Introduction

Turkey attracts foreign professionals, executives, engineers, software developers, teachers, academics, healthcare professionals, investors and employees from around the world.

Foreign nationals may be recruited by Turkish companies, transferred to Turkish subsidiaries of international groups, establish their own companies, work in universities or technology businesses, or provide specialized services to Turkish employers.

However, legally working in Turkey requires much more than obtaining a job offer.

Foreign nationals must generally comply with two separate legal regimes:

1. Turkish immigration and work permit legislation, which determines whether the foreign national is legally authorized to work in Turkey; and
2. Turkish employment law, which determines the employee’s salary, working hours, annual leave, overtime, termination rights, severance pay and other employment protections.

The principal legislation concerning foreign workers is International Labour Force Law No. 6735 — Uluslararası İşgücü Kanunu.

The Ministry of Labour and Social Security states that foreigners falling within the scope of Law No. 6735 must obtain a valid work permit or work permit exemption before starting to work in Turkey. A valid work permit generally also provides the foreign national with the right to reside in Turkey during its validity period.

Employment rights are principally governed by Labour Law No. 4857, together with:

• Turkish Code of Obligations No. 6098;
• Social Insurance and General Health Insurance Law No. 5510;
• Occupational Health and Safety Law No. 6331;
• Law No. 1475 Article 14 concerning severance pay;
• Labour Courts Law No. 7036; and
• relevant regulations and collective bargaining agreements.

One of the most important principles for foreigners is therefore:

A residence permit is not the same thing as a work permit.

A foreigner may legally live in Turkey but still be prohibited from working.

Similarly:

Owning a Turkish company does not automatically authorize the foreign shareholder to work in that company.

This article explains how foreigners can legally work in Turkey, how work permit applications are made, the financial and salary criteria imposed on employers, the rights foreign employees have under Turkish employment law and what happens when a foreign employee is dismissed.

Do Foreigners Need a Work Permit in Turkey?

As a general rule, yes.

Foreign nationals covered by International Labour Force Law No. 6735 must obtain a work permit or legally recognized work permit exemption before beginning employment in Turkey.

The Ministry expressly states that working without a valid permit can lead to both administrative and immigration consequences.

This requirement can apply whether the foreigner is:

• employed by a Turkish company;
• employed by a Turkish subsidiary of a foreign corporation;
• working as an executive;
• working as a foreign professional;
• working independently;
• managing their own Turkish business; or
• performing another activity falling within Law No. 6735.

Certain categories are exempt or subject to special rules, but foreigners should never assume that having entered Turkey legally automatically means they can also work legally.

Does a Turkish Residence Permit Allow a Foreigner to Work?

No.

This is one of the most common misunderstandings among foreigners living in Turkey.

A person may hold:

• a short-term residence permit;
• family residence permit;
• student residence permit; or
• another residence status

without automatically having authorization to work.

The Ministry of Labour expressly confirms that possession of a residence permit does not itself give a foreign national the right to work.

Therefore:

Residence permit = permission to reside.

Work permit = permission to work.

The two should not be confused.

Does a Work Permit Also Provide Residence Rights?

Generally, yes.

Under Law No. 6735 and Article 27 of Law No. 6458 on Foreigners and International Protection, a valid work permit or work permit exemption generally substitutes for a residence permit during its period of validity.

The Ministry expressly describes a work permit as an official document giving the foreign national the right both to work and reside in Turkey during its validity period.

There are specific exceptions for certain categories such as some international protection and temporary protection statuses.

For an ordinary foreign employee, however, obtaining the work permit generally means a separate ordinary residence permit is not necessary solely for lawful residence during the permit period.

Types of Work Permits in Turkey

Turkish legislation recognizes several categories of work authorization.

These include:

1. Definite / Fixed-Term Work Permit
2. Permanent Work Permit
3. Independent Work Permit
4. Turquoise Card
5. Work Permit Exemptions

Each category serves a different type of foreign worker.

Fixed-Term Work Permit

The most common form for foreign employees is the fixed-term work permit.

For a first successful application, the Ministry may generally grant a work permit for up to one year, provided that the permit does not exceed the duration of the employment or service contract.

The permit is linked to:

• a particular employer;
• a particular workplace;
• a particular profession or position; and
• the conditions stated in the permit.

If the employee remains with the same employer, the first successful extension may be granted for up to two years, and later extensions may be granted for up to three years.

If the foreign employee changes employer, the new application is generally treated as a new first application rather than simply an extension.

This distinction is crucial.

A foreign employee cannot ordinarily assume:

“I already have a Turkish work permit, so I can resign today and start working for another company tomorrow.”

The existing permit is usually linked to the existing employer.

Can a Foreigner Work for Two Different Employers With One Work Permit?

Generally, no.

The Ministry states that work permits are issued for a specific:

• job;
• workplace;
• employer; and
• address.

A foreign employee holding a permit issued for Employer A cannot simply use that permit to begin working for Employer B.

A new permit is generally necessary.

This is particularly important for foreign consultants and professionals working for multiple businesses.

The legal structure should be reviewed before assuming that one employment-based work permit covers several unrelated companies.

Permanent Work Permit

Foreigners who:

• hold a long-term residence permit in Turkey; or
• have legally worked in Turkey with work permits for at least eight years

may apply for a permanent work permit.

