Many foreigners come to Türkiye as “digital nomads” or seasonal workers in tourism, bars, restaurants or photography and assume that a tourist visa or short-term residence permit is enough. Under Turkish law, however, almost every kind of gainful activity carried out in Türkiye requires a valid work permit or a specific statutory exemption.
The main legal framework is the International Labour Force Law No. 6735, which requires foreigners working in Türkiye to hold a work permit issued by the Ministry of Labour and Social Security. Article 23 of this Law and related secondary legislation foresee administrative fines for foreigners who work without a permit and for employers who hire them.
According to the Ministry’s official 2025 table, the administrative fines for working without a permit are substantial and increase every year with the revaluation rate. For 2025, examples are:
- Employer employing a foreigner without a work permit: 81,683 TRY per foreigner,
- Foreigner working dependently (as an employee) without a work permit: 32,654 TRY,
- Foreigner working independently (self-employed) without a work permit: 65,352 TRY.
If the same violation is repeated, these fines are doubled. In addition, failing to make mandatory notifications under Law 6735 (for example, not notifying the start or end of foreign employment) also triggers extra fines.
Deportation and Entry Bans
The financial penalty is not the only risk. Under the Law on Foreigners and International Protection No. 6458, foreigners who are found to be working without a permit fall expressly within Article 54(1)(ğ), which means that the governorate must issue a removal (deportation) decision against them.
A removal decision can lead to:
- Being ordered to leave Türkiye within 15–30 days,
- Placement in a removal centre in some cases,
- An entry ban for a certain period depending on the violation and whether fines and removal costs are paid.
Recent practice and legal commentary emphasise that working without proper authorization can result not only in deportation but also in future visa refusals and long-term entry bans, especially where there is overstay or repeat offending.
There is also growing focus on employers. A 2025 regulation on the Recovery of Various Expenses from Employers of Foreign Nationals Deported for Working Without Authorisation now allows the state to recover removal-related costs (accommodation in removal centres, return travel and certain health expenses for the worker and their close family) directly from the employer or its legal representative.
Digital Nomads and Remote Workers
Until very recently, Türkiye had no dedicated status for digital nomads; many remote workers simply stayed on tourist visas or standard short-term residence permits while working online for foreign clients. Practice notes describe this as a legal grey area, but also warn that activity, length of stay and local economic footprint (clients, contracts, tax residence) may cause immigration and tax risks.
In 2024–2025, Türkiye introduced an official Digital Nomad Visa scheme. The government’s digital nomad platform requires applicants to:
- Be 21–55 years old,
- Hold a passport valid at least 6 months,
- Prove they work in a “digital nomad” field for a company located outside Türkiye or as a freelancer with foreign clients,
- Upload a university diploma, biometric photo and
- Show a minimum income of 3,000 USD per month or 36,000 USD per year.
First, a Digital Nomad Identification Certificate is obtained online; then the applicant applies for a Digital Nomad Visa at a Turkish consulate or visa centre abroad. This route is designed to make remote work from Türkiye lawful, unlike relying on an ordinary tourist visa. Remote work done from Türkiye without such a visa or work permit may still be seen as a breach of the declared purpose of stay or even as unauthorized employment, especially if there is visible economic activity (local clients, advertising, co-working presence).
Seasonal and On-Site Work in Tourism and Services
For seasonal jobs in tourism, hospitality, bars, restaurants, tour guiding, photography or similar on-site roles, the situation is clearer:
- This is dependent employment for a Turkish employer;
- It always requires a work permit (or a very specific statutory exemption, such as narrowly defined seasonal agricultural work).
Inspections may be random or triggered by complaints or joint checks by the Labour Ministry and Migration authorities, and can result in immediate fines and initiation of deportation procedures.
Practical Takeaways for Foreigners
- A tourist visa or short-term residence permit is not a work permit. It usually allows you to stay, not to work.
- If you will work for a Turkish company or in Türkiye’s domestic market, insist that your employer obtains a proper work permit before you start.
- If you plan to live in Türkiye while working remotely for foreign clients or employers, strongly consider using the Digital Nomad Visa or other compliant residence/work structures instead of assuming that “online work is invisible.”
- Be aware that unauthorized work can lead to high administrative fines, deportation, and an entry ban, and your employer may be pursued for deportation costs and other liabilities.
Before accepting any job or moving your remote work base to Türkiye, it is wise to obtain tailored legal advice to choose the correct permit and avoid consequences that may affect your long-term ability to live, work or invest in the country.
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