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Hiring international talent in Turkey can create new opportunities, but employers must understand the work permit requirements before a foreign national starts working.
Türkiye’s Ministry of Labour and Social Security regulates foreign employment. Most foreign employees need a valid work permit or recognised exemption.
A Turkish work permit is an official authorisation issued by the Ministry of Labour and Social Security that allows an eligible foreign national to work legally in Türkiye.
A valid work permit generally also provides residence rights for the duration of its validity, subject to applicable exceptions. However, a standard residence permit does not automatically grant permission to work.
Work permits are usually tied to a specific job and employer. A foreign worker generally cannot use a permit for one employer to work for another without getting the correct approval.
Most foreign nationals need a work permit to work in Türkiye unless they qualify for an exemption.
This includes many professional, technical and management roles. Some foreign partners and directors may also need a permit.
Requirements vary by immigration status, role and employer. Some jobs are reserved for Turkish citizens, and exemptions may apply.
Important: Owning shares in a Turkish company does not automatically give a foreign national the right to work there. Investors and company representatives should confirm their requirements before performing operational or managerial duties.
Both the employee and employer must meet the applicable legal and evaluation criteria.
1. Employee documentation
Depending on the application route and circumstances, the employee may need to provide:
Documents vary by application category, so employers should check the Ministry’s current checklist before applying.
2. Employer eligibility
The employer must be eligible to sponsor the application and satisfy the applicable registration and compliance requirements.
Depending on the business and application, the Ministry may assess factors such as:
Under the Ministry's general evaluation criteria, many employers must employ at least five Turkish citizens for each foreign employee covered by the relevant rule. Financial eligibility requirements and minimum salary thresholds may also apply. Different criteria or exemptions may apply, so businesses should confirm the rules for their case.
3. Salary requirements
The proposed salary must meet the minimum threshold applicable to the employee's position, where the relevant salary criteria apply. Thresholds vary by role and are linked to the current gross minimum wage. Employers should check the current threshold before making an offer or applying.
Applications are made either from abroad or, if the employee qualifies, from within Türkiye.
Step 1: Determine the correct application route
Before starting, the employer should establish the employee's current location, immigration status and eligibility. For applications from abroad, the employee generally begins the process at a Turkish embassy or consulate in the country where they are a citizen or legally reside. For eligible applicants already in Türkiye, the employer may be able to submit a domestic application. The Ministry generally permits this route for foreign nationals holding a valid Turkish residence permit issued for at least six months, subject to applicable exceptions.
Step 2: Prepare the required documents
The employer and employee should gather the signed employment contract, passport documents and any case-specific supporting information. The employer should also check that the business meets the applicable employment, financial and salary criteria.
Step 3: Submit the application
Work permit applications are processed through Türkiye's electronic work permit system, known as e-İzin. For an application from abroad, the employee first applies in person at the relevant Turkish embassy or consulate. The employee receives a 16-digit reference number, which is then provided to the employer. The employer uses this reference number to complete the work permit application through the relevant electronic system. For an eligible domestic application, the employer submits the application directly through the system.
Step 4: Wait for the Ministry's decision
The Ministry of Labour and Social Security evaluates the application against the relevant requirements. Complete applications are generally evaluated within 30 days. If more documents are requested, the period starts when they are submitted. This is an estimate, not a guarantee. Missing information or eligibility issues may cause delays.
Step 5: Complete the post-approval requirements
If the application is approved, the employee and employer must complete any outstanding requirements applicable to their application route. For applications made from abroad, the employee may need to pay the relevant work permit, document and visa fees through the prescribed process before obtaining the appropriate visa to enter Türkiye. The employer must also ensure that the employee starts work and that the required social security and other employment obligations are fulfilled within the applicable timeframes. Employees should not begin working before the necessary work authorisation is in place.
After approval, employers must continue meeting their legal obligations.
These responsibilities may include:
Work permits are issued for a set period. An initial dependent permit may be valid for up to one year, with extensions depending on the circumstances and continued employment. The Ministry states that extension applications can be submitted from 60 days before the permit expires and must be submitted before expiry. Employers should not assume that an existing permit automatically covers a new employer or a materially different employment arrangement.
Employing someone without the required authorisation can lead to legal and financial penalties for both parties. The Turkish Ministry of Labour and Social Security states that foreign nationals working without a valid work permit or applicable exemption, and their employers, may face administrative fines. Foreign nationals found working unlawfully may also be reported to the Ministry of Interior for deportation procedures. Businesses should therefore verify work authorisation before the employee starts and maintain processes to monitor expiry dates, renewals and changes to employment arrangements.
For businesses without a local employment structure, work permit requirements can complicate expansion. An Employer of Record (EOR) provides a local employment arrangement through which a provider employs a worker on behalf of a client company, subject to the applicable legal framework and the parties' agreed responsibilities. Depending on its local presence and services, an EOR may help coordinate documentation, onboarding, payroll and compliance. However, an EOR does not guarantee approval. The worker, employment structure, application and provider must all be eligible.
Hiring foreign talent in Turkey requires the correct application route, employer eligibility and ongoing compliance. Requirements vary by employee, employer and permit type. Check the latest official rules before making an offer or setting a start date.
If this article raised questions or highlighted areas you’d like to understand better, let’s talk.Our team can walk through the details, implications, and practical considerations for your business.
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