Meeting these conditions does not create an automatic right to approval.

A holder of a permanent work permit benefits from many rights comparable to those attached to long-term residence status, subject to statutory exceptions. They do not, merely by virtue of the permit, obtain rights such as voting, being elected, holding public office or exemption from rules reserved to Turkish citizenship.

The permanent work permit document itself must be renewed periodically under the administrative procedure, although the underlying authorization is indefinite.

Independent Work Permit

Foreign nationals wishing to work on their own account rather than under a particular employer may potentially apply for an independent work permit.

The Ministry evaluates independent work permit applications according to factors such as:

• education;
• professional experience;
• contribution to science and technology;
• economic contribution;
• effect on employment;
• investment;
• capital ownership; and
• Turkey’s international labour force policy.

An independent work permit should not be confused with simply opening a Turkish company.

Company ownership and the authorization to personally work are separate legal matters.

The Turquoise Card

Turkey also operates the Turquoise Card — Turkuaz Kart system for certain highly qualified foreigners.

Assessment can include factors such as:

• education;
• professional qualifications;
• contribution to science or technology;
• investment;
• economic impact;
• employment contribution; and
• professional achievements.

A Turquoise Card holder enjoys rights comparable to those provided by a permanent work permit.

The spouse and dependent children of a Turquoise Card holder may also receive documentation providing residence rights under the statutory framework.

The Turquoise Card is therefore more appropriate for selected highly qualified individuals than for ordinary employee sponsorship.

Work Permit Exemptions

Not every foreign national performing short-term professional activity in Turkey requires an ordinary work permit.

The Implementing Regulation of Law No. 6735 provides several categories of work permit exemption.

These are not the same as simply “not needing permission.”

In many cases, the foreigner must still obtain a formal work permit exemption document.

The Ministry confirms that exemptions exist under Article 48 of the implementing regulation and that the permitted period depends on the specific exemption category. Social security and other legal obligations may still apply.

Foreign nationals conducting:

• short-term professional activities;
• technical work;
• academic or scientific activities;
• certain cultural activities;
• qualifying internships;
• specified international assignments; or
• other exempt activities

should determine whether their activities fit a particular exemption before travelling or starting work.

Where the work exceeds the statutory exemption period, an ordinary work permit may be required.

How to Apply for a Work Permit in Turkey

There are two principal routes:

1. Domestic application from Turkey
2. Application from abroad

The correct route depends on the foreigner’s existing legal status.

Domestic Work Permit Application

The Ministry’s current general guidance states that a domestic application may be made for a foreigner who is in Turkey and holds a residence permit that was issued for at least six months and remains valid at the date of the work permit application.

Applications are submitted electronically through the Ministry’s work permit system via e-Government.

Special categories and exceptions exist, so the foreigner’s specific immigration status should be reviewed before relying on the domestic application route.

Work Permit Application From Abroad

Where the foreigner does not qualify for a domestic application, the ordinary process begins abroad.

The foreign national first applies personally through the Turkish embassy or consulate in:

• the country of citizenship; or
• a country in which the applicant is legally resident.

The Turkish foreign mission provides a 16-digit reference number.

The foreigner communicates this reference number to the Turkish employer, which then completes the employer side of the work permit application electronically before the Ministry of Labour and Social Security.

The application therefore involves both:

the foreign employee

and

the Turkish employer.

A foreigner generally cannot obtain an ordinary employer-dependent work permit simply by filing an individual application without an employer.

How Long Does the Work Permit Application Take?

The Ministry states that duly completed work permit applications are normally evaluated within 30 days, provided that all required information and documentation is complete.

Where additional information is requested, the 30-day period begins from completion of the missing documentation.

This should not be treated as an absolute guarantee of a decision within exactly 30 calendar days in every case.

Sector-specific approvals, professional qualifications or incomplete documents may affect the process.

Work Permit Evaluation Criteria in 2026

Obtaining a work permit depends not only on the foreign employee.

The employer must also satisfy Ministry criteria.

As of August 2026, the Ministry applies general criteria concerning:

• number of Turkish employees;
• employer financial capacity;
• salary level;
• profession;
• sector; and
• the foreigner’s legal status.

Significant amendments and exemptions also entered into effect on 3 August 2026, making outdated internet guides particularly risky.

The Five Turkish Employees Rule

Under the general 2026 evaluation criteria, a workplace operating on the balance-sheet basis is generally expected to employ at least:

five Turkish citizens for every foreign national for whom a work permit is requested.

There are important exceptions.

For example, workplaces with net sales of at least TRY 50 million during the previous year are exempt from the employment criterion for up to five foreign workers.

Sector-specific exceptions also exist in areas such as:

• information technology;
• tourism;
• high technology;
• public projects;
• health;
• manufacturing;
• poultry farming;
• recycling; and
• livestock.

The general “five Turkish employees” rule should therefore not be applied mechanically without checking the current sector-specific criteria.

Employer Financial Criteria

For newly established businesses that have not yet prepared a year-end balance sheet and income statement, the employer must generally have at least:

TRY 500,000 paid-in capital.

