在土耳其雇佣员工必须先设立本地公司吗？

不一定。通过名义雇主（EOR）模式，可由土耳其本地持牌雇主代为签署劳动合同、缴纳社保与个税，企业无需先设实体即可合规用工，适合市场验证期与小型团队。

土耳其的雇主社保成本大概是多少？

雇主法定社保合计约 23.0%，法定最低月薪参考约 45,000 TRY。雇主社保 SGK 约 20.75%-25.75%（含失业险与激励减免情形）。具体比例会随薪资基数与年度政策调整浮动，建议用成本计算器按实际薪资测算。

外籍员工在土耳其工作需要办理签证吗？

需要。工作许可由劳工部审批，需本地雇佣比例 5:1，审理 4-8 周。由雇主或名义雇主担保办理，建议在 offer 阶段即启动材料准备。

在土耳其用工有哪些容易忽略的合规风险？

通胀调整影响最低工资与社保基数；外籍比例超限将拒签。试用期最长 2-4 个月；年假 14-26 天按年限；解雇补偿 30 天/年 + 通知期。落地前建议由本地合规团队复核合同条款与解雇程序。

Middle East · Overseas Expansion Destination

Turkey: Employment Costs and Labor Policies

Understand Turkey's employment regulations, visa requirements, social security, and tax essentials in one page. Estimate employer costs and plan a compliant path for international expansion.

At-a-Glance: Hiring in Turkey (TRY)

Local hiring ratio: 5:1; inflation adjustments affect the social security base.

Settlement Currency

TRY

Minimum Monthly Salary Reference

45,000 TRY

Employer Social Security Contribution Rate

Approximately 23.0%

Work Visa

Need employer sponsorship

Employer statutory cost components

SGK approx. 20.75%-25.75%

The above outlines key statutory employer cost factors; actual ratios fluctuate based on the salary base and annual policy adjustments.Global Expansion Cost CalculatorEstimate total hiring costs based on monthly salary and headcount.

Key Points of the Turkish Labor System

Probation period: up to 2-4 months; Annual leave: 14-26 days based on tenure; Severance pay: 30 days/year + notice period.

Key Points for Turkish Work Visa

Work permits are approved by the Department of Labor, requiring a local hiring ratio of 5:1, with processing times of 4-8 weeks.

Key Points on Turkish Social Security and Housing Fund

Employer social security (SGK): approximately 20.75%-25.75% (including unemployment insurance and incentive reductions).

Key Points on Turkish Personal Income and Corporate Tax

Progressive income tax: 15-40%; corporate income tax: 25%.

Practical Tips

Inflation adjustments impact minimum wage and social security contribution bases.
Visa applications will be rejected if the foreigner quota is exceeded.

Compliance Considerations

Turkish labor laws, visa requirements, and tax regulations may change with the annual budget and government announcements. Before finalizing hiring structures and compensation packages, have them reviewed by a local compliance team. NAZAR can assume employer responsibilities via its Employer of Record (EOR) model to help you quickly hire Turkish employees in full compliance.

Estimate hiring costs in Turkey View Export Guide Tools

Commonly Asked Questions About Hiring in Turkey

Must I establish a local company in Turkey before hiring employees?

Not necessarily. With the Employer of Record (EOR) model, a locally licensed Turkish employer can handle employment contracts, social security contributions, and income tax withholding on your behalf. This allows companies to hire compliantly without first establishing a local entity, making it ideal for market validation phases and small teams.

What is the approximate employer social security cost in Turkey?

The total statutory social security contribution for employers is approximately 23.0%, with a reference minimum monthly salary of about 45,000 TRY. Employer SGK contributions range from 20.75% to 25.75% (including unemployment insurance and incentive reductions). Specific rates may fluctuate based on the salary base and annual policy updates; we recommend using our cost calculator to estimate costs based on actual salaries.

Do foreign employees need a visa to work in Turkey?

Required. Work permits are approved by the Department of Labor, with a local hiring ratio of 5:1. Processing takes 4–8 weeks. Applications must be sponsored by an employer or nominal employer; we recommend starting document preparation at the offer stage.

What compliance risks in Turkish employment are often overlooked?

Inflation adjustments affect minimum wage and social security contribution bases. Exceeding the foreigner quota will result in visa rejection. Probation periods range from 2 to 4 months; annual leave is 14 to 26 days based on tenure. Severance pay is 30 days per year plus notice period. Before onboarding, have your local compliance team review contract terms and termination procedures.