If you want to hire a foreign national in Turkey or relocate an existing employee there, you’ll need to navigate the country’s work permit system before they can legally start work. This guide covers every permit type, the employer eligibility rules, the application process, social insurance obligations, and what happens when employment ends.
How turkey’s work permit system works
Work permits in Turkey are governed by International Workforce Law No. 6735. The Ministry of Labour and Social Security issues all work permits through the e-İzin online portal. A separate authority, the General Directorate of Migration Management, handles residence permits for foreign nationals who stay longer than 90 days.
As the employer, you drive the permit application. Foreign nationals can’t apply on their own for most permit types. You submit the application, provide the supporting documents, and take on the legal obligations that come with sponsoring a foreign worker.
Work permit types in turkey
Turkey has four main work permit categories. The right one depends on the employee’s situation, how long they’ve worked in Turkey, and whether they’re employed by a company or working independently.
| Permit type | Duration | Employer tie | Best for |
|---|---|---|---|
| Definite-term (Süreli Çalışma İzni) | Up to 1 year initially; renewable for up to 3 years, then up to 6 years | Yes | Most foreign employees |
| Indefinite-term (Süresiz Çalışma İzni) | No expiry | No | Workers with 8+ years of lawful work in Turkey |
| Independent (Bağımsız Çalışma İzni) | Varies | N/A (self-employed) | Self-employed foreigners and investors |
| Turquoise Card (Türkiye Mavi Kartı) | Indefinite | No | Highly skilled professionals, investors, scientists, athletes, artists |
Definite-term work permit
This is the most common route for foreign employees. The initial permit is valid for up to one year and is tied to your company as the sponsoring employer. On first renewal, the permit can be extended for up to three years with the same employer. On the subsequent renewal, it can be extended for up to six years.
Because the permit is employer-specific, the employee can’t simply change jobs without obtaining a new permit. If employment ends, the permit becomes invalid.
Indefinite-term work permit
Foreign nationals who have completed eight years of lawful work in Turkey can apply for an indefinite-term permit. This permit isn’t tied to a specific employer, which gives the holder much more flexibility in the job market.
As an employer, you’re unlikely to encounter many applicants at this stage unless you’re hiring experienced professionals already based in Turkey. The permit is held by the individual, not sponsored by you.
Independent work permit
This category covers self-employed foreigners and investors who want to operate in Turkey. Applicants must have at least five years of lawful residence in Turkey and demonstrate contributions to the country’s economy.
If you’re engaging self-employed foreign nationals in Turkey rather than hiring them directly, this is the permit category they’d need to hold. It’s worth checking whether a contractor arrangement is compliant given Turkey’s misclassification rules.
Turquoise card
The Turquoise Card is Turkey’s equivalent of a high-skilled professional visa. It provides an indefinite right to work in Turkey without being tied to any specific employer. The International Workforce Policy Advisory Board assesses applications.
Eligible profiles include highly skilled professionals, investors, scientists, athletes, and artists. If you’re trying to attract senior international talent to Turkey, this is worth flagging to candidates as an option, though the application process is separate from employer sponsorship.
Employer eligibility requirements
Not every company can sponsor a foreign worker in Turkey. You need to meet the following conditions before submitting a work permit application.
The 1:5 employee ratio
The key rule: you must have at least five Turkish employees for every one foreign worker you want to hire. If you want to bring in two foreign nationals, you need at least ten Turkish employees on payroll.
Exceptions exist for certain sectors and company types, so if you’re in a niche industry or operating a specialised entity, it’s worth checking whether your situation qualifies for an exemption.
Business registration
Your company must be registered and actively operating in Turkey. If you’re a foreign company without a Turkish entity, you won’t be able to sponsor work permits directly. The EOR route (covered below) is the practical alternative in that situation.
How to apply for a work permit in turkey
The process runs through the Ministry of Labour and Social Security’s e-İzin portal. Here’s what to expect at each stage.
Step 1: employer submits the application
You initiate the application through the e-İzin portal. The Ministry requires:
- Employment contract between the employer and the foreign national
- Company registration documents
- Employee’s passport copy
- Employee’s CV and qualification documents
Make sure the employment contract reflects the actual role the employee will perform. The permit is issued for a specific position, and mismatches between the permit and the actual work can create compliance problems.
Step 2: ministry reviews the application
The Ministry of Labour has 30 days to make a decision. During this period, they may request additional documents. Respond promptly to any requests; delays on your side extend the overall timeline.
