1. Introduction
Over the last decade, Turkey has become home to one of the world’s largest populations of people who fled war, persecution and instability. A significant part of this population lives in the country under a special status known as temporary protection. Many of these people are young, able to work and willing to support themselves, yet they face a complex set of legal rules when they try to access the labour market.
For Turkey as a host country, unregulated and informal work carries obvious risks: unfair competition for local workers, loss of tax and social security revenue, and greater vulnerability of already fragile communities. For foreigners under temporary protection, informal employment usually means low wages, unsafe workplaces and constant fear of inspection.
The legal tool that connects these two sides is the work permit. This article provides a comprehensive and practice-oriented guide to work permits for foreigners under temporary protection in Turkey, focusing on:
- The legal framework and basic concepts
- Eligibility conditions and typical limitations
- The step-by-step procedure for obtaining a permit
- Rights and obligations of both workers and employers
- Common pitfalls and practical recommendations
The text is written in clear English, but with a technical depth suitable for lawyers, consultants, NGOs and serious investors who need to navigate this regime correctly.
2. Temporary protection: status, rights and limits
2.1. Nature of temporary protection
Temporary protection is a mass-influx protection regime created for situations where large groups cross the border in a short time and it is practically impossible to examine individual asylum claims one by one. People placed under this regime are not treated as classic short-term visitors or tourists; they are allowed to stay in Turkey as long as the temporary protection decision remains in force.
Key characteristics of temporary protection include:
- It is group-based: the status is granted to whole categories of people (for example, those fleeing a particular conflict) rather than case by case.
- It gives a right to lawful presence in Turkey while the regime continues.
- It opens the door to basic services such as emergency healthcare and education.
- It does not automatically grant a full right to work; access to the labour market is regulated separately through work permits and exemptions.
2.2. Temporary Protection Identity Document (TPID)
Each person under temporary protection is issued a Temporary Protection Identity Document. In practice, this document is the centre of their legal life in Turkey. It contains:
- Personal identity information and a photograph
- A foreigner identification number (often starting with “99”)
- The province of registration, i.e. the city where the person is officially registered and expected to live
The TPID is necessary for almost every administrative procedure: hospital registration, school enrolment, social assistance – and, importantly, work permit applications. However, the TPID alone is not a work authorisation. It is simply the base document on which a work permit or work permit exemption can be built.
3. Legal framework for work permits under temporary protection
The work of foreigners under temporary protection is not regulated by a single code article. Instead, several layers of legislation operate together:
- General migration law – defining temporary protection and the overall status of foreigners.
- General foreign work permit law – regulating who can work in Turkey and on what conditions.
- Special secondary legislation – addressing the specific situation of foreigners under temporary protection and adapting the general rules to their needs.
From a practical point of view, it is important to understand that temporary protection beneficiaries are not outside the standard work permit system. They are included in that system, but with:
- A special waiting period before they become eligible,
- Specific quotas at workplace level,
- Provincial limitations, and
- Some sector-specific facilitations, especially for seasonal agriculture and livestock.
The Ministry responsible for labour and work permits is the key decision-maker. Provincial migration authorities, social security institutions and, in some sectors, professional ministries (health, education) also play important roles.
4. Who can obtain a work permit under temporary protection?
4.1. Basic eligibility conditions
For a foreigner under temporary protection to be eligible for a work permit in Turkey, the following minimum conditions must be met:
- Valid temporary protection status
- The person must be officially registered under temporary protection and hold a valid TPID.
- If the document is expired, suspended or cancelled, the work permit application will not proceed.
- Six-month waiting period
- A central rule is that temporary protection beneficiaries may only apply for a work permit after six months have passed from the date their TPID was issued.
- This waiting period is counted from the official registration date, not from the date of physical arrival.
- Province of registration and job location
- Work permits are normally linked to the province where the person is registered.
- For a standard job, the workplace should be located in the same province.
- If a job offer is in another city, the foreigner usually needs to change their province of registration or obtain special permission before a permit can be issued for that province.
- No legal obstacle to the profession
- Certain professions in Turkey are reserved for citizens only (for example, some health professions, legal practice and specific maritime or aviation roles).
- In regulated sectors like education and health, prior approval from the competent ministry may be required in addition to the work permit.
- Clean security and public order record
- Authorities may refuse work permits where there are issues of public order, national security or serious criminal records.