For an existing employer operating on a balance-sheet basis and having at least one year-end balance sheet, the employer must generally satisfy at least one of the following:

• paid-in capital of at least TRY 500,000;
• net sales of at least TRY 8 million; or
• exports of at least USD 150,000.

These are work permit evaluation criteria.

They should not be confused with the minimum capital legally required merely to establish a Turkish company.

A company may legally exist but still fail the Ministry’s foreign worker sponsorship requirements.

New 2026 Exemption for Certain Foreigners Already Living in Turkey

An important change became effective on 3 August 2026.

Under the Ministry’s current criteria, the employment and financial eligibility requirements generally do not apply to domestic work permit applications for foreigners who, during the previous three years, have legally resided in Turkey for at least one year under:

• a work permit;
• residence permit; or
• international protection status.

This exemption is generally limited to a maximum of three qualifying foreign workers at a workplace.

The Ministry also states that the number of foreign workers employed under this provision should not exceed the number of Turkish citizens employed at the same workplace.

This is a significant 2026 development.

Foreign employees and employers should therefore avoid relying upon guides written before August 2026 without checking whether the new exemption affects the application.

Salary Requirements for Foreign Employees in 2026

The Ministry also requires the salary declared for the foreign employee to satisfy a minimum level depending upon the job.

The salary criteria are expressed as multiples of the gross Turkish minimum wage applicable on the date of application.

The official gross minimum wage for 2026 is:

TRY 33,030 per month.

The net statutory minimum wage for 2026 is TRY 28,075.50.

Therefore, based on the current Ministry criteria, the principal 2026 work permit salary thresholds are:

• Senior executives and pilots: at least 5 × minimum wage = TRY 165,150 gross per month
• Engineers and architects: at least 4 × minimum wage = TRY 132,120 gross per month
• Other managers: at least 3 × minimum wage = TRY 99,090 gross per month
• Jobs requiring expertise and mastery: at least 2 × minimum wage = TRY 66,060 gross per month
• Domestic workers and other ordinary professions/jobs: at least the gross minimum wage = TRY 33,030 gross per month

These thresholds can materially affect whether an application is approved.

The foreign employee should also verify that the salary actually declared to SGK and paid after approval corresponds with the lawful employment arrangement.

Special Rules for IT Professionals

Turkey has introduced important work permit flexibility for the information technology sector.

The Ministry currently provides that employment and financial eligibility criteria are not applied to qualifying specialist IT positions in businesses operating in the information technology sector.

Examples listed by the Ministry include expertise in:

• software development;
• databases;
• mobile software;
• systems and networks;
• cybersecurity; and
• enterprise architecture.

For businesses outside the IT sector, a similar exemption can apply to a maximum of two foreigners employed in qualifying specialist IT positions.

This makes the current framework particularly relevant to international technology companies and foreign software professionals.

Can Foreign Students Work in Turkey?

Yes, subject to specific rules.

The Ministry’s current criteria provide that foreign students enrolled in associate and undergraduate programs at Turkish higher education institutions may generally work part-time after completing their first year of study.

Graduate students enrolled in formal education programs are not subject to the same first-year restriction.

A student residence permit alone should not be understood as unlimited work authorization.

The appropriate work permit requirements must still be satisfied.

Foreign Company Shareholders Who Want to Work

A foreigner may legally own shares in a Turkish company without a work permit simply because of passive ownership.

However, if the shareholder will actively work or manage the business in a manner requiring work authorization, separate criteria apply.

Under the Ministry’s current 2026 company-partner criteria, a foreign shareholder applying for a work permit generally needs:

• a capital share of at least TRY 500,000;
• total paid-in company capital of at least TRY 500,000; and
• at least 20% ownership in the company.

The business must also generally employ at least five Turkish citizens.

For an initial work permit granted to the foreign shareholder, the five-Turkish-employee condition begins to apply from the seventh month of the permit.

The Ministry further provides that where the foreigner’s capital share is USD 100,000 or more, these capital/shareholding and employment criteria do not apply in the ordinary manner.

This is why a foreign entrepreneur should plan the work permit strategy before establishing and capitalizing the company.

Professions Reserved to Turkish Citizens

Not every profession is legally open to foreigners.

The Ministry currently maintains a list of professions and positions reserved to Turkish citizens under specific legislation.

These include, among others:

• lawyer;
• notary;
• judge and prosecutor;
• mediator;
• pharmacist;
• dentist;
• veterinarian;
• private security officer;
• certified public accountant/financial consultant;
• tourist guide;
• certain maritime occupations;
• certain travel agency positions; and
• other positions specifically restricted by law.

Therefore, a foreign national cannot overcome a statutory nationality restriction merely by finding an employer willing to sponsor a work permit.

Professional eligibility should be checked before the application.

Healthcare, Education and Regulated Professions

Some professions are open to foreigners but require an additional pre-permit or professional approval.

For example, the Ministry’s current work permit criteria require:

• pre-permission from the Ministry of Health for qualifying regulated health professions; and
• pre-permission from the Ministry of National Education or Council of Higher Education for certain educational professions.

Foreign diplomas, professional recognition and equivalency procedures may therefore become essential.

A work permit does not automatically replace professional licensing requirements.

Work Permit Fees in 2026

Work permit applications are also subject to official fees.

