What Penalties Apply to a Foreigner Working in Türkiye Without a Work Permit?

Foreign nationals who wish to work in Türkiye generally need a valid work permit or work permit exemption before starting work.

One of the most common immigration mistakes made by foreigners is assuming that having a valid:

• residence permit,
• tourist visa,
• visa exemption,
• property ownership,
• company ownership,
• Turkish tax number,
• or even a pending work permit application

automatically gives them the right to work.

In most cases, it does not.

The Ministry of Labour and Social Security expressly states that foreigners falling within the scope of Law No. 6735 must obtain a work permit or valid work permit exemption before starting work in Türkiye. The Ministry also specifically confirms that, except for legally recognised categories such as refugees or persons with subsidiary protection status, merely possessing a residence permit does not itself give a foreigner the right to work.

Working without the required authorisation can create consequences for both sides of the employment relationship.

The foreign worker can face an administrative fine and immigration proceedings.

The employer can face a substantially higher administrative fine for each foreign national employed without authorisation.

The employer may also become responsible for accommodation, return travel and certain health expenses connected with the foreign worker and, where applicable, the worker’s spouse and children.

Social security liabilities can arise separately.

Most importantly, unauthorised employment is expressly included in the Turkish immigration legislation as a statutory ground for a deportation decision.

For this reason, working without a permit in Türkiye should not be treated merely as a minor employment paperwork issue.

It can potentially affect the foreigner’s entire legal status in the country.

Short Answer: What Happens If a Foreigner Works in Türkiye Without a Work Permit?

As of 2026, the principal administrative fine for a foreign national who works for an employer without a work permit is TRY 40,977.

A foreigner who works independently without the required work permit is subject to a higher administrative fine of TRY 82,010.

An employer who employs a foreigner without a work permit faces an administrative fine of TRY 102,503 for each unauthorised foreign employee.

If the relevant violation is repeated, the administrative fine is increased by one fold, effectively doubling the statutory amount applicable to the repeated offence. The Ministry of Labour states that the 2026 figures reflect the applicable annual revaluation rate of 25.49%.

The financial penalty is only one part of the risk.

A foreigner discovered working without authorisation is also reported to the Ministry of Interior for deportation procedures under the International Labour Force Law. Separately, Article 54/1-ğ of Law No. 6458 expressly lists foreigners found working without a work permit among the categories for whom a deportation decision is to be taken, subject to the statutory protections in Article 55.

This means that the foreign worker can potentially face:

administrative fine + deportation proceedings + possible administrative detention + future entry-ban consequences.

However, deportation is still a separate administrative procedure. The foreigner must receive an actual deportation decision from the competent governorate, and that decision can be challenged through the statutory judicial process.

2026 Administrative Fines for Working Without a Work Permit in Türkiye

The Ministry of Labour and Social Security publishes the official annual administrative fine amounts.

For 2026, the relevant amounts are:

These amounts are officially published by the Ministry of Labour and Social Security for 2026.

The figures are important because older websites may still quote dramatically lower penalties based on the original amounts written into Law No. 6735 when it entered into force in 2016.

Those old numbers should not be used for current cases.

Administrative penalties are increased each year according to the statutory revaluation mechanism.

Is the Employer Fined for Each Foreign Worker Separately?

Yes.

The employer fine applies for each foreign national employed without a valid work permit.

This can make the total exposure substantial.

For example, if a Turkish company is found employing five foreign nationals without valid permits in 2026, the base work-permit fine alone can theoretically reach:

5 × TRY 102,503 = TRY 512,515

before considering other possible consequences.

Those consequences may include:

• repeated-offence increases;
• social security liabilities;
• unpaid premiums;
• penalties arising from unregistered employment;
• employment-law liabilities;
• and the employer’s obligation to pay deportation-related expenses.

The work-permit penalty therefore should not be treated as the employer’s total possible financial exposure.

What Happens If the Employer Repeats the Violation?

Law No. 6735 provides for increased administrative fines where the prohibited conduct is repeated.

The Ministry’s current administrative fine guidance states that in the event of repetition, the administrative fines are increased by one fold.

Therefore, repeated unauthorised employment can become extremely expensive for businesses employing several foreign nationals.

A company that repeatedly uses foreign labour without obtaining the required permissions can also attract wider scrutiny from:

• labour inspectors,
• Social Security Institution inspectors,
• social security auditors,
• law-enforcement authorities,
• and immigration authorities.

