Hire in 土耳其

土耳其名义雇主

如果您在土耳其拓展业务或雇佣员工时最担心的问题是不够迅速或缺乏当地专业知识，那么名义雇主也许是您实现全球发展目标的最优选择。

名义雇主（有时也被称为国际PEO）使您能够在土耳其快速招聘员工并使其入职（通常只需两周时间），而无需承担建立当地实体的成本和风险。

了解土耳其员工的雇佣、就业、薪酬管理和福利要求，以及我们的名义雇主服务（GEO）和当地人力资源专家如何帮助您管理国际雇佣需求。 

Hiring in Turkey

The Constitution, the Labor Law and the Code of Obligations govern individual labor relations. The Labor Law does not apply to all workers, and some categories of workers are subject to special laws. The Trade Unions and Collective Bargaining Agreements Law governs collective labor relations.

The Ministry of Labor and Social Security and its regional directorates are responsible for labor issues. Legal disputes arising from individual and collective employment relations fall under the jurisdiction of the Labor Courts.

Since employment in Turkey is highly regulated, compliant employment contracts are an essential business need. As your employer of record and PEO in Turkey, we can ensure that every contract, for every worker, meets all requirements. We can also provide you with guidance about cultural norms and hiring best practices and keep you up-to-date with employment regulations as they change.

Employment contracts for a definite term of one year or more must be in writing. 

Employment contracts in Turkey

As you look to hire employees in Turkey, here are some standard regulations you’ll need to know to create a compliant contract, as well as how an employer of record and PEO can provide support for your unique HR needs.  

Working hours  

Under the Labor Law, the maximum workweek is generally 45 hours divided into workdays of equal length.

In some cases, however, an employer can exceed the work hours to longer than 45 hours without having to pay overtime, provided that no workday exceeds 11 hours and that the average length of the workweek does not exceed 45 hours within a two-month period. 

Under collective bargaining agreements, this balancing period may be lengthened to four months. 

Workers are entitled to a break of not less than one hour at noontime and an uninterrupted rest period in the middle of the workday of between 15 and 60 minutes depending on the workday’s length. 

Night work is defined as employment between 8 p.m. and 6 a.m. A night shift may not exceed seven and a half hours and workers can only be assigned to a night shift for a week at a time. Workers under 18 years old may not be employed in industrial night work.

Compensation

As you consider the appropriate salary to offer new employees, keep in mind:  

• Effective July 1, 2023, through Dec. 31, 2023, the monthly minimum wage is 11,402 lira. 
• Minimum wages are determined by the minimum wage board at the Ministry of Labor. Decisions of the board are final and the minimum wage must be determined at least once every two years. During recent years, the minimum wage has been set at six-month intervals. 
• Workers must be paid a full wage for the declared public and religious holidays if they do not work, while those who do work get double the regular wage on those holidays. 
• Overtime pay at time and a half the regular rate is required when an employee works more than 45 hours in a week. 

As your employer of record in Turkey, we can provide you with resources and insights about employee compensation, so you are better equipped to make a competitive employment offer.

Bonuses

There are no provisions in the labor code governing bonuses.

Probationary period

Probationary periods are generally limited to two months but can be extended to four months under the terms of a collective agreement.

Termination and severance

In workplaces with 30 or more employees, dismissals of workers with indefinite employment contracts who have been employed for at least six months must be made for a legitimate reason. The employer must give written notification clearly stating the cause of dismissal.

In workplaces with 29 or fewer employees, either the employer or the worker may terminate without cause an employment contract made for an indefinite period by giving the other party written advance notice.

An employee's length of service determines the minimum notice period, as follows: 

• Two weeks for less than six months of service
• Four weeks for more than six months and less than 18 months of service 
• Six weeks for more than 18 months but less than three years of service 
• Eight weeks for more than three years of service

Unless an agreement increases the amount, severance pay is equal to 30 days of the worker’s latest wages and supplements for each full year of service from the commencement of the employment contract. For periods less than one year, payment must be prorated. Severance pay provisions are mandatory and except for the 30-day wage rate may not be modified by contract.

The employer must also pay the worker for any leave the worker earned but did not use. 