Step 3: permit is issued
If approved, the Ministry issues the work permit. The foreign national then collects the physical permit card through the relevant process. They can start work once the permit is in hand.
Step 4: residence permit (if staying more than 90 days)
A work permit doesn’t automatically double as a residence permit. Foreign nationals planning to stay in Turkey for more than 90 days need to apply separately for a residence permit (ikamet izni) through the General Directorate of Migration Management after arriving in the country.
This is an important step that’s easy to overlook. The work permit covers the right to work; the residence permit covers the right to stay. Both are required for long-term assignments.
Social insurance obligations for foreign employees
Foreign employees in Turkey are enrolled in the Turkish social insurance system (SGK) on the same basis as local employees. As the employer, you must register the foreign national with SGK before or on their first working day. Registering late is a compliance violation that carries financial penalties.
One important exception: Turkey has bilateral social security agreements with a number of countries. Where an agreement applies, the employee may be able to remain in their home country’s social security system and be exempt from Turkish SGK contributions. Check whether an agreement exists for the employee’s home country before assuming standard Turkish SGK rules apply.
Employer obligations during employment
Sponsoring a work permit comes with ongoing responsibilities. The main ones are:
- Ensure the permit remains valid throughout the employment period and covers the actual role the employee performs
- Register the employee with SGK before or on the first working day
- Notify the Ministry of Labour promptly when employment ends
- Keep company documentation current so you continue to meet the 1:5 ratio requirement
Employing a foreign national without a valid permit, or in a role not covered by their permit, carries fines for both the employer and the employee. The Ministry does audit compliance, and the consequences are significant enough to take the obligations seriously.
What happens when employment ends
When a foreign national’s employment in Turkey ends, their work permit becomes invalid. The employee has approximately 10 days to either leave Turkey or arrange a transfer to a new employer with a new permit application in place.
Your obligations at termination are:
- Notify the Ministry of Labour that employment has ended
- Update SGK records promptly to reflect the change in employment status
Don’t delay on either of these steps. Failure to notify the Ministry and update SGK can result in continued liability for contributions and potential compliance penalties.
Hiring in turkey without a turkish entity
If you’re a foreign company without a registered entity in Turkey, you can’t directly sponsor work permits. Setting up a Turkish entity takes time and resources, and it may not be justified if you’re only hiring one or two people.
An Employer of Record (EOR) is the practical solution. The EOR becomes the legal employer in Turkey, handles work permit sponsorship coordination, manages payroll, and ensures SGK compliance. You retain day-to-day management of the employee’s work.
One important constraint: the EOR must itself meet Turkey’s 1:5 employee ratio requirement. When evaluating EOR providers for Turkey, confirm that their Turkish entity has sufficient Turkish employees on payroll to sponsor your hires.
FAQs about work permits in turkey
How long does it take to get a turkish work permit?
The Ministry of Labour has 30 days to issue a decision after receiving a complete application. In practice, timelines can vary depending on documentation completeness and whether additional information is requested.
Can an employee work in turkey while the permit is being processed?
No. The foreign national must have a valid work permit in hand before starting work. Beginning employment before permit approval is a compliance violation for both the employer and the employee.
Does a work permit in turkey allow the employee to bring family members?
The work permit itself doesn’t automatically cover family members. Dependants who want to reside in Turkey would need to apply for their own residence permits through the General Directorate of Migration Management.
What’s the difference between a work permit and a residence permit in turkey?
The work permit, issued by the Ministry of Labour, authorises the foreign national to work for your company. The residence permit (ikamet izni), issued by the General Directorate of Migration Management, authorises them to live in Turkey. Both are required for employees on long-term assignments. Employees staying 90 days or less on a work trip may not need a separate residence permit, but those in ongoing employment roles will.
Can a foreign national switch employers in turkey?
A definite-term work permit is tied to the sponsoring employer. If the employee wants to move to a new employer, the new company must apply for a fresh work permit before the employee can start. There’s no automatic transfer mechanism.
What happens if a company drops below the 1:5 ratio?
If your Turkish headcount falls and you no longer meet the ratio, you may lose the ability to sponsor additional foreign workers and could face issues at renewal. Maintaining headcount compliance throughout the permit period, not just at the point of application, is important.
RemotePass can act as the legal employer for your Turkey hires, supporting work permit coordination without requiring you to set up a local entity. Book a demo to find out how.