Law No. 6735 expressly permits these authorities to identify unauthorised foreign employment during inspections and requires relevant findings to be transmitted for enforcement.

Does a Residence Permit Give a Foreigner the Right to Work in Türkiye?

Generally, no.

This is perhaps the most important practical misunderstanding in Turkish foreign-worker law.

A foreigner may have a perfectly valid residence permit and still be working illegally.

The Ministry of Labour expressly states that, outside specific legally protected categories, holding a residence permit for another reason does not itself give the foreigner the right to work.

For example, a foreign national may hold a short-term residence permit based on:

• property ownership,
• tourism,
• family circumstances,
• or another lawful residence basis.

That residence status may authorise the person to stay in Türkiye.

It does not automatically authorise the person to work.

The two questions are legally distinct:

Do I have the right to reside in Türkiye?

and

Do I have the right to perform work in Türkiye?

A valid work permit usually answers both questions because, under the ordinary framework, a work permit is also treated as a residence permit during its validity period.

The reverse, however, is not generally true.

A residence permit is not automatically a work permit.

Does a Tourist Visa Allow a Foreigner to Work?

No.

Entering Türkiye as a tourist does not normally authorise employment.

A person cannot lawfully transform a tourist visit into an informal working arrangement merely because:

• an employer offered cash;
• the employment is only for a few weeks;
• the salary is paid abroad;
• the worker is staying with friends;
• or the employer says a work permit application will be made later.

The statutory principle is that the required work permit or exemption must exist before the foreigner begins working.

Does Applying for a Work Permit Allow the Foreigner to Start Immediately?

Foreigners and employers should not assume that merely submitting an application gives immediate work authorisation.

The Ministry’s current guidance is based on work beginning in accordance with the approved permit and its commencement date. For domestic applications, the foreigner must begin work after the permit takes effect and comply with the applicable social security obligations within the prescribed period.

Therefore, the safer legal rule is straightforward:

Do not start work simply because an application number exists.

The work authorisation should first become legally effective.

Does the Work Permit Belong to the Foreign Worker or to the Job?

For ordinary dependent work permits, the authorisation is not a universal licence allowing the foreigner to work for anyone in Türkiye.

The Ministry describes a standard fixed-term dependent work permit as an authorisation issued for employment:

• at a specified workplace,
• in a specified job,
• and under a specified employer,

subject to the scope of the permit.

This creates another common problem.

A foreigner may truthfully say:

“I already have a Turkish work permit.”

But if that permit was issued for Employer A and the foreigner actually works for Employer B, the existence of the first permit may not authorise the second employment relationship.

Foreign workers changing employer, workplace or role should verify whether a new work permit application or another formal procedure is required before beginning the new employment.

What Is “Dependent Work” Without a Permit?

Dependent employment means, broadly, working for another employer under an employment or service relationship.

Typical examples can include a foreigner working as:

• waiter,
• hotel employee,
• salesperson,
• factory worker,
• office employee,
• domestic worker,
• software employee,
• restaurant employee,
• construction worker,
• beauty salon worker,
• or company staff member.

Where such employment requires a work permit and no valid permit or exemption exists, the foreign worker can face the 2026 dependent-worker fine of TRY 40,977, while the employer can separately face TRY 102,503 per foreign worker.

What Is Independent Work Without a Permit?

Independent work refers to a foreign national working in Türkiye in their own name and for their own account without the legally required independent work authorisation.

The 2026 administrative fine is higher for this category: TRY 82,010.

The Ministry defines an independent work permit as an authorisation allowing a foreign national to work in Türkiye independently and for their own account. Whether a particular business activity requires this permit or another form of work authorisation depends on the structure of the activity and the foreigner’s role.

A foreign company owner should therefore not assume:

“I own the business, so technically I am not an employee and need no work permit.”

Company ownership and the right to perform work or management activity are different legal questions.

Does Opening a Company Automatically Give a Foreigner the Right to Work?

No.

Foreigners can establish or invest in Turkish companies subject to Turkish commercial law, but incorporation of a company does not automatically grant personal work authorisation.

A foreign shareholder who actively works for or manages the business may need appropriate work permission depending on the legal structure and role.

Current Ministry evaluation criteria even contain specific rules for foreign company partners, demonstrating that company ownership and work authorisation remain distinct concepts.

Therefore:

company ownership ≠ automatic work permit.

Are There Foreigners Who Do Not Need a Work Permit?

Yes.