For 2026, the Ministry publishes the following fee for a fixed-term work permit of up to one year:

TRY 12,574.90

In addition, the 2026 valuable paper/card fee is:

TRY 964.00

Longer-term permits involve higher statutory fees.

The Ministry states that where the required work permit fee and valuable paper fee are not paid within 30 days of notification, the application may be rejected.

Working Without a Work Permit: 2026 Penalties

Illegal employment creates significant risks for both the employee and employer.

The Ministry’s official 2026 administrative penalty schedule states that:

• an employer employing a foreigner without a work permit may be fined TRY 102,503 for each foreign worker;
• a foreigner working as a dependent employee without a work permit may be fined TRY 40,977;
• a foreigner working independently without a permit may be fined TRY 82,010.

Repeated violations can result in increased penalties.

More importantly for the foreign employee, the Ministry states that foreigners discovered working without authorization are reported to the Ministry of Interior for possible deportation procedures.

Accordingly, an employer saying:

“Start working now and we will arrange the permit later.”

can expose the foreign employee to serious immigration consequences.

Do Foreign Employees Have the Same Labour Rights as Turkish Employees?

In general, foreign employees lawfully working under Turkish employment law benefit from the statutory employee protections applicable to their employment relationship.

A work permit does not create a second-class category of employment.

Depending on the nature of the employment relationship, a foreign worker may have rights concerning:

• wages;
• equal treatment;
• overtime;
• working hours;
• weekly rest;
• public holidays;
• annual leave;
• maternity and parental rights;
• social security;
• occupational health and safety;
• notice pay;
• severance pay;
• reinstatement;
• unpaid salary claims; and
• other labour receivables.

Nationality does not generally authorize the employer to ignore mandatory Turkish labour law.

Employment Contracts for Foreign Employees

A foreign employee should insist on a clear employment contract.

The contract should preferably address:

• employer identity;
• employee identity;
• job title;
• duties;
• workplace;
• commencement date;
• fixed or indefinite duration;
• gross salary;
• bonuses;
• benefits;
• working hours;
• overtime;
• annual leave;
• confidentiality;
• intellectual property;
• notice periods;
• termination;
• applicable law; and
• work permit responsibilities.

The salary stated in the employment contract should be consistent with the amount declared in the work permit application.

A foreign employee should be cautious where the employer proposes:

“We will show one salary to the Ministry but pay another salary privately.”

Such arrangements can create work permit, SGK, tax and employment-law risks.

Fixed-Term Versus Indefinite Employment Contracts

Turkish labour law distinguishes between fixed-term and indefinite-term employment.

A fixed-term contract generally requires an objective basis connected with matters such as:

• a specified period;
• completion of a particular task; or
• occurrence of an objective event.

Successive fixed-term contracts should not be used merely to deprive an employee of rights associated with indefinite employment.

Foreign employees are frequently offered contracts corresponding to the duration of their initial one-year work permit.

However, the fact that a work permit is limited to one year does not automatically mean that every employment contract must be treated as substantively fixed-term for every purpose.

The wording and factual structure of the employment relationship should be reviewed individually.

Probation Period

Turkish employment contracts may include a probation period.

Under Labour Law No. 4857, an ordinary contractual probation period may generally be up to two months.

A collective bargaining agreement can extend this up to four months.

During probation, either party may terminate without ordinary notice compensation, although the employee remains entitled to salary and accrued rights for work already performed.

Foreign employees should not confuse probation with the work permit.

A work permit can remain administratively linked to an employer even though the employment ends during probation.

The termination should therefore also be properly notified to the Ministry and SGK.

Working Hours in Turkey

The ordinary statutory maximum working time under Labour Law No. 4857 is generally:

45 hours per week.

The weekly working time can be distributed across working days subject to statutory daily limits and balancing rules.

A foreign employee working:

• 10 or 12 hours every day;
• six or seven days every week; or
• substantial additional hours without payment

should not assume that these conditions are lawful simply because they appear in an employment contract.

Mandatory working-time rules continue to apply.

Overtime Pay

Work exceeding the statutory weekly working time can qualify as overtime.

Under Turkish Labour Law, ordinary overtime is generally compensated at 150% of the employee’s normal hourly wage.

Where the contractual weekly working time is below 45 hours, work exceeding the contractual period but remaining below 45 hours can be treated as additional work, generally paid with a 25% increase.

Annual overtime is generally subject to a 270-hour statutory limit.

Employees should preserve evidence such as:

• workplace entry records;
• emails;
• shift schedules;
• computer logins;
• WhatsApp instructions;
• travel records;
• witness evidence; and
• payroll records.

In employment litigation, proving actual working time can become one of the central disputes.

Annual Paid Leave

Foreign workers are entitled to annual paid leave under the same statutory structure applicable to qualifying employees generally.

After completing at least one year of employment, including the probation period, minimum annual leave is generally:

• 14 days for service from one year through five years;
• 20 days for service of more than five years but less than fifteen years;
• 26 days for service of fifteen years or more.

The statutory entitlement cannot simply be replaced by salary while the employment relationship continues.

Unused annual leave generally becomes payable upon termination based on the employee’s final wage.

Foreign employees leaving Turkey after dismissal should therefore ensure that unused annual leave is included in the final employment calculation.