- Removal or deportation decisions, if present, obviously create serious barriers.
4.2. Employee or self-employed?
In theory, foreigners under temporary protection can access the labour market in two main ways:
- As employees, working under an employment contract for a Turkish employer. This is the most common route.
- As self-employed persons or company partners, where they effectively run their own business or hold a managerial position.
Self-employment is legally possible but much more complex: it requires commercial registration, tax registration and often a convincing economic rationale. For most people under temporary protection, the realistic pathway is standard employment with an employer-based work permit.
5. Types of work authorisation
5.1. Classic employer-based work permit
The backbone of the system is the employer-based work permit, which works roughly as follows:
- The employer initiates and submits the application through the official online system.
- The permit, if approved, is linked to a specific workplace, specific job title and specific foreign worker.
- The initial duration is usually up to one year. Renewals are possible if the relationship continues and conditions are still met.
This model resembles the standard foreign work permit regime, but is adjusted to the particular situation of temporary protection beneficiaries by:
- The six-month rule
- Provincial limitations
- Workplace quotas focusing on the percentage of foreigners under temporary protection compared to Turkish workers
5.2. Seasonal agriculture and livestock – work permit exemption
Turkey has a large and diverse agricultural sector that relies heavily on seasonal labour. To respond to this reality, the law allows work permit exemptions for foreigners under temporary protection in seasonal agriculture and animal husbandry.
In broad terms:
- For defined seasonal agricultural and livestock activities, a simplified regime or exemption from full work permits can be applied.
- Instead of a standard work permit, the employer or worker may complete a notification or short form procedure through designated channels.
- The authorisation is usually time-limited (for a season or a specific number of months) and tied to a geographic area.
These exemptions are useful, but they do not mean “no rules”. Workers still need to be documented, and employers are still expected to comply with basic labour and social security obligations.
5.3. Self-employment authorisation
Where a foreigner under temporary protection intends to run a small business – for example, a bakery, a barbershop or a repair workshop – they may seek self-employment-type authorisation. In practice, such cases require:
- Proof of business registration (trade registry, tax office),
- A realistic business plan and funding,
- Demonstration that the activity will contribute to the local economy, and
- Work authorisation as a shareholder, manager or independent professional.
Because of the documentation and capital requirements, self-employment remains relatively rare among temporary protection beneficiaries. It is usually more common for skilled entrepreneurs with some financial backing.
6. Quotas, provincial limits and sector restrictions
6.1. The 10% workplace quota
A key distinguishing feature of the temporary protection work regime is the workplace quota. The general rule can be summarised as:
The number of foreigners under temporary protection employed in a workplace should not exceed 10% of the total number of Turkish citizen employees in that workplace.
For example:
- If a factory has 50 Turkish workers, the general ceiling for workers under temporary protection is 5.
- If an office has 20 Turkish workers, the ceiling is 2.
This quota is applied per workplace, not per whole company group, unless the administration decides otherwise. Its purpose is to prevent the complete replacement of local workers with cheaper foreign labour and to reduce social tensions.
6.2. Relief for very small workplaces
The law recognises that for very small businesses, the 10% formula can be unrealistic. Therefore, as a practical rule:
- In workplaces with ten or fewer Turkish employees, one worker under temporary protection is usually allowed, even if this mathematically exceeds 10%.
This makes it possible for a small restaurant, shop or workshop with, say, six Turkish workers to employ one person under temporary protection legally.
6.3. Regional and sector-specific policies
The labour and migration authorities retain significant discretion to:
- Limit or temporarily suspend new work permits for temporary protection beneficiaries in certain provinces or districts where unemployment is high or where the foreign population is already heavily concentrated.
- Set special rules or programmes for particular sectors – for example, targeted support schemes where employers receive subsidies if they hire both Turkish citizens and temporary protection beneficiaries formally.
Because these regional policies can change over time, it is important for employers and consultants to verify current practice in the province where the work is planned.
7. Step-by-step application procedure
7.1. Preparation by the worker
Before the employer even touches the online application system, the foreigner under temporary protection should ensure that:
- Their TPID is valid and not expired.
- At least six months have passed since the TPID was issued.
- Their address registration is correctly recorded in the province where the job is located.
- They have a biometric photograph and, where useful, copies of diplomas or certificates.
