The legal framework
Turkey's foreign-worker regime is built on four pillars:
- Law No. 6735 - International Labour Force Law, 2016. Governs work permits and who may apply.
- Law No. 4817 - Earlier foreign-worker law, superseded by 6735 for most purposes but still referenced in some regulations.
- Law No. 4857 - Labour Code. Applies equally to foreign and Turkish workers once employed.
- Law No. 5510 - Social Security and General Health Insurance Law. Governs SGK registration and contributions.
The Ministry of Labour and Social Security (Çalışma ve Sosyal Güvenlik Bakanlığı) is the primary regulator. The Social Security Institution (SGK) handles payroll registration and contributions. The Presidency of Migration Management handles residence aspects.
The 5:1 quota rule
For every foreign worker employed, the company must generally have at least 5 Turkish citizens employed and registered on SGK. This is the single most common reason small companies cannot sponsor foreign workers directly. The quota is checked at the time of application against the employer's SGK premium report from the preceding months.
Exceptions where the 5:1 rule is relaxed or waived:
- Certain roles in companies in Free Zones, Technology Development Zones, or R&D Centres.
- Companies whose majority shareholder is a foreign national (the shareholder does not count toward the quota).
- Specific sectors or occupations designated by the Ministry as structurally short of domestic supply.
- Some artistic, sports, and domestic-worker categories.
Capital & revenue thresholds
To sponsor foreign workers the company must show one of these three financial benchmarks:
- Paid-in capital of at least 100,000 TRY.
- Annual gross turnover of at least 800,000 TRY.
- Export revenue of at least USD 250,000 in the preceding year.
Thresholds have been adjusted over time; check the current figures at filing. The underlying principle is that the employer is a substantive entity, not a shell.
Minimum salary rules
Foreign workers must be paid at least a role-specific multiple of the Turkish national minimum wage. The multiples are published by the Ministry and revised annually. Approximate bands (always verify current figures):
| Role category | Minimum salary (multiple of min. wage) |
|---|---|
| General manager, senior executive | 6.5× |
| Unit/department manager, engineer, architect | 4× |
| Specialist and teacher roles | 3× |
| Skilled tradesman (welder, electrician, technician) | 1.5× |
| Domestic worker | 1× |
Paying below the required multiple is grounds for permit rejection and, if discovered later, permit cancellation plus administrative fines.
SGK registration
Within 15 days of the foreign worker arriving and starting work, the employer must register the worker on SGK - exactly like a Turkish employee. Contributions are identical: employer pays ~17-22% of gross salary, employee ~14%.
Missing the 15-day window triggers administrative penalties and can endanger the work permit. Keep an SGK registration calendar tied to each foreign worker's entry date.
The work permit start date and the SGK registration start date should match within 15 days. If your onboarding usually delays SGK entry for Turkish staff (not recommended for anyone), build a separate fast-track for foreign hires.
Employment contract requirements
The contract must be:
- Written, signed by both parties.
- In Turkish (bilingual Turkish + English is common and recommended).
- Specific on role, location, gross salary, working hours, start and end dates.
- Compliant with Law No. 4857 - same minimums apply to foreign and Turkish staff on working hours, rest, leave, and termination.
Oral or vague contracts are not acceptable for the permit file and leave the employer exposed in any dispute.
Regulated professions
Some professions cannot be practised by foreign workers regardless of permit, or require additional licences:
- Restricted to Turkish citizens: lawyer, notary, pharmacist (in most cases), customs broker, commercial sea captain, certain civil service roles.
- Require Turkish chamber equivalency: engineer, architect - must obtain recognition from the Turkish Chamber of Engineers and Architects (TMMOB).
- Require health authority equivalency: physician, dentist, nurse - via the Ministry of Health.
Skilled trades (welder, electrician, machine technician, etc.) are not restricted - the standard work permit process applies.
Labour inspection & penalties
Labour Inspectors may visit worksites and check whether foreign workers are legally employed. Penalties for non-compliance are significant:
- Employing a foreigner without a work permit: heavy per-worker fine, doubled on repeat offences.
- Foreigner working without a permit: administrative fine on the worker plus potential deportation.
- Failure to register on SGK: administrative fine per worker per month.
- Misstatement in permit application: permit cancellation plus fine.
Do not rely on "no one will check" - inspections in industrial zones, shipyards, and construction sites are routine.
Termination & notice
Foreign workers are covered by the same termination rules as Turkish workers under Law No. 4857 - notice periods based on tenure, severance pay after 1 year of service, and justified/unjustified termination distinctions. A terminated foreign worker's permit is cancelled and they must leave Turkey within a short window unless they secure a new permit with a different employer.
Record-keeping obligations
- Work permit document on file (and posted on-site where required).
- Passport and permit card copies.
- Employment contract, signed, in Turkish.
- SGK registration confirmation.
- Monthly payroll records showing wage at or above the required multiple.
- Time and attendance records per Law No. 4857.
- Copies of work visa and entry stamp.
Keep these for the standard retention period (5 years minimum) in a form accessible during an inspection.