Not every foreigner performing activity in Türkiye must obtain an ordinary work permit.

Some foreigners have work rights arising directly from another law, international agreement or recognised legal status.

The Ministry identifies examples including:

• persons within the Blue Card framework,
• refugees,
• persons holding subsidiary protection status,
• and specified diplomatic personnel.

There are also numerous categories covered by statutory work permit exemptions under Article 48 of the Regulation on the Implementation of the International Labour Force Law.

However, there is an important distinction between:

being exempt from needing an ordinary work permit

and

being free to work without any documentation or procedure.

Many exemption categories still require an official work permit exemption application and document.

The Ministry maintains a specific electronic exemption system for this purpose.

What Are Work Permit Exemptions?

Türkiye recognises specific short-term or special activities for which a formal work permit exemption can be issued instead of a regular work permit.

The exemption framework covers several categories under Article 48 of the implementing regulation.

The precise duration depends on the activity.

The Ministry explains that a work permit exemption is an official document that allows a qualifying foreigner to work without obtaining the ordinary work permit during the validity of the exemption.

This is legally important.

A foreigner who genuinely satisfies an exemption category may not be unlawfully employed.

But the person should have the correct legal documentation rather than relying on an informal belief that their work is “short term” or “special.”

What If the Foreigner Works Longer Than the Exemption Allows?

Then a regular work permit may become necessary.

For example, the Ministry expressly states that where employment within an exemption category exceeds the maximum exemption period specified in Article 48, the foreigner must obtain a work permit.

An exemption therefore cannot simply be extended informally by continuing the same activity after the authorised period expires.

Are Social Security Obligations Separate from the Work Permit?

Yes.

A valid work permit does not eliminate the employer’s social security obligations.

The Ministry of Labour states that foreign workers and their employers must comply with the obligations arising under Law No. 5510 on Social Insurance and General Health Insurance, subject to applicable international social security agreements.

This means an employer can potentially face more than one legal problem.

For example:

Problem 1: The foreigner has no work permit.

Problem 2: The worker was not properly registered with SGK.

These are legally distinct violations.

Correcting one does not automatically erase the other.

Can an Employer Be Liable for Unpaid Social Security Contributions?

Potentially, yes.

Where an employment relationship falls within Turkish social security law, the employer must comply with registration and premium obligations.

The Social Security Institution maintains separate requirements concerning employee registration, workplace registration and employment termination notifications.

Accordingly, discovering an unauthorised foreign employee may generate a wider inspection of:

• whether the employee was registered,
• whether premiums were paid,
• what salary was declared,
• and whether the employer complied with employment and social security legislation.

The TRY 102,503 work permit fine should therefore not be understood as a comprehensive cap on employer liability.

Must an Employer Pay the Foreigner’s Deportation Expenses?

This is one of the harshest and least-known consequences of unauthorised foreign employment.

Article 23 of Law No. 6735 provides that the employer or employer representative who employs a foreign national without a work permit is responsible for the foreign worker’s:

• accommodation expenses,
• necessary costs of return to the country of destination,
• and, where needed, healthcare expenses.

The obligation can also extend to the foreigner’s spouse and children in the circumstances specified by the law.

If these expenses are initially paid from the Migration Management budget, the amounts can subsequently be recovered from the employer or employer representative under the public receivables collection procedure.

This liability is additional to the administrative fine.

Therefore an employer can face both:

the work permit penalty

and

the actual costs generated by the deportation process.

Can a Foreigner Working Without a Permit Be Deported?

Yes.

This is one of the most serious legal consequences.

Article 54/1-ğ of Law No. 6458 expressly lists:

foreigners found working without a work permit

among persons for whom a deportation decision is to be taken. The Presidency of Migration Management’s current official guidance expressly identifies unauthorised work as a deportation ground.

Law No. 6735 similarly provides that foreigners found working without a work permit are reported to the Ministry of Interior for deportation procedures.

Therefore, the foreigner should not assume:

“If I pay the TRY 40,977 fine, the immigration problem is finished.”

Payment of the labour fine does not itself cancel the separate deportation process.

Is Deportation Automatic the Moment an Inspector Finds the Foreigner Working?

A distinction is necessary.

Unauthorised employment is expressly a statutory deportation ground.

However, the foreigner must still be processed through the immigration procedure.

The actual deportation decision is issued by the governorate, and Migration Management states that the assessment and decision process may take up to 48 hours.

Therefore, the labour inspector does not personally place the foreigner on an aircraft.