Weekly Rest and Public Holidays

Employees are also entitled to statutory rest periods.

Where the conditions are met, employees should receive at least one uninterrupted weekly rest day.

Work performed on Turkish national and public holidays can create additional wage entitlements.

Foreign employees should pay particular attention to:

• Ramadan Feast;
• Sacrifice Feast;
• Republic Day;
• National Sovereignty and Children’s Day;
• Labour and Solidarity Day;
• Commemoration of Atatürk, Youth and Sports Day;
• Democracy and National Unity Day; and
• Victory Day.

Whether the employee is required to work on public holidays and how such work is compensated should be examined under the contract and mandatory law.

Minimum Wage in Turkey in 2026

The statutory 2026 minimum wage is:

Gross monthly minimum wage: TRY 33,030

Net monthly minimum wage: TRY 28,075.50

The figures apply for the period 1 January 2026 to 31 December 2026.

Foreign workers cannot lawfully be treated as exempt from minimum wage protections simply because they are foreigners.

Furthermore, as explained above, work permit applications for many skilled foreign workers require salaries considerably above the ordinary minimum wage.

Social Security — SGK for Foreign Workers

Foreign workers lawfully employed in Turkey are generally subject to Turkish social security rules.

The Ministry states that foreigners who obtain work permits or work permit exemptions, and their employers, must fulfil the applicable social security obligations under Law No. 5510 within the statutory periods.

For a domestic work permit, the foreigner must generally begin working and fulfil social security obligations within one month from the permit’s commencement.

For an application approved from abroad, the foreigner must generally start work within one month after entering Turkey and, in any event, must enter Turkey within the statutory period attached to the permit.

SGK registration affects important rights including:

• healthcare;
• pension contributions;
• occupational accident coverage;
• sickness benefits;
• maternity-related benefits; and
• unemployment insurance where the applicable requirements are met.

International Social Security Agreements

Turkey has bilateral social security agreements with a number of countries.

These agreements can prevent employees temporarily assigned to Turkey from paying duplicate social security contributions in two countries.

The Ministry explains that foreign nationals covered by an applicable reciprocal social security agreement and temporarily sent to Turkey by an employer in the contracting country may be exempt from Turkish social security obligations for the periods specified in the relevant treaty.

Therefore, an expatriate transferred to Turkey should examine whether a bilateral agreement exists between Turkey and the home country.

The result can materially affect payroll and pension planning.

Equal Treatment and Discrimination

Turkish Labour Law contains an equal-treatment principle.

Employers cannot lawfully discriminate against employees on prohibited grounds in the employment relationship.

A foreign employee should not automatically be paid less, denied statutory leave or deprived of employment rights merely because of nationality.

At the same time, certain differences may arise legitimately from:

• work permit rules;
• profession restrictions;
• international agreements;
• immigration status; or
• objective job requirements.

Where a foreign employee believes dismissal or unequal treatment is based upon unlawful discriminatory considerations, compensation and other legal remedies may potentially arise depending upon the facts.

What Happens If the Employer Does Not Pay Salary?

Non-payment of wages is a serious breach.

A foreign employee may potentially:

• demand unpaid wages;
• claim interest;
• pursue mediation and litigation;
• terminate the employment for just cause under appropriate circumstances; and
• claim severance pay where statutory conditions are satisfied.

Foreign employees should preserve:

• employment contracts;
• bank statements;
• payrolls;
• work permit documents;
• SGK records;
• emails;
• WhatsApp correspondence; and
• other evidence proving the actual salary.

A particularly important warning is where the employee receives part of the salary through the bank and the remainder informally in cash.

This can create serious evidential difficulties later.

Notice Periods When Employment Is Terminated

For indefinite-term employment contracts, Article 17 of Labour Law No. 4857 provides minimum notice periods based on the employee’s length of service.

The ordinary statutory periods are:

• 2 weeks for employment lasting less than 6 months;
• 4 weeks for employment lasting between 6 and 18 months;
• 6 weeks for employment lasting between 18 months and 3 years;
• 8 weeks for employment lasting more than 3 years.

Where an employer terminates without providing the required notice and no immediate just-cause ground exists, notice compensation — ihbar tazminatı may become payable.

A foreign employee’s nationality does not remove this right.

Severance Pay — Kıdem Tazminatı

Foreign employees can also potentially qualify for Turkish severance pay.

The main severance pay regime continues to arise under Article 14 of former Labour Law No. 1475, preserved through Labour Law No. 4857.

As a general requirement, the employee must have at least one year of service with the employer.

Severance may become payable in qualifying termination situations, including certain employer-initiated dismissals and certain justified terminations by the employee.

The Ministry describes severance pay as generally calculated on the basis of 30 days’ gross remuneration for each completed year of service, subject to the statutory ceiling and the circumstances giving rise to entitlement.

The calculation can include certain regular monetary and measurable contractual benefits in addition to basic salary.

The severance ceiling changes periodically, so the amount applicable on the termination date should be checked separately.

Does Every Resignation Give a Right to Severance Pay?

No.

An ordinary voluntary resignation does not generally entitle an employee to severance pay.

However, where an employee terminates the contract for a legally recognized just cause, the result can be different.

