Hiring Foreign Personnel in Türkiye: Company Obligations & Quota Exemptions

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açık Kasım 10, 2025

Executive Summary:

To employ a foreigner in Türkiye you must (i) apply for a work permit (or confirm an exemption) and (ii) meet employer obligations on wages, SGK registration and notifications. As a rule, workplaces must employ five Turkish citizens per foreign employee; however, there are new 2024–2025 exemptions (e.g., ₺50,000,000 net sales workplaces can hire up to five foreigners without the 5:1 rule). Salary multipliers by role now apply (from 1× to 5× the current gross minimum wage). Several category-based exemptions and sectoral rules (health, education, agriculture/livestock, etc.) also exist. Always notify the Ministry within 15 days of a foreigner’s start/termination, and complete SGK steps on time.

1) Legal framework you must know (and why it matters in 2025)

Turkey regulates foreign employment primarily under:

Law No. 6735 on the International Labour Force (the “Law”) and its Implementing Regulation; these set permit types, evaluation criteria, exemptions, sanctions, and procedures.
The Directorate General of International Labour Force (DGILF) under the Ministry of Labour and Social Security administers applications, updates evaluation criteria, and publishes sectoral guidance. In October 2024, DGILF announced revised evaluation criteria with phased effective dates into 2025.
A work permit or work-permit exemption is treated as a residence permit under LFIP Article 27 (with address registration duties).

2) Who needs a work permit—and who may be exempt?

Default rule: A foreign national performing work in Türkiye must hold a work permit issued by the Ministry (or fall within a work-permit exemption under Article 48 of the Implementing Regulation). Exemptions are narrow and time-bound (e.g., short-term technical service, cross-border services, certain artistic/sporting activities). The Ministry’s English guidance provides detailed exemption tables (durations, categories, and repeat-application limits). Even when exempt, social security and other legal obligations can still apply.

Practical tip: If the intended activity will exceed the exemption duration, apply for a work permit before continuing the work; the exemption will not cover the extended period.

Also note: Work permit = residence for its validity period; however, employees must register their address with the Provincial Directorate of Migration within 20 business days of entry if arriving with a work permit.

3) Core company obligations (before, during, after hiring)

3.1. Pre-hire basics

Choose the correct route: Domestic (foreigner already in Türkiye with proper status) or overseas (start at a Turkish consulate; employer finalizes the online application in Türkiye). Official investor guidance confirms employer-led applications and sets out base documentation.
Check restricted professions (e.g., certain roles reserved for Turkish citizens) and pre-authorization sectors (health & education require pre-approvals from the relevant ministries).

3.2. On wages: apply the 2025 salary multipliers

DGILF now requires role-based minimums calculated on the current gross minimum wage as of the application date:

5× for upper-level executives and pilots
4× for engineers and architects
3× for other managers
2× for specialist/skilled roles
1× (no less than the minimum wage) for domestic services & other jobs

These thresholds are legal evaluation criteria during permitting and must also be reflected in payroll/SGK declarations.

3.3. SGK and notifications

Notify the Ministry (via the online system) within 15 days of a foreigner’s start, termination, or any cancellation-triggering circumstance for a permit or exemption.
Fulfil all SGK obligations (register the employee, pay contributions timely, report accidents, etc.). These are in addition to Ministry notifications.
If the work permit/exemption ends and the foreigner remains in Türkiye, they must change status (apply for an appropriate residence permit) within the statutory windows; otherwise, their right of stay lapses.

3.4. Sectoral pre-authorizations (critical triggers)

Health institutions: Ministry of Health pre-authorization required; for public facilities, employment/financial criteria may be waived during evaluation.
Education (MEB/YÖK): Pre-authorization is required for qualified teaching/academic roles.

4) The general 5:1 quota rule—and how to lawfully bypass it

4.1. The default quota

As a rule, in workplaces subject to balance-sheet accounting, you must employ at least 5 Turkish citizens for each foreigner for whom you seek a permit. If you want to hire multiple foreigners, the 5:1 rule applies separately for each additional foreigner.

4.2. Major 2024–2025 exemptions and mitigations

High-revenue workplaces (₺50,000,000+ net sales):
For workplaces with last-year net sales of ₺50,000,000 or more, the employment criterion is not applied for up to five foreigners. Starting from the 6th foreigner, the quota evaluation resumes. This is a headline change introduced with the October 2024 update.
Long-term lawful stay in Türkiye:
For foreigners who have lawfully remained in Türkiye (excluding student residence) for at least 3 of the last 5 years, up to three such foreigners at the same workplace may be evaluated without applying the employment and financial adequacy criteria. (Above three, the usual criteria re-apply.)
Foreign company partners with significant capital:
Where the foreigner is a shareholder with ≥ USD 100,000 capital share, the specific partner-criteria (including the 20% share / capital thresholds and the initial “deferred” 5:1 trigger) do not apply in evaluation.
Agriculture/livestock (shepherds & handlers):
Quota relaxations exist tied to herd size (e.g., headcounts of small/big livestock) allowing up to three foreigners without applying the employment criterion. This is a sector-specific relief and requires coordination with the Ministry of Agriculture and Forestry.
Category-based personal exemptions from all evaluation criteria (A–Z):
Certain foreigners (e.g., mother/father/child of a Turkish citizen, long-term residents, Turkish-origin persons approved by Interior or Foreign Affairs, TRNC citizens, humanitarian or trafficking-victim statuses) are exempt from the employment, wage and financial criteria during evaluation. Exemption does not create an absolute right to a permit; it removes these hurdles during assessment. )

