Employer of Record in Turkey & PEO

Turkish EOR services are calculated as a percentage of a co-employed worker‘s standard salary. This cost is levied at source as part of the payroll process and ensures the complete compliance and accuracy of every part of HR requirements.  

Absolutely, you can safely and legally employ workers in Turkey using a local EOR. Turkish labor laws are often complex and unclear, so professional EOR services provide a way to securely hire or transfer employees to Turkey without the need for a local company structure.  

Employers must ensure the total safety of their workers in Turkey. EOR services provide everything an employer needs to accurately manage every employer responsibilities in Turkey and with total compliance assurance.  

An EOR allows you to expand quickly, easily, and fearlessly to a new market without needing a local entity of your own. This way, you can offer your employees every necessary local right and benefit for a single minimal monthly fee.  

When an independent contractor in Turkey interacts with clients through an EOR agreement, they can gain access to employee benefits and retain complete control over their work and work methods. In this way, you can deal with satisfied local contractors while the EOR takes responsibility for correct payment and contractor classification.  

With a range of local resources and in-depth recruitment networks, our recruitment agency in Turkey can offer professional hiring services with rigorous adherence to hiring best practices. Our recruiting specialists are familiar with all local benchmarks and requirements and can locate the best Turkish locals or foreign nationals for your global recruitment strategy.  

With INS Global, you get the best in global recruitment across Turkey and beyond. EOR services in the country can be easily integrated with a bespoke hiring process, considering any local or regional differences in employment requirements.  

Your global expansion may require the ability to react quickly to changing markets worldwide; that‘s why INS Global provides you with the scalability you need to hire and expand in 100+ without minimum or maximum service requirements. While other EOR or PEO providers may put caps on the number of employees you can hire through their local structures, INS Global works with you to give you the flexibility your plans need.

Turkish employment costs include both direct and indirect costs like payroll taxes, recruiting fees, and signing bonuses. However, all this can be managed for a single fee through an EOR or PEO service.   

Employment in Turkey may also include less apparent expenditures such as incentive programs, managing moving costs for international employees, and any spending you do to set up local structures.   

By using global EOR services, you can avoid the need for a  local physical premise which may be part of the company incorporation process.  

Whether or not to provide your workers with a physical location in Turkey in which to complete their duties can then be up to you, but best practices generally still suggest giving employees a choice.  

There may be labor regulations that treat Turkish and international citizens differently in terms of certain employee benefits such as healthcare. In these cases, INS Global can provide absolute compliance assurance for both groups of workers and quickly respond to any changes to local or international requirements.  

EOR and PEO solutions can be used by businesses of all sizes, from SMEs to large multinationals, to accelerate your success in a new market. It is now possible to employ local or foreign workers effectively and securely thanks to possibilities for employment outsourcing.  

Our services can even replace more sophisticated internal HR requirements and provide straightforward solutions to scale up to meet the demand for new hires.  

The legal knowledge provided by PEO and EOR services may be the most beneficial for businesses in a number of industries that either don’t have their own structures in a target country (or aim to avoid cost-scaling concerns while focusing on expansion).  

In addition to using local Turkish PEO services or an EOR in Turkey to hire contractors, you can also hire them through a legal local entity, umbrella company, or staffing agency services. Outsourcing can also allow you to safely and efficiently work with contractors without fear of misclassification.   

As an employer, you have to guarantee accurate payment for contractors in Turkey but aren’t required to offer employee benefits or protections. By working through an EOR, you can be assured of contractor quality, and the contractors you hire can work more efficiently, thanks to the bonuses offered by a local EOR entity.  

Payroll is typically managed each month in Turkey, with some form of payslip being required for all employees, although online payslips are acceptable. Employers manage tax and social security obligations on behalf of employees in Turkey.  

As of mid-2023, the monthly minimum wage in Turkey is 8,506.80 lira ($455). However, due to the current inflation rate, this amount is subject to change.  

The most common form of work visa in Turkey is valid for up to 5 years and allows the holder to live and work in Turkey so long as a business sponsors them.  

It should be noted that some industries are restricted to foreign citizens, and work visas are not available in all cases. Companies registered in Turkey may also be limited in the number of foreign workers they can hire.  

Total employer contributions to an employee‘s monthly social security and unemployment insurance funds are the equivalent of 22.5% of an employee‘s salary.  

All employees in Turkey are eligible by law for multiple employee benefits, including paid annual leave and leave in cases of sickness or parental concerns, a pension, increased pay for overtime work, and proper health insurance. Additionally, employers may offer other typical benefits to incentivize or attract employees.  

Any fundamental changes to a contract must be agreed to in writing by an employee within 6 working days of notification.  

Thanks to social security contributions and company taxes, Turkey‘s healthcare system is public and available to everyone. While treatments are generally free, some specialist services and medications may require additional fees. Companies may also offer supplementary private health care plans to improve the level of service available.  

Notice periods in Turkey vary from 2 weeks (for those employed for less than 6 months) to 8 weeks (for those employed for over 3 years) unless the termination is extraordinary and immediate.  

In Turkey, severance pay of 1 month per year of service is required if the employee was terminated for reasons other than just cause.  

The Labour Inspectorate of Turkey oversees the implementation of employee rights and protections in the workplace, and any employment disputes are seen by labor courts.   

Turkey typically has 15 days of public holiday per year, with employees being eligible for paid time off if the holiday falls on a work day.