The typical legal sequence is:

work without authorisation is detected → labour authorities impose/report sanctions → immigration authorities are notified → governorate evaluates and issues the immigration decision → the foreigner receives notification and legal remedies.

This procedural distinction matters because the deportation decision itself can be challenged.

Can Every Foreigner Working Without a Permit Be Physically Removed?

Not necessarily.

Article 55 of Law No. 6458 contains important exceptions.

Migration Management states that even persons otherwise falling within Article 54 are not to be deported in specified circumstances, including where there are serious indications that the foreigner would face:

• the death penalty,
• torture,
• inhuman treatment,
• or degrading treatment

in the proposed destination country.

Other statutory protections include certain situations involving serious health conditions, pregnancy, unavailable treatment for life-threatening illness, human trafficking victims receiving support and specified victims of violence undergoing treatment.

Accordingly:

unauthorised work is a deportation ground, but Article 55 must still be considered individually.

Can the Foreigner Challenge the Deportation Decision?

Yes.

This is critically important because the current statutory period is extremely short.

Migration Management’s current guidance states that the foreigner, legal representative or lawyer may challenge the deportation decision before the competent Administrative Court within seven days from notification.

The court is required to resolve the application through the special statutory procedure. Unless the foreigner consents to departure, the foreigner is not removed during the seven-day filing period or, where a timely judicial challenge is filed, until the judicial review is concluded.

Older legal articles may state a fifteen-day period.

For current cases, the official Migration Management guidance reflects the present seven-day deadline.

Can the Foreigner Be Taken to a Removal Centre?

Potentially.

A deportation decision and administrative detention are separate measures.

Migration Management states that administrative detention can be imposed on persons subject to deportation where statutory circumstances such as:

• risk of absconding,
• illegal entry or exit,
• use of false documents,
• failure to leave within a granted departure period,
• or public-order/public-security concerns

exist.

Persons placed under administrative detention are held in Removal Centres.

Working without a permit does not, by itself, mean that every foreigner must automatically remain in a Removal Centre.

The governorate must separately assess whether the conditions for administrative detention exist.

Can Administrative Detention Be Challenged?

Yes.

A foreigner placed under administrative detention may apply to the Criminal Judgeship of Peace.

The foreigner, legal representative or lawyer can make the application.

The application does not automatically suspend detention, but the judge must decide within five days. A renewed application can be made if the circumstances later disappear or change.

Thus, a foreigner caught working without a permit may potentially require two separate legal proceedings:

Administrative Court: challenge the deportation decision.

Criminal Judgeship of Peace: challenge administrative detention.

Can an Employer Avoid Liability by Saying the Foreigner Was “Only Helping”?

Not necessarily.

Authorities look at the actual nature of the activity rather than merely the label used by the parties.

A foreign national may still be regarded as working where the evidence shows, for example:

• regular attendance at the workplace,
• performance of ordinary employee duties,
• receiving payment,
• customer interaction,
• staff scheduling,
• production activity,
• or another form of genuine employment.

An employer cannot necessarily avoid liability simply by describing the worker as:

• friend,
• volunteer,
• trainee,
• consultant,
• family guest,
• or business partner.

The factual relationship is crucial.

What If the Foreigner Receives No Salary?

Absence of a formal payroll entry does not automatically determine whether work occurred.

The authorities may examine the entire factual relationship.

However, genuine unpaid activities, internships, volunteering and training can have separate regulatory rules.

Whether a specific activity constitutes employment requiring a work permit should therefore be assessed before the activity begins.

What If the Foreign Worker Is Paid in Cash?

Cash payment does not make unauthorised employment lawful.

Indeed, cash employment can make the situation more problematic where it is accompanied by:

• absence of SGK registration,
• inaccurate payroll records,
• tax irregularities,
• or concealment during inspection.

The legal status depends on whether a valid work permit or exemption exists, not on the payment method.

What If the Salary Is Paid from Abroad?

Payment by a foreign company or foreign bank account does not automatically eliminate Turkish work permit requirements where the activity is physically performed in Türkiye and falls within the scope of Turkish international labour-force legislation.

Cross-border service providers and other temporary international service arrangements can have specific rules and exemption categories.

The exact arrangement should therefore be analysed before assuming that a foreign payroll structure avoids Turkish work authorisation.

Can a Student Work in Türkiye Without Any Permit?

A student residence permit should not automatically be treated as a general employment permit.