Transitional note that ended on 1 Jan 2025: Until 01.01.2025, older financial thresholds (₺100,000 paid-in capital / ₺800,000 gross sales / USD 150,000 exports; and ₺40,000 partner capital) were temporarily accepted. As of 2025, the new higher thresholds below apply.

5) Financial adequacy thresholds (new baselines in 2025)

For workplaces subject to balance-sheet accounting:

Newly established (current-year) businesses: paid-in capital ≥ ₺500,000.
Existing businesses (with at least one year-end balance sheet): paid-in capital ≥ ₺500,000 or net sales ≥ ₺8,000,000 or exports ≥ USD 150,000 (last year).
Ordinary partnerships formed by such companies: at least one partner company must meet the same financial tests (₺500,000 paid-in, ₺8,000,000 sales, or USD 150,000 exports).

Why this matters: The financial test is often the first gate before the Ministry even reviews qualifications and the 5:1 quota. Plan capitalization and sales documentation early (tax returns, balance sheets, trial balances) to avoid avoidable rejections.

6) Special sectors and pre-authorizations (don’t skip these)

Health sector: Work permits require Ministry of Health pre-approval; for public health posts, the Ministry may waive employment/financial criteria in evaluation. Always secure equivalence, professional registration, and language documentation before filing.
Education: MEB/YÖK pre-authorization for qualified teaching/academic positions; extensions in these fields also require updated pre-approval.
Temporary protection & agriculture/livestock exemptions: Separate exemption routes exist (distinct from regular permits) with unique conditions and filing channels; never assume the main 5:1 rule applies the same way.

7) Salary planning and contract drafting (the law now expects precision)

Offer letters and employment contracts should explicitly reflect:

Gross wage at or above the applicable multiplier (5×/4×/3×/2×/1×).
Job title & role matching the multiplier category (e.g., “Upper-level Executive,” “Engineer,” “Specialist”).
Scope, location(s), and duration consistent with the permit application.
Pre-authorization references (if in health/education), as well as any professional equivalence/registration information.
Termination & notification clauses aligned with the 15-day Ministry notification duty, plus SGK end-of-service reporting.

Pro tip for founders: Align the organizational chart and payroll to the multipliers. A wrongly coded payroll (below legal multiplier) risks rejection at extension and administrative fines.

8) Step-by-step application flow (high-level)

Role & eligibility check: Confirm not restricted to Turkish citizens; check if exemption instead of permit fits.
Financial & quota readiness: Verify the financial threshold and whether any exemptions (₺50m sales, partner ≥USD 100k, long-term lawful stay, sectoral) remove quota hurdles.
Pre-authorization (if health/education).
Compile documents: Corporate (trade registry, signature circulars, activity certificates), employee (passport, diploma, contract meeting multiplier).
File online via the Ministry system (employer-side). For overseas cases, coordinate with the consulate intake then complete the online employer filing within the Ministry’s timeframe.
Decision & card: If approved, the foreigner receives a work permit card (which serves as a residence permit for its validity). Register address within 20 business days.
Post-start compliance: Notify start/termination within 15 days; keep SGK up to date; retain payroll, attendance and OHS documents.

9) Frequently-used quota exemptions—with examples you can model

High-revenue tech scale-up (₺120m net sales last year): Can lawfully onboard up to five foreigners without the 5:1 ratio. Hiring the 6th foreigner re-activates the quota calculus (i.e., 30 Turkish employees total would underpin six foreigners).
Foreign co-founder investing USD 150,000: The special partner rule means the Ministry won’t apply the partner-specific capital/share and “deferred quota” conditions at initial evaluation. (General workplace criteria can still be reviewed.)
Three long-term residents at an SME: If each foreigner has 3 of the last 5 lawful years in Türkiye (excluding student status), the Ministry can disapply employment & financial criteria for up to three foreigners in that workplace. A fourth hire triggers the normal rules.
Seasonal livestock operator (e.g., 100 big cattle): May employ one foreign without the 5:1 rule; larger herds can justify up to three such hires, subject to Agriculture Ministry input.

10) Employer notifications & SGK: non-negotiables

Ministry notifications: 15 days for start, termination, or cancellation triggers—for both permits and exemptions. File via the system; keep receipts.
SGK: Register workplace timely, enroll the employee before work starts, pay contributions, and report accidents within 3 days. These duties apply regardless of quota status.
Migration step: With a valid work permit, no separate residence permit is needed during its validity; after expiry or non-extension, apply for proper residence or depart.

