INS Global provides international PEO (Professional Employer Organization) and EOR (Employer of Record) services for any company that wants to enter a new country without the complications and hassle that overseas expansion typically entails.
Our PEO services can help you transfer or hire employees overseas without first requiring a legal presence in your target country.
The HR outsourcing services that we offer will help you find success while also reducing setup costs and time.
Skip the hassle of dealing with an unfamiliar system and let your PEO provider and their expert knowledge guide you smoothly around obstacles and roadblocks.
A PEO gives you access to innovative tools and strategies that will have your company up and running in the new country in just a few days.
With a PEO handling all details of HR and recruitment, you’ll be able to devote more time and attention to company goals and growth.
Save up to thousands of dollars by only having to pay a single monthly fee.
Your PEO partner fulfills all HR requirements through just a single point of contact.
Establishing your company overseas is a lengthy and complicated process; simple mistakes can often result in having to pay expensive fines.
With a PEO or EOR services provider as your partner, you’ll be able to avoid unnecessary fees and set up much quicker in your target market.
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately.
While the two services are similar, they are not identical. It’s important that you know the differences before choosing which one to partner with your company.
Whichever one suits your needs best, INS Global offers both PEO and global EOR services in Turkey, allowing you the fullest range of services available.
Contracts in Turkey should be made in writing and specify all details of employment, compensation, and benefits.
The salary should be in the local currency of the Turkish lira. Probation periods range from 2-4 months.
The maximum amount of weekly work hours is 45 and should be divided into an equal number of hours per workday. Any hours exceeding that amount are counted as overtime and must be compensated at 50% more than the usual wage.
Alternatively, employees may be compensated with 1.5 hours off work for every hour of overtime.
There are 8 annual public holidays in Turkey. Those who have to work on these days receive double their regular wage. Annual leave is given according to the length of time worked.
Employees must work at least one year before being eligible for paid leave. For those who work one to five years with the company, 14 days is the minimum, and the amount increases to up to 26 days for those who have worked over 20 years.
Employers are not obliged to pay sick leave; employees receive compensation via social insurance, provided they have a health certificate or proper medical report.
Expectant mothers receive 16 weeks of paid maternity leave, eight weeks before birth and eight weeks after. They will receive two-thirds of their salary, and this is covered by national social security.
Additionally, mothers may take up to six months of unpaid leave after birth. Paid paternity leave is five days.
Personal income is taxed progressively in Turkey between 15-40% after deductions. Both employees and employers are expected to pay a percentage towards social security. Employees pay 14% and employers 15.5 to 20.55%. As of 2022, corporate tax in Turkey is 23%.
No, it is necessary to use a local entity abroad to comply with each country labor law.
Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.
The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.
In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.