Foreign students may have access to the labour market subject to the applicable immigration and labour rules, but the right to study and the right to work are legally distinct.

The broader principle remains the same:

unless a statutory status directly provides work rights or a recognised exemption applies, the foreigner should obtain the appropriate work authorisation before starting employment.

Can a Foreigner with a Turkish Spouse Work Without a Permit?

Marriage to a Turkish citizen does not by itself automatically mean that the foreign spouse can work informally.

However, current Ministry work-permit criteria provide important advantages for some foreigners with close Turkish family connections.

For example, the Ministry’s 2026 criteria exempt certain applicants from ordinary employment, financial and salary evaluation criteria, including foreigners who have lived in a marital union with a Turkish citizen for at least three years.

But exemption from evaluation criteria is not the same as exemption from obtaining a work permit.

This distinction is critical.

A foreign spouse may have an easier route to permission but still need the permission itself.

Can a Long-Term Residence Permit Holder Work Without a Work Permit?

A long-term residence permit gives a foreigner a strong immigration position, but it should not automatically be confused with an unrestricted work authorisation.

The Ministry’s current evaluation criteria provide advantages for long-term residence permit holders when applying for work permits.

Again:

being exempt from some application criteria ≠ being exempt from the requirement to obtain work authorisation.

What Happens If the Foreign Worker Later Obtains a Work Permit?

Obtaining a lawful work permit later can regularise future employment.

But it should not be assumed that the later permit automatically erases the earlier violation.

The administrative offence concerns the period during which the foreigner actually worked without the required authorisation.

A subsequent approval ordinarily governs lawful work from its effective period forward.

Therefore, employers should not knowingly allow a foreign national to begin work first and attempt to “fix the documents later.”

Can the Employer Say That the Work Permit Application Was Pending?

A pending application may explain the factual background, but the Ministry expressly requires the relevant foreigner to obtain the necessary work authorisation before starting work.

Accordingly, the safest compliance model is:

apply → obtain approval → comply with effective-date and SGK requirements → begin work.

Not:

hire → start work → hope the permit is approved later.

Can the Administrative Fine Be Challenged?

Yes, depending on the circumstances.

Work-permit administrative fines are not immune from judicial review.

The Turkish Court of Jurisdictional Disputes has repeatedly held that disputes concerning administrative fines imposed under Article 23 of Law No. 6735 fall within the judicial jurisdiction applicable to administrative sanctions, and decisions have specifically addressed challenges brought against fines for employing foreigners without permits and for unauthorised independent work.

Possible disputes can concern matters such as:

• whether the person was actually working,
• whether the alleged employer was correctly identified,
• number of foreign workers,
• whether a valid exemption existed,
• whether the conduct occurred on the alleged date,
• whether the competent authority properly established the violation,
• or whether the penalty was calculated correctly.

The notification document should be reviewed immediately because administrative sanction remedies are subject to procedural deadlines.

What Evidence Can Be Used in an Unauthorised Employment Investigation?

Authorities may rely on a wide range of evidence.

Relevant material can include:

• workplace inspection records,
• statements from the foreigner,
• statements from employers or employees,
• payroll records,
• SGK records,
• work schedules,
• security camera footage,
• customer statements,
• company records,
• WhatsApp messages,
• payment records,
• bank transfers,
• uniforms or workplace materials,
• and documents concerning the foreigner’s role.

The employer and foreigner should therefore avoid giving inconsistent or inaccurate explanations during an inspection.

False documentation can create legal problems significantly more serious than the original work permit violation.

Is Working Without a Permit Automatically a Criminal Offence?

The central sanctions under Law No. 6735 for ordinary unauthorised employment are administrative sanctions, together with immigration consequences.

However, the circumstances surrounding the employment can potentially involve separate criminal offences.

For example, criminal liability may arise where the facts involve:

• forged documents,
• false official documents,
• human trafficking,
• exploitation,
• threats,
• fraud,
• or other independently criminal conduct.

Therefore, it would be incorrect to say that every foreigner working one day without a permit is automatically committing a separate criminal offence carrying imprisonment merely because the work permit is missing.

The legal consequences must be classified according to the actual facts.

What If the Foreign Worker Is Being Exploited?

Unauthorised immigration status does not give an employer unlimited power over a foreign worker.

Employers cannot lawfully:

• use violence,
• confiscate passports unlawfully,
• threaten workers,
• force labour,
• commit sexual exploitation,
• or engage in human trafficking.