If any of these elements is missing or outdated (for example, the TPID has not been renewed after a move), the application will either fail technically or be rejected on substance.
7.2. Preparation by the employer
At the same time, the employer should gather:
- Updated company documents (trade registry information, tax number, MERSIS number),
- Social security (SGK) registration details and up-to-date information on the number of Turkish employees,
- A draft employment contract that shows job title, wage, working hours and other key terms,
- Where relevant, sectoral approvals or licences (for example in private education or private health services).
It is strongly recommended that employers check the 10% quota before starting the application. If the quota is already full, they should consider whether they can reduce the number of foreign workers, increase the number of Turkish employees, or request an exception based on documented labour needs.
7.3. Filing the online application
The core of the process takes place through the official online work permit platform, accessed by the employer via the national e-Government system. In simplified form, the steps are:
- Employer logs into the system with their e-Government credentials.
- The employer selects the module for foreigners under temporary protection.
- The system requests input of the worker’s foreigner ID number and automatically retrieves basic personal data.
- The employer fills in several forms describing:
- The workplace and sector,
- The job title and job description,
- The proposed wage and working hours,
- The requested duration of the permit.
- Required documents are uploaded in electronic form (PDF, image files).
- The employer confirms and electronically signs the application.
Once the application is submitted, the system generates a reference number. Both employer and worker should keep this number in case they need to follow up.
7.4. Evaluation and decision
The competent authority examines the application from several angles:
- Formal conditions: six-month rule, validity of TPID, completeness of documents.
- Quota check: number of temporary protection beneficiaries in the workplace vs number of Turkish employees.
- Provincial and sectoral policy: whether the province or sector is open to new work permits under current policy.
- Working conditions: whether the proposed wage is at least at the legally required level and whether the working hours are within legal limits.
- Public order and security: any negative information about the worker or the workplace.
The outcome may be:
- Approval: a work permit is granted, valid for a particular period, job and workplace.
- Rejection: the application is refused, usually with a brief indication of reasons.
- Request for additional documents or clarification: in borderline cases, the authority may ask for extra information.
7.5. After approval – social security and start of work
Approval is not the end of the story. Once a work permit is issued:
- The employer must register the worker with SGK (social security) and start paying premiums based on at least the declared wage, which itself must not be below the minimum wage or sector-specific floor.
- The worker may begin working only from the effective date of the permit; work performed before that date is treated as unauthorised.
- Both parties should keep copies (electronic or printed) of the permit and relevant SGK documents in case of inspection.
8. Rights of workers under temporary protection with a valid permit
Once a foreigner under temporary protection is employed with a valid permit and properly registered with social security, they enjoy, in principle, the same core labour rights as Turkish workers in similar positions. These include:
- Wage rights
- The worker has a right to the wage agreed in the employment contract, which must be at least the applicable minimum wage.
- Underpayment or delayed payment may give rise to labour court claims and administrative sanctions.
- Social security protection
- The worker is covered against work accidents and occupational diseases.
- Contributions count towards retirement and health insurance entitlements.
- Working time and rest
- Maximum weekly working hours, overtime rules, weekly rest days and annual paid leave apply equally.
- Excessive working time without proper overtime pay may lead to compensation claims.
- Occupational health and safety (OHS)
- The employer must provide a safe and healthy working environment, including training, equipment and risk assessments.
- Workers under temporary protection cannot be treated as “disposable labour”; the same safety standards apply.
- Non-discrimination
- As a matter of principle, workers should not be discriminated against on grounds such as nationality, language, origin or protection status in respect of fundamental employment conditions.
In practice, many temporary protection beneficiaries experience violations of these rights, especially where they work informally without any permit. Legal counselling and the involvement of unions or NGOs can be decisive in enforcing rights.
9. Obligations and liability risks for employers
Employers who consider hiring foreigners under temporary protection must understand that they are entering a regulated area with specific risks. The main obligations include:
- Obtaining work authorisation (permit or exemption) before work starts.
- Respecting workplace quotas and any provincial or sector limits.
- Ensuring SGK registration and premium payments from the very first day of lawful work.
- Complying with all labour law standards (wage, working time, OHS, termination procedures).
- Keeping accurate records of contracts, permit documents and social security declarations.
If an employer is found to have hired foreigners under temporary protection without proper work authorisation or social security registration, consequences may include:
- Administrative fines per worker, which can quickly become significant in large workplaces.