土耳其的员工福利和带薪休假

在与土耳其求职者商谈雇佣合同条款时，以下是一些需要牢记的法定福利和带薪休假要求，以及名义雇主如何支持贵公司的福利策略。

产假

怀孕员工在产前八周或产后八周不得工作。如果是多胞胎，这八周的产假可延长至10周。如果母亲的健康状况需要，也可以根据医生的建议延长强制性假期。

收养三岁以下儿童的父母一方有权休八周产假。社会保障机构向休强制性产假的员工支付工资，他们领取正常工资的三分之二。

母亲还有权享受六个月的不带薪假，作为其产假权利的一部分。如果母亲在分娩期间或分娩后死亡，父亲可享受产假。

假期

在企业工作满一年的员工，包括任何试用期，有权享受带薪年假如下： 

• 服务一年至五年的，为14个工作日
• 服务五年以上15年以下的，为20个工作日
• 服务15年或更久的，为26个工作日 

未满18岁和50岁以上的职工带薪年休假不得少于20个工作日。 在地下工作的员工可额外获得四天的带薪假期。 休假时间可以通过个人雇佣合同或集体协议延长。

节假日

《国家假日和公众假日法》规定了六个公共假日： 

• 元旦 
• 国家主权和儿童节 
• 劳动节 
• 纪念阿塔图尔克和青年与体育日 
• 胜利日 
• 共和国日，从10月28日下午1点开始，为期一天半 

此外，还必须遵守两个宗教节日： 

• 斋月，从节日前一天下午1点开始，为期三天半 
• 祭祀节，从节日前一天下午1点开始，为期四天半 

农历确定了每年不同的宗教节日的实际日期。

病假

累计缴纳社会保险满90天的员工，患病或者受伤需要休假治疗的，凭医疗机构出具的证明，可以享受至多一周的带薪病假。

缴款满30天的员工有权享受医疗福利。病假可以无薪延长。

员工、雇主和政府为病假福利向社会保障制度缴款。

健康保险

雇主必须自动将45岁以下的土耳其员工纳入私人养老金计划。在发放工资后的下一个工作日内，雇主必须代扣员工个人缴纳的养老金并将其汇缴给养老金管理机构。

国家提供全面的社会保险，包括失业福利。《社会保险和全民健康保险法》规定了对工伤事故、职业病、疾病、生育、残疾、退休和死亡的补偿。社会保障机构是负责落实《社会保险法》的政府机构。根据法律，所有员工都自动投保。

雇主和员工都必须向社会保障制度缴款。

额外福利

除医疗保健福利外，土耳其的员工还有权获得由政府税收收入补贴的养老金，以及通过强制性的雇主险支付的员工赔偿金。

在土耳其，雇主的社会成本将承担大部分员工福利，但如果有需要，我们可以与您协商补充保险方案，如额外的养老金缴款或人寿保险。

已更新：2023年12月8日

Employee onboarding with an employer of record in Turkey

We write and validate all local employment contracts, streamlining the onboarding process for you and your Turkey employees—all you have to do is provide relevant information and review and approve the employment agreement.

As your employer of record in Turkey, we will:   

• Schedule a welcome call to discuss HR and employment information for Turkey, as well as answer any questions 
• Prepare a customized employment contract in English or other local language 
• Share the employment contract and benefits information with the new employee for signature and review 
• Gather tax and banking information from the employee to set up payroll 
• Provide a local point of contact to the employee to answer any questions regarding their employment, local HR or payroll 

The entire onboarding process for the employee is often completed in as little as two weeks.

与Safeguard Global合作，让我们成为您在土耳其的名义雇主和PEO

我们拥有十余年的服务经验，是全球市场中服务时间最长的名义雇主和PEO服务提供商。世界各地的组织机构都依靠我们的名义雇主解决方案（GEO），在全球170多个国家/地区快速、合规地进行扩张和招聘。

我们几乎见识过能想象到的所有全球雇佣情况，凭借我们对当地法律和文化的广泛了解，我们知道在土耳其如何正确处理就业问题。我们会以当地语言提供书面合同，以当地货币给付薪酬并按照您员工的时区习惯提供人力资源支持。

此外，作为全球薪酬管理供应商，我们支持世界各地的薪酬管理，包括支付、申报和其他计算，可以满足任何规模组织的薪酬管理外包的需求。

无论您是因为战略性拓展的部分原因需要用工，还是为了满足特定的人才需求，我们的全球解决方案顾问都能引导您了解各种国际用工选项，以便您能为贵组织做出正确的选择。立即联系我们。 

Disclaimer

The information provided on or through this website is for informational purposes only and does not constitute legal advice. Safeguard Global expressly disclaims any liability with respect to warranty or representation concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information in transit and language translation.