Where the foreign worker may be a trafficking victim, Turkish immigration law provides specialised protections.

Migration Management states that suspected trafficking victims can receive specific residence and support protections, while Article 55 also protects trafficking victims benefiting from the victim-support process against deportation.

Therefore, a foreign worker who has been forced into illegal employment should not assume that reporting the employer will necessarily result in being treated in exactly the same way as a voluntary unauthorised worker.

The facts must be evaluated individually.

Does Working Without a Permit Mean the Employer Does Not Have to Pay Wages?

No employer should assume that the absence of a work permit authorises free labour.

Work permit compliance and disputes concerning remuneration are separate legal questions.

A foreign worker may still possess employment-related claims depending on:

• the actual working relationship,
• period of employment,
• salary arrangement,
• statutory employment protections,
• and applicable Turkish labour-law principles.

An employer cannot safely rely on:

“You had no work permit, therefore I owe you nothing.”

The work permit violation may generate administrative and immigration consequences, while disputes over earned salary and other labour rights require a separate analysis.

What Should a Foreigner Do If They Discover They Have Been Working Illegally?

The first priority should be to stop expanding the violation.

The foreigner should determine:

• whether a valid permit actually exists,
• whether an exemption applies,
• whether the permit belongs to the correct employer,
• whether the permit has expired,
• whether a new permit can be obtained,
• whether an inspection or administrative fine already exists,
• and whether Migration Management has begun a deportation procedure.

If the foreigner has already received a deportation decision, the seven-day Administrative Court period becomes critical.

If the foreigner is in a Removal Centre, the administrative detention issue should also be handled separately.

What Should an Employer Do After Discovering an Unauthorised Foreign Employee?

The employer should immediately assess the entire compliance situation rather than merely filing a work permit application.

The relevant questions include:

• Was the foreigner actually required to have a permit?
• Was an exemption available?
• When did employment begin?
• Was SGK registration made?
• Was salary properly declared?
• Has an inspection already occurred?
• Have documents been signed?
• Is the foreigner still working?
• Can a lawful work permit application now be made?
• Is there a risk of deportation?
• Has an administrative fine been served?

A later compliance step should not be presented as though it retroactively changes historical facts.

Providing false commencement dates or fabricated documents can create substantially greater legal exposure.

Practical Scenario: Foreign Waiter Working on Tourist Status

A foreign tourist remains in Antalya for several months.

A restaurant hires the foreigner as a waiter and pays cash.

No work permit or exemption exists.

If detected in 2026, the foreigner can face the TRY 40,977 administrative fine.

The employer can face TRY 102,503 for that foreign worker.

The foreigner can also be reported for deportation procedures under Article 54/1-ğ.

The employer may additionally become liable for return-related accommodation, transport and necessary health costs under Article 23 of Law No. 6735.

Practical Scenario: Three Foreign Workers in a Factory

A factory employs three foreign nationals.

None has a work permit.

The employer’s 2026 base work-permit fine can reach TRY 307,509, calculated at TRY 102,503 for each foreign worker.

Each dependent worker may separately receive the TRY 40,977 foreign-worker penalty.

SGK liabilities may also need to be examined independently.

The number of foreign employees therefore has major financial significance.

Practical Scenario: Foreign Company Partner Actively Managing the Business

A foreign national establishes a Turkish limited company and personally runs the daily business.

The person assumes company ownership automatically creates the right to work.

It does not necessarily do so.

The foreigner’s corporate role, shareholding and working activity should be evaluated under the work permit framework.

The Ministry has specific work permit criteria for foreign company partners, confirming that shareholding and work authorisation are distinct issues.

Practical Scenario: Work Permit Exists but for Another Employer

A foreign software developer holds a valid work permit issued for Company A.

The foreigner leaves Company A and immediately starts working full-time for Company B.

No new authorisation has yet become effective.

The person should not assume the old permit automatically covers the new employment because standard dependent work permits are issued with reference to specified employment conditions and employers.

Practical Scenario: Foreigner Qualifies for a Work Permit Exemption

A foreign specialist enters Türkiye temporarily to perform an activity that falls within an Article 48 exemption category.

If the applicable exemption is properly obtained and the person stays within its scope and duration, the activity may be lawful without an ordinary work permit.

But if the foreigner remains and continues working after the exemption period ends, a normal work permit may become mandatory.

Frequently Asked Questions

Can a foreigner work in Türkiye with only a residence permit?

Generally no. A residence permit does not itself give ordinary employment rights.