Examples can potentially include serious circumstances involving:

• non-payment of wages;
• serious health and safety violations;
• certain abusive conduct;
• sexual harassment;
• serious breaches of the employment relationship; or
• other circumstances falling within Article 24 of the Labour Law.

The termination letter is extremely important.

A foreign employee who has a valid just-cause claim can damage their own case by simply signing:

“I resign voluntarily for personal reasons.”

before obtaining advice.

Dismissal for Employee Misconduct

Employers may also have a right to terminate immediately for serious employee misconduct under Article 25 of the Labour Law.

Examples can include certain cases involving:

• dishonesty;
• theft;
• serious breach of trust;
• harassment;
• violence;
• serious absence;
• disclosure of confidential information; or
• other misconduct falling within the statutory provisions.

An employee dismissed under a qualifying Article 25/II ground may lose severance entitlement.

For this reason, the precise SGK termination code and written termination reason can be highly significant.

Job Security and Reinstatement

Certain employees enjoy additional protection against dismissal.

Under the Turkish job-security regime, an employee working under an indefinite-term contract may generally benefit from reinstatement protection where:

• the workplace employs at least 30 employees;
• the employee has at least six months’ seniority; and
• the employee does not fall within the statutory senior management exclusion.

The employer must rely upon a valid reason connected with matters such as:

• the employee’s capacity;
• conduct; or
• operational requirements of the workplace.

Where the employee believes the termination is invalid, strict procedural deadlines apply.

An employee seeking reinstatement — işe iade must generally apply to mandatory mediation within one month from notification of termination.

If mediation does not resolve the dispute, litigation must then be initiated within the special statutory period.

Foreign employees should therefore act immediately after receiving a termination notice.

Does Loss of the Work Permit End Employee Rights?

The employment and immigration consequences must be analyzed separately.

Termination of employment may result in:

• notification to the Ministry;
• cancellation or expiry of the employer-linked work permit; and
• potential need for the foreigner to establish another lawful basis for remaining in Turkey.

However, termination of the permit does not automatically erase employment receivables already earned.

The foreign employee may still have claims for:

• unpaid salary;
• overtime;
• annual leave;
• public holiday pay;
• notice compensation;
• severance pay; and
• other employment entitlements.

Foreigners should therefore not accept statements such as:

“Your permit ended, so you have no employee rights.”

Immigration status and accrued labour claims are different legal issues.

Changing Employers

Because an ordinary dependent work permit is employer-specific, changing jobs must be planned carefully.

If a foreign employee receives a better offer from another Turkish company, the employee should not simply:

1. resign from the existing employer;
2. begin working immediately for the new company; and
3. apply for a permit later.

The new employer will generally need to obtain a new work permit.

The Ministry treats applications to work for a different employer under the first-application framework rather than ordinary extension rules.

The timing of:

• resignation;
• new permit application;
• old permit cancellation; and
• commencement with the new employer

should therefore be coordinated.

Work Permit Extension

An extension application may be submitted beginning 60 days before the current permit expires and must generally be filed before expiration.

Where the extension application is properly filed, the foreigner may continue working during evaluation under the statutory conditions for up to 90 days after expiry of the existing permit, provided that the job and workplace remain unchanged.

Foreign employees should not wait until the final day.

A delayed application can turn what should have been an extension into a new application and create unnecessary immigration risk.

What If a Work Permit Application Is Rejected?

A rejection is an administrative decision.

The Ministry states that decisions concerning:

• refusal of a work permit;
• refusal of an extension;
• cancellation; or
• termination of a permit

may be challenged by the relevant party through an administrative objection within 30 days from notification.

If the objection is rejected, judicial review before the administrative courts may be available.

The reason for rejection should be examined carefully.

Common issues can include:

• employer criteria;
• insufficient salary;
• prohibited profession;
• incomplete documentation;
• insufficient professional qualifications;
• sector restrictions;
• immigration problems; or
• inconsistencies in the application.

Submitting the same application again without correcting the underlying issue may simply produce another rejection.

Mandatory Mediation for Employment Claims

Many Turkish employment disputes are subject to mandatory mediation before litigation.

Claims such as:

• unpaid salary;
• overtime;
• severance pay;
• notice compensation;
• annual leave;
• discrimination compensation; and
• reinstatement

generally require the employee to complete the applicable mediation procedure before filing an employment lawsuit.

Foreign employees may participate through legal representation where legally possible.

A foreign employee who does not speak Turkish should not sign a mediation settlement without understanding its complete effect.

A settlement can involve waiver or resolution of substantial claims.

Can a Foreign Employee Sue a Turkish Employer?

Yes.

Foreign nationality does not prevent an employee from bringing employment claims before Turkish courts where Turkish courts have jurisdiction.

A foreign employee may potentially pursue claims concerning:

• unpaid wages;
• overtime;
• severance;
• notice compensation;
• annual leave;
• public holidays;
• wrongful dismissal;
• reinstatement;
• discrimination;
• workplace accidents; and
• other statutory employment rights.

The appropriate limitation periods and mandatory mediation requirements must be considered.

The employee should collect evidence before leaving Turkey where possible.