- Liability for unpaid social security premiums and associated penalties.
- Possible obligations to cover costs related to removal procedures if the foreigner is found to be working in breach of status.
- Reputational damage, particularly for companies engaged in international supply chains where compliance with labour standards is monitored.
From a business perspective, formalising employment through work permits is not just a legal obligation; it is also an investment in stability, reputation and long-term workforce quality.
10. Typical practical problems and solutions
10.1. Informal work instead of formal permits
One of the most widespread problems is that both employers and workers choose informal arrangements instead of going through the work permit process. Reasons include:
- Employers’ fear of bureaucracy and additional costs,
- Workers’ concern that formal employment might affect their access to social assistance,
- Lack of accurate information about procedures and benefits.
A realistic solution requires a combination of:
- Legal awareness: explaining that formal work offers long-term benefits like social security and legal protection.
- Economic incentives: making sure that the overall cost of formal employment is not so high that employers are pushed towards the informal economy.
- Enforcement: targeted inspections that focus on serious or repeated offenders rather than punishing short-term technical mistakes.
10.2. Province mismatch between worker and job
Another common issue is that a person under temporary protection is registered in one province but finds a job in another. Because the system is province-based, this mismatch can block a work permit.
Practical steps:
- The worker should contact the migration authorities to request a change of province or a specific permission related to work.
- Once the new province is approved and registration is updated, the employer in that province can file a work permit application.
- Until the registration is properly updated, working there – even informally – exposes both worker and employer to legal risk.
10.3. Quota problems in medium-sized workplaces
In workplaces with 30–80 Turkish employees, the 10% rule can be reached quickly, especially in industries where temporary protection beneficiaries are concentrated, such as textiles and food processing.
Possible strategies:
- Recruiting additional Turkish employees before or in parallel with foreign hires to increase the overall quota ceiling.
- Distributing foreign workers across different workplaces or locations where legally possible.
- Preparing a well-documented request for an exception, showing that the employer cannot find sufficient local workers with the required skills.
10.4. Expired documents and data inconsistencies
If the worker’s TPID is expired or if their personal data (such as name spelling or address) is inconsistent across different systems, the online application may fail or be delayed.
The only safe approach is to clean up the administrative record before proceeding:
- Renew the TPID where necessary,
- Correct address information,
- Make sure the foreigner ID number and personal details match exactly in all relevant systems.
11. Strategic tips for lawyers, NGOs and employers
- Start with status verification
Always confirm the person’s current protection status, TPID validity and province of registration before promising any work or filing an application. - Explain the cost–benefit calculation
Many workers and employers assume that formal work is expensive and pointless. A clear explanation of social security benefits, legal protection and reduced risk of fines often changes this perception. - Use written contracts in a language the worker understands
Even if the official contract is in Turkish, it is good practice to provide a plain-language version in a language the worker can follow. This reduces misunderstandings and future disputes. - Document recruitment efforts
Where an exception to quotas may be needed, employers should keep evidence that they tried to hire Turkish workers but could not find suitable candidates. This documentation can be decisive in borderline cases. - Monitor deadlines
Work permits have clear start and end dates. Employers should set internal reminders for renewal well before expiry to avoid accidental periods of unauthorised work. - Co-operate with reputable intermediaries only
Many temporary protection beneficiaries rely on informal brokers or “middlemen” who promise jobs and permits. Lawyers and NGOs should warn clients about the risks of fraud and illegal fees, and encourage direct dealings with employers or registered consultants.
12. Conclusion
Foreigners living in Turkey under temporary protection are a reality that will not disappear overnight. They are already part of the country’s economic, social and cultural life. The work permit regime for these individuals is an attempt to balance three objectives:
- Protecting the rights and dignity of people who fled conflict and now live in Turkey,
- Safeguarding the legitimate interests of Turkish workers and businesses, and
- Maintaining public order and administrative control over the labour market.
For temporary protection beneficiaries, a valid work permit is more than a piece of paper; it is a step towards stability, self-reliance and integration. For employers, it is the key to accessing a valuable labour pool without legal risk. For lawyers, consultants and NGOs, it is an area where professional guidance can make a concrete difference in people’s lives.
Handled correctly, the system of work permits for foreigners under temporary protection can transform a vulnerable population from a perceived burden into a legally protected and economically productive part of Turkish society.
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