Can a foreigner work on a tourist visa?

Generally no.

What is the 2026 fine for a foreign employee working without a permit?

TRY 40,977.

What is the 2026 fine for an independent foreign worker without a permit?

TRY 82,010.

What is the employer fine in 2026?

TRY 102,503 for each foreign worker employed without authorisation.

What happens on a repeated violation?

The administrative fine is increased by one fold.

Can the employer also be responsible for deportation expenses?

Yes. Accommodation, return expenses and necessary healthcare expenses can fall on the employer under Article 23, including specified expenses relating to the foreigner’s spouse and children.

Can the foreign worker be deported?

Yes. Working without a work permit is expressly a deportation ground under YUKK Article 54/1-ğ.

Does paying the fine prevent deportation?

Not automatically. The fine and deportation proceedings are separate.

Who issues the deportation decision?

The competent governorate.

Can deportation be challenged?

Yes. The current period is seven days from notification.

Can the foreigner be sent to a Removal Centre?

Potentially, where the separate statutory conditions for administrative detention exist.

Does applying for a work permit legalise work immediately?

Do not assume so. Required authorisation must exist before employment begins.

Can someone with a work permit work for another employer?

Not automatically. Ordinary dependent permits are linked to specified employment conditions.

Does opening a company eliminate the work permit requirement?

No. Corporate ownership and work authorisation are separate matters.

Are some foreigners exempt?

Yes. Certain statuses and activities are exempt, but many exemption categories still require formal exemption documentation.

What Should Be Checked Before a Foreign National Starts Working in Türkiye?

The safest compliance review is to determine whether the foreign national:

1. falls within a category that can work directly under another law;
2. qualifies for a documented work permit exemption;
3. needs an ordinary dependent work permit;
4. needs an independent work permit;
5. holds a permit valid for the actual employer and activity;
6. has completed the required social security procedures;
7. is not working in a profession reserved by law for Turkish citizens;
8. and has not begun employment before the authorisation becomes legally effective.

The Ministry expressly notes that certain professions remain reserved for Turkish citizens and therefore cannot be performed by foreigners merely by obtaining an ordinary work permit application.

Conclusion: Working Without a Work Permit in Türkiye Can Lead to Much More Than a Fine

Working without a valid work permit in Türkiye can have serious consequences for both the foreign worker and the employer.

The financial consequences in 2026 are substantial.

A foreign national working dependently without authorisation faces an administrative fine of TRY 40,977.

An independent foreign worker without the necessary permit faces TRY 82,010.

The employer faces TRY 102,503 for each foreign worker employed without authorisation.

Repeated violations result in increased sanctions.

But these monetary penalties are only one part of the legal risk.

For the foreign worker, the most serious consequence is immigration-related.

Law No. 6735 requires foreigners found working without authorisation to be reported to the Ministry of Interior for deportation procedures.

More importantly, Article 54/1-ğ of Law No. 6458 expressly identifies working without a work permit as a statutory deportation ground.

The foreigner may therefore move quickly from an employment inspection into an immigration proceeding.

That proceeding may involve:

• a deportation decision,
• administrative detention,
• transfer to a Removal Centre,
• departure from Türkiye,
• and potentially later entry restrictions.

However, the deportation procedure remains legally distinct from the work-permit fine.

A governorate must issue the relevant immigration decision.

Article 55 protections must be considered where applicable.

And the foreigner has the right to judicial review.

Under the current 2026 framework, a deportation decision can be challenged before the Administrative Court within seven days from notification.

This period is extremely short.

Foreign nationals facing unauthorised employment findings should therefore not wait until they are taken to the airport before obtaining legal advice.

For employers, the risks are similarly broader than the TRY 102,503 administrative penalty.

Law No. 6735 also places responsibility on the employer or employer representative for specified:

• accommodation expenses,
• costs necessary for return,
• and healthcare expenditure

of the unauthorised foreign worker and, where applicable, the worker’s spouse and children.

If the government initially covers those costs, they can be collected from the employer under the public receivables regime.

In addition, employment of foreign nationals must comply with Turkish social security legislation.

A work permit violation can therefore exist together with:

• unregistered employment,
• unpaid social security premiums,
• incorrect payroll,
• or other labour-law violations.

The Ministry confirms that foreign workers and their employers remain subject to statutory social security obligations, except where an applicable international social security agreement changes the position.

The most dangerous misconceptions can therefore be summarised simply:

A residence permit is not automatically a work permit.