11) Sanctions & risks (and how to avoid them)

Law No. 6735 imposes administrative fines on employers and foreigners for unauthorized work. Breaches (e.g., employing without a permit/exemption, missing notifications) can trigger fines, permit cancellation, and removal procedures for the foreigner. Robust document control and timely notifications are your best defense.

12) Practical compliance checklist (copy/paste for your HRIS)

Confirm role is eligible; check exemption vs permit.
Verify financial criteria (₺500k paid-in or ₺8m sales or USD 150k exports) or identify a quota exemption (₺50m sales; long-term stay; USD 100k partner; sectoral).
Align salary to the multiplier; set gross in the contract and payroll.
Obtain pre-authorization if in health/education.
File application with complete, consistent corporate/employee documents.
After approval, address registration within 20 business days; archive card copies.
Notify Ministry within 15 days for start/termination; complete all SGK steps & accident reporting.
Calendar extension windows; watch pre-authorization renewals in health/education.

13) Advanced notes for founders, CFOs & counsels

13.1. Planning headcount around the 5:1 rule

The quota is assessed per workplace under balance-sheet accounting. If you plan multiple foreign hires, consider timing offers to align with Turkish headcount growth or leverage the ₺50m net-sales relief for the first five. Keep HR and Finance synced on sales and payroll proofs the Ministry will examine.

13.2. Pre-authorization orchestration (health/education)

Treat pre-authorization as a project: equivalence (diplomas, professional registers), Turkish language benchmarks where required, and institutional sponsorship (hospital/university). This can significantly shorten evaluation time and reduce queries.

13.3. Long-stay relief for scale-ups

If you regularly recruit foreigners already in Türkiye with lawful multi-year presence, use the “up to three” waiver strategically, but remember the fourth foreigner at the same workplace re-triggers employment/financial criteria.

14) FAQ

Q1: Is the 5:1 Turkish employee rule still in force in 2025?
Yes. The 5:1 rule remains the default, but workplaces with ≥ ₺50,000,000 net sales are exempt for the first five foreign hires. Above that, quota applies again.

Q2: What are the new financial thresholds?
For existing companies: ₺500,000 paid-in capital or ₺8,000,000 net sales or USD 150,000 exports (last year). Newly established companies must show ₺500,000 paid-in capital.

Q3: What salary must we offer?
Depends on the role: from 1× (domestic/other) up to 5× (upper executives & pilots) of the current gross minimum wage at application time.

Q4: Do we still have to notify authorities after onboarding/termination?
Yes. Notify the Ministry within 15 days of start and termination for both permits and exemptions; keep SGK fully compliant.

Q5: Does a work permit replace a residence permit?
Yes, for the validity of the permit, but the employee must register their address within 20 business days. After expiry or non-extension, they must switch to a proper residence status or exit.

Q6: Which sectors require pre-authorization?
Health and education. Obtain Ministry of Health or MEB/YÖK approval before or with the application (extensions too).

15) Model clause snippets for your employment contract

Role & Wage Clause (Multiplier-ready)
“The Employee shall serve as [Job Title], classified under [Category per DGILF], with a gross monthly wage of [₺ amount ≥ multiplier × current gross minimum wage] as required by DGILF evaluation criteria. The Parties acknowledge that this wage level is a condition of the work permit evaluation.”

Regulatory Cooperation & Notifications
“The Employee and Employer shall promptly provide all documents required by the Ministry of Labour and Social Security and cooperate for timely notifications under Law No. 6735 (including start, termination, or circumstances requiring cancellation), and SGK registrations and filings.”

Pre-Authorization (if applicable)
“This Agreement is conditional upon the issuance of pre-authorization by [Ministry of Health / MEB / YÖK] for the performance of the duties herein.”

Change of Status
“Upon expiry, non-extension, or cancellation of the work permit, the Employee shall, where applicable, take required steps to obtain an appropriate residence status or exit the country; continued employment shall be subject to valid immigration authorization.”

16) Common pitfalls (and how to avoid them)

Mis-categorizing the role → wage below the legal multiplier → rejection or problems at extension. Align job title/description with the DGILF categories.
Ignoring pre-authorization (health/education) → delays or denial. Start early with the right ministry.
Forgetting the 15-day notification on start/termination → administrative fines; risk to future filings. Automate reminders.
Assuming exemption = no SGK → non-compliance. Most exemptions still require SGK where a Turkish employment relationship exists.
Using outdated thresholds (pre-2025) → avoidable rejections. Use ₺500k / ₺8m / USD 150k and consider the ₺50m sales relief for the quota.

Final word:

Foreign hiring in Türkiye is perfectly feasible in 2025—if you align with the updated evaluation criteria, leverage quota exemptions smartly, and never miss notifications or SGK steps. Map your headcount plan to the 5:1 rule, lean on the ₺50m sales relief where available, and draft contracts around the salary multipliers. The Ministry’s October 2024 framework is now the operational baseline—build your compliance program on it.

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