Important Evidence Foreign Employees Should Keep

Foreign employees should maintain copies of:

• employment contract;
• work permit;
• passport;
• job offer;
• salary correspondence;
• payrolls;
• bank statements;
• SGK service records;
• time records;
• emails;
• WhatsApp messages;
• performance evaluations;
• warning letters;
• termination letter;
• SGK termination notification;
• annual leave forms;
• bonus calculations; and
• expense records.

This is particularly important where the employer controls access to the company’s email or HR systems.

Once employment ends, the employee may lose access immediately.

Common Mistakes Foreign Employees Make in Turkey

Starting Work Before the Permit Is Approved

A promise that the permit will be submitted later does not legalize unauthorized employment.

The 2026 penalties are significant and unauthorized workers may also be reported for deportation proceedings.

Believing a Residence Permit Allows Employment

It does not.

Assuming a Work Permit Can Be Used With Any Employer

Ordinary dependent permits are employer- and workplace-specific.

Accepting a Salary Below the Work Permit Threshold

The Ministry applies occupation-based salary criteria.

An executive, engineer or specialist may require a salary several times the ordinary minimum wage.

Signing a Turkish Employment Contract Without Translation

A foreign employee should understand:

• salary;
• probation;
• bonus provisions;
• confidentiality;
• non-compete clauses; and
• termination conditions

before signing.

Signing a Resignation Letter After Being Fired

Employers sometimes ask an employee to sign a voluntary resignation even though the employer initiated the termination.

This can materially affect severance, notice and reinstatement rights.

Accepting Cash Salary Without Evidence

If the official payroll records show a lower amount than the actual salary, proving the real wage later can become difficult.

Ignoring SGK Registration

A work permit alone does not mean all social insurance obligations have necessarily been fulfilled.

Employees should check their SGK service records.

Missing the One-Month Reinstatement Deadline

Job-security claims have very short deadlines.

An employee who waits several months may permanently lose the reinstatement remedy.

Practical Checklist Before Accepting a Job in Turkey

A foreign professional should determine the following before beginning employment:

• Is the profession legally open to foreigners?
• Does the employer qualify to sponsor a foreign employee?
• Does the five-Turkish-employee rule apply?
• Does the company satisfy the financial criteria?
• Is there an industry-specific exemption?
• Does the new August 2026 residence-history exemption apply?
• What salary threshold applies to the position?
• Will the employer submit the work permit before employment begins?
• Is the employment contract consistent with the permit application?
• Will the employee be properly registered with SGK?
• Is the salary gross or net?
• Are bonuses guaranteed or discretionary?
• What are the weekly working hours?
• How will overtime be paid?
• How much annual leave is provided?
• Is there a probation period?
• Is the contract fixed-term or indefinite?
• What are the termination provisions?
• Is there a non-compete clause?
• What happens to the permit if employment ends?
• Is there a bilateral social security agreement with the employee’s home country?

Answering these questions before relocation can prevent substantial legal and financial problems.

Frequently Asked Questions About Working in Turkey as a Foreigner

Can foreigners legally work in Turkey?

Yes, provided that they obtain the required work permit or qualify for an applicable statutory exemption.

Can I work in Turkey with a tourist or residence permit?

A residence permit alone does not generally authorize employment. A separate work permit or recognized work permit exemption is required.

Does a work permit also give me residence rights?

Generally yes. A valid work permit ordinarily substitutes for a residence permit during its validity period, subject to status-specific exceptions.

How long is the first Turkish work permit valid?

A first fixed-term permit may generally be issued for up to one year, subject to the employment contract.

How long can extensions be?

The first extension can generally be issued for up to two years and subsequent extensions for up to three years with the same employer.

Can I change employers?

Yes, but a new employer generally requires a new work permit application.

Can I work for another company using my current permit?

Generally no. Employer-dependent permits are linked to the employer and authorized workplace.

How many Turkish employees must a company employ to hire one foreigner?

Under the general criteria, at least five Turkish citizens are generally required per foreign worker, although important exemptions apply.

What capital must the employer have?

A newly established company generally requires at least TRY 500,000 paid-in capital. Existing businesses may qualify through TRY 500,000 paid-in capital, TRY 8 million net sales or USD 150,000 exports.

What is the minimum wage in Turkey in 2026?

The 2026 statutory gross minimum wage is TRY 33,030 and the net minimum wage is TRY 28,075.50.

Do foreign professionals have higher work permit salary requirements?

Yes. Current thresholds range from the ordinary minimum wage to five times the gross minimum wage depending upon the position.

Can foreign students work?

Associate and undergraduate students can generally work part-time after completing their first year, subject to work authorization rules. Graduate students are treated differently under the current criteria.

Can I work in my own Turkish company?

Potentially, but foreign shareholders who actively work may need a work permit and must satisfy the applicable company-partner criteria.

Can foreigners become lawyers in Turkey?

The profession of lawyer is among the professions reserved to Turkish citizens under the current legislation.

What happens if I work without a permit?

In 2026, a dependent foreign worker can face an administrative fine of TRY 40,977, while the employer can face TRY 102,503 per unauthorized foreign worker. The foreigner may also be reported for deportation procedures.

Do foreign employees have to be registered with SGK?

Generally yes, subject to applicable international social security agreements and exemptions.

Do foreign employees receive annual leave?

