a foreign qualification, but access to regulated occupations may hinge on securing the appropriate formal recognition.
How are disputes between employers and employees resolved in Turkey?
Individual labour disputes in Turkey must pass through a mandatory mediation stage before any legal claim can be brought. Employees are required to attempt resolution through an accredited mediator before lodging a case with the Labour Courts (İş Mahkemeleri). If mediation does not produce a settlement, the matter proceeds to the courts. Collective labour disputes follow distinct procedures under the Collective Labour Agreements, Strike and Lockout Law. The Ministry of Labour’s website provides detailed information on both the mediation process and court proceedings.
Can I contribute to a private pension in Turkey in addition to the state system?
The voluntary BES programme is open to all individuals aged 18 or over, regardless of their employment status, allowing them to open individual retirement savings accounts with authorised private pension providers. The Turkish government supplements participants’ contributions through a matching arrangement, effectively boosting retirement savings. Under the auto-enrolment programme, employees under the age of 45 are automatically placed into employer-sponsored defined-contribution pension plans and retain the right to withdraw from the scheme within two months of enrolment.
Is there a risk of double social security contributions if I work in Turkey and maintain ties to my home country?
Yes, this is a genuine concern without adequate planning. Turkey has bilateral social security agreements with a number of countries that eliminate double contributions and permit contribution periods in both countries to be combined. In the absence of such an agreement, you could theoretically be required to contribute simultaneously to social security systems in both Turkey and your home country. Consult a cross-border employment specialist and review the treaty position between Turkey and your home country via the SGK.
Are there restrictions on salary payments in foreign currency in Turkey?
In principle, wages must be settled in Turkish Lira under Decree Number 32 on the Protection of the Value of Turkish Currency. Some international companies structure contracts with a reference salary denominated in a foreign currency that is then disbursed in Turkish Lira at the prevailing exchange rate. Given Turkey’s history of significant currency fluctuation, expats would be wise to consider negotiating inflation- or exchange-rate-adjustment provisions into their contracts, and to seek specialist legal advice before committing to any agreement involving a foreign currency element.
What notice am I entitled to if my employer dismisses me in Turkey?
Turkish law requires employers to give adequate notice before terminating employment, regardless of the grounds for dismissal. The notice period is tied to the employee’s length of service and ranges from two weeks to eight weeks. Employees with fewer than six months of service are entitled to two weeks’ notice; those with between six and eighteen months receive four weeks; employees with between eighteen months and three years are entitled to six weeks; and those with more than three years of service receive eight weeks’ notice. Employers may instead elect to pay in lieu of notice. Additionally, employees with more than one year of service who are dismissed without misconduct are entitled to severance pay. Current entitlement details can be confirmed with the Ministry of Labour and Social Security.
What should I do if my employer does not register me with the SGK?
Failing to register an employee with the SGK constitutes a serious breach of Turkish labour law and leaves the employee without healthcare coverage, pension accrual, and other social security entitlements. Registration and notification obligations under the SGK are mandatory, and all employees must be enrolled before they begin work. If you have reason to believe your employer has not registered you, you can check your own SGK record online and, if you find you are unregistered, submit a complaint directly to the SGK. Seeking the assistance of a Turkish employment lawyer to navigate this process is strongly recommended.