A tourist visa does not normally authorise employment.

Owning a Turkish company does not automatically authorise the owner to work for that company.

Having a permit for one employer does not necessarily authorise employment by another employer.

Submitting a work permit application does not mean the foreigner should begin working immediately.

A later work permit does not automatically erase an earlier period of unauthorised employment.

Paying the labour fine does not automatically cancel deportation proceedings.

At the same time, not every foreign national physically performing an activity in Türkiye is automatically violating the law.

Some persons can work because their legal status gives them work rights directly.

Others may qualify for a formal work permit exemption under the International Labour Force Law implementing regulation.

The correct analysis should therefore begin with a basic question:

Was this particular foreigner legally required to have a work permit for this particular activity, employer and period?

If the answer is yes, the second question is:

Was a valid work permit actually in force before the work began?

If not, the potential consequences under both labour and immigration law should be assessed immediately.

For employers, prevention is significantly cheaper than correction.

Before allowing a foreign national to begin work, the employer should verify:

• the foreigner’s status,
• work permit or exemption,
• validity dates,
• authorised employer,
• authorised role,
• workplace,
• and social security registration.

For foreign workers, the same principle applies.

A statement from an employer such as:

“Do not worry, we will arrange the permit later”

does not protect the foreigner from the statutory fine or immigration consequences if an inspection occurs before the permit is legally effective.

In Turkish international labour law, the safest rule is therefore straightforward:

Obtain the correct work authorisation first, then begin work.

Legal Basis

International Labour Force Law No. 6735

Law No. 6735 regulates work permits, work permit exemptions, international labour policy and sanctions concerning unauthorised foreign employment.

Work Authorisation Requirement

Foreign nationals within the statutory scope must obtain a work permit or applicable work permit exemption before beginning employment in Türkiye.

Article 22 — Notification and Social Security Obligations

Foreign workers and employers must comply with statutory notification requirements and applicable social security obligations under Law No. 5510, subject to international social security agreements.

Article 23 — Administrative Fines and Inspection

Article 23 establishes administrative sanctions for:

• foreign nationals working without permission,
• foreign nationals independently working without permission,
• employers employing unauthorised foreign workers,
• and specified notification violations.

The fines are revalued annually. The official 2026 figures are TRY 40,977, TRY 82,010 and TRY 102,503 respectively for the principal unauthorised employment categories.

The law also provides for increased fines in repeated violations and requires unauthorised foreign workers to be reported for deportation procedures.

Employer Responsibility for Deportation-Related Expenses

The employer or employer representative must meet the statutory accommodation, return and necessary healthcare expenses connected with the foreign worker and, where applicable, the worker’s spouse and children.

Law No. 6458 on Foreigners and International Protection

Article 54/1-ğ — Working Without a Work Permit

Foreigners found working without a work permit are expressly included among foreigners against whom a deportation decision is to be taken.

Article 55 — Persons Who Must Not Be Deported

Article 55 provides mandatory protections in specified cases, including serious risks of:

• death penalty,
• torture,
• inhuman or degrading treatment,
• certain serious medical circumstances,
• human trafficking victim status,
• and specified violence-related treatment circumstances.

Judicial Review of Deportation

A deportation decision may currently be challenged before the Administrative Court within seven days of notification.

Final Compliance Checklist for Foreign Workers and Employers

Before a foreign national begins employment in Türkiye, confirm:

• whether the person requires a work permit;
• whether a statutory direct work right applies;
• whether a work permit exemption is available;
• whether the exemption has actually been obtained where required;
• whether the work permit is valid;
• whether it covers the correct employer and activity;
• whether the effective date has begun;
• whether SGK registration is complete;
• whether the proposed occupation is legally open to foreign nationals;
• and whether any change of employer requires a new application.

If unauthorised work has already been detected, immediately review:

• the inspection report;
• administrative fine notification;
• actual period of alleged employment;
• work permit and exemption records;
• SGK records;
• deportation notification;
• Article 55 circumstances;
• any administrative detention decision;
• and the current seven-day deadline for challenging deportation.

Disclaimer: This article provides general legal information concerning foreign employment, work permits, administrative fines and immigration consequences in Türkiye as of September 2026. It does not constitute individual legal advice. The exact consequences of unauthorised employment depend on the foreigner’s immigration status, type of work, existence of a work permit exemption, employer, inspection findings, social security records and any subsequent deportation or administrative detention decision.