Yes. Qualifying foreign employees benefit from statutory annual paid leave under Turkish Labour Law.

Can a foreign worker receive severance pay?

Yes. Foreign employees can qualify for severance pay where the statutory conditions are satisfied.

Can a foreign employee claim overtime?

Yes.

Can a foreign worker file a reinstatement case?

Yes, if the statutory job-security requirements are satisfied.

What should I do if I am dismissed?

Immediately obtain the written termination documents, SGK exit information and payroll records, and check whether the one-month reinstatement mediation deadline applies.

Can I appeal a rejected work permit?

Yes. The Ministry provides a 30-day administrative objection period following notification of the decision. If the objection is unsuccessful, administrative judicial review may be available.

Conclusion

Working in Turkey as a foreigner requires compliance with both immigration law and employment law.

The first question is whether the foreign national is legally authorized to work.

Under International Labour Force Law No. 6735, foreigners must generally obtain a work permit or work permit exemption before beginning employment.

A residence permit by itself does not normally provide authorization to work. Conversely, a valid Turkish work permit generally functions as a residence permit during its validity period.

For most ordinary employees, the first work permit is an employer-dependent permit valid for up to one year.

The permit is linked to the specific employer, job and workplace.

Changing employer generally requires a new application.

The second major issue concerns the employer’s eligibility.

Under the current 2026 work permit criteria, the Ministry may examine:

• Turkish employee numbers;
• paid-in capital;
• sales;
• exports;
• industry;
• position;
• salary; and
• the foreigner’s previous legal residence in Turkey.

The general framework requires five Turkish employees for each foreign worker and financial eligibility such as TRY 500,000 paid-in capital, but numerous exceptions now exist.

The 3 August 2026 amendments are particularly important.

Certain foreigners who have legally resided in Turkey for at least one year during the previous three years may now benefit from exemptions from the employment and financial criteria for domestic applications, subject to the numerical limitations established by the Ministry.

Salary is another central issue.

With the 2026 gross minimum wage set at TRY 33,030, the current foreign employee work permit thresholds can reach:

• TRY 165,150 for senior executives and pilots;
• TRY 132,120 for engineers and architects;
• TRY 99,090 for other managers;
• TRY 66,060 for specialist positions; and
• TRY 33,030 for ordinary occupations.

The proposed salary should therefore be checked before the application is submitted.

Once lawfully employed, a foreign employee is also protected by Turkish employment law.

Depending upon the employment relationship, these rights can include:

• salary;
• overtime;
• annual leave;
• weekly rest;
• public holiday pay;
• social security;
• severance;
• notice compensation;
• reinstatement; and
• protection against unlawful discrimination.

Foreign employees should therefore reject the assumption that immigration dependence on an employer eliminates ordinary labour rights.

A work permit may depend on the employer.

Earned employment rights do not disappear merely because the employee is foreign.

This distinction becomes especially important when employment ends.

A foreign employee who is dismissed may simultaneously face two separate problems:

Immigration problem: What happens to the employer-linked work permit and the employee’s right to remain in Turkey?

Employment problem: Is the employee entitled to severance, notice compensation, unpaid salary, overtime, annual leave or reinstatement?

Both must be addressed.

The employee should also act quickly because certain Turkish employment remedies have short deadlines.

In particular, an employee seeking reinstatement following an allegedly invalid dismissal may need to apply to mandatory mediation within one month.

For international professionals, the safest approach is therefore to review the entire employment arrangement before starting work.

The work permit application, employment contract, salary, SGK registration and termination provisions should form a single coherent legal structure.

For Turkish companies employing foreign personnel, the same principle applies.

The company should determine:

• whether the foreigner may legally perform the profession;
• whether the company meets sponsorship requirements;
• what salary must be declared;
• whether an exemption applies;
• how SGK registration will be handled; and
• how the employment relationship will interact with the work permit.

Failure to structure the employment correctly can expose the company to administrative fines and the foreign worker to immigration consequences.

As of 2026, the work permit regime has become increasingly differentiated by sector, qualification, residence history and economic contribution.

Employers and foreign employees should therefore rely upon the current Ministry criteria rather than old generalizations such as:

“You always need five Turkish workers.”

or:

“Any residence permit allows you to work.”

or:

“Once you have a work permit you can work anywhere.”

None of these statements accurately describes the current Turkish system.

For foreign nationals planning a career in Turkey, proper legal planning should begin before the first day of employment, not after a work permit problem, SGK dispute or dismissal has already occurred.

Legal Disclaimer

This article provides general information concerning working in Turkey as a foreign national, Turkish work permits and employee rights as of August 2026.

It does not constitute legal, immigration, employment or tax advice concerning any particular employee or employer.

Work permit evaluation criteria are administrative rules that may be amended by the Ministry of Labour and Social Security. Salary thresholds also change when the Turkish minimum wage changes.

The legal position can depend upon:

• nationality;
• immigration status;
• profession;
• employer;
• industry;
• salary;
• company financial information;
• social security agreements;
• employment contract;
• seniority;
• termination reason; and
• work permit history.

Foreign nationals should obtain case-specific Turkish legal advice before commencing employment without a permit, changing employers, resigning for alleged just cause, signing a termination or settlement document, or challenging a work permit rejection.