Essential Labor Law Compliance Guide for Turkey 2025

Turkey’s dynamic labor law landscape presents both opportunities and challenges for businesses operating in the country. With evolving regulations and strict enforcement mechanisms, understanding labor law compliance has become crucial for sustainable business operations.

Staying compliant with Turkish labor law is crucial for any business operating in Turkey. With significant legislative updates in 2025, every employer—local or international—must keep pace with evolving regulations to ensure legal security, avoid substantial penalties, and foster a fair workplace.

Akkas & Associates Law Firm, your trusted legal partner in Istanbul since 1992, breaks down the must-know details about labor law compliance in Turkey for 2025. You will discover practical tips, new enforcement standards, employer obligations, and expert solutions for navigating Turkish labor law seamlessly.

Table of Contents

Key Labor Law Changes in Turkey for 2025

1. Minimum Wage Increase

The 2025 minimum gross monthly wage in Turkey is set at 26,005.50 TRY. For employees working in underground coal and lignite mines, the minimum must be at least double this figure.

2. Updated Severance Pay Cap

The severance pay cap for the first half of 2025 has risen to 46,655.43 TRY per year of employment, due to the annual revaluation rate.

3. Higher Administrative Fines for Non-Compliance

Employers face stringent penalties for labor law breaches, with fines ranging from 2,017 TRY up to over 190,000 TRY per violation, depending on the nature of the infraction. Infractions include underpayment, improper contracts, failure to document employment, improper dismissal, lack of compliance with working conditions, and more.

Employers are strongly urged to review and update their practices to avoid these costly penalties.

Core Employer Responsibilities Under Turkish Labor Law

Contractual Requirements

• Indefinite contracts are the default. Fixed-term contracts must have objective justification (e.g., a specific project).
• Written employment contracts must be issued for all employees, detailing essential terms (job title, wage, hours) within two months of hire—even if employment started informally.
• Probation periods may last up to 2 months (extendable to 4 months via collective agreement).

Working Hours, Overtime & Leave

• The maximum regular working week is 45 hours, with overtime generally capped at 270 hours per year. Overtime must be compensated appropriately.
• Employees are entitled to a minimum of 14 days of annual paid leave, plus public holidays and additional leave for specific circumstances (marriage, birth, etc.).
• Daily working hours, including overtime, must not exceed 11 hours.

Termination & Severance

• Notice periods depend on length of service—ranging from 2 to 8 weeks.
• Severance pay applies after 1 year of service and is capped (see above). Both involuntary and “just cause” terminations have specific procedures and documentation needs.
• Dismissals must be documented in writing, with business-related reasonings for companies with 30+ employees.

Anti-Discrimination & Equal Treatment

• Turkish law mandates equal pay for equal work and strictly prohibits discrimination based on gender, race, religion, disability, and other protected characteristics.
• Workplaces must implement anti-discrimination measures and provide reasonable accommodations.

Social Security & Payroll

• All employees must be registered with the Social Security Institution (SGK) from day one. Employers are responsible for both employer and employee social security contributions, deducted and remitted monthly.

Industry-Specific and New 2025 Compliance Issues

• The tourism sector now benefits from flexible weekly leave arrangements for staff.
• Employers may notify employees through KEP (Registered Electronic Mail), reducing reliance on physical documents and signatures.

Understanding the Pillars of Turkish Labor Law

Turkish Labor Law, primarily governed by Labor Law No. 4857, aims to protect employee rights while establishing clear obligations for employers. Staying updated on these provisions is not merely a legal formality but a strategic imperative for sustainable business operations.

Employment Contracts and Their Nuances

Every employment relationship in Turkey should be founded on a clear, legally compliant employment contract. These contracts can be fixed-term, indefinite-term, or part-time, each with specific implications. Ensuring that your contracts accurately reflect the nature of the work, working conditions, wages, and other essential terms is paramount.

For foreign employees, additional regulations regarding work permits and their acquisition must be strictly followed. Without a valid work permit, both the employee and employer face significant administrative fines and potential deportation.

Wage and Overtime Regulations in 2025

The year 2025 has seen crucial updates to minimum wage and severance pay. As of January 1, 2025, the monthly gross minimum wage has increased to 26,005.50 TRY. Employers must ensure compliance with these updated figures.

Overtime work is generally compensated at 50% above the normal hourly rate, though exceptions exist for certain sectors and professions, such as underground mining, where it can be 100% higher. Proper record-keeping of working hours and accurate calculation of overtime pay are vital to prevent disputes.

Annual Leave and Rest Periods

Employees in Turkey are entitled to annual paid leave based on their length of service. For 1-5 years of service, the minimum is 14 days; for 5-15 years, it’s 20 days; and for over 15 years, it’s 26 days.

Recent amendments have brought more flexibility to how this leave can be used, removing the previous limitation of dividing it into a maximum of three parts, provided one part is at least 10 days and agreed upon by both parties. Additionally, mandatory rest breaks are stipulated: 15 minutes for up to 4 hours of work, 30 minutes for 4-7.5 hours, and 1 hour for over 7.5 hours.

Termination of Employment: Navigating the Process

Dismissing an employee in Turkey requires adherence to specific legal grounds and notice periods. Valid reasons for termination include poor performance, redundancy, or misconduct. The notice period varies with the employee’s length of service, ranging from 2 weeks (less than 6 months) to 8 weeks (over 3 years).

Failure to comply can lead to significant notice pay and potential reinstatement claims. Severance pay is also a critical consideration, generally calculated based on the employee’s gross salary for each full year of service, provided they have worked for at least one year. Employers should also be aware of the seniority compensation limit, which has risen to 46,655.43 TRY for the first half of 2025.

Occupational Health and Safety (OHS) Compliance

Turkish OHS Law (Law No. 6331) mandates employers to provide a safe and healthy working environment. This includes conducting risk assessments, implementing preventive measures, providing adequate training and information to employees, and establishing emergency procedures.

Small enterprises (fewer than 50 workers in low-risk groups) are now obligated to employ occupational safety experts and workplace physicians as of January 1, 2025. Non-compliance can result in substantial administrative fines. Further details on Turkish OHS regulations can be found on the Ministry of Labor and Social Security.

The Significance of Collective Bargaining Agreements

Collective bargaining agreements (CBAs) play a vital role in Turkish labor relations, setting out working conditions, wages, and social rights for employees represented by a labor union. For a CBA to be valid, the union must be authorized by the Ministry of Labor and Social Security and represent a significant percentage of employees.

These agreements typically have a duration of one to three years and must be submitted for official registration. While primarily benefiting union members, non-union employees can sometimes benefit by paying a “solidarity fee.” Understanding the implications of CBAs is crucial, particularly for larger organizations.

For more detailed information, Law No. 6356 on Trade Unions and Collective Bargaining Agreements can be consulted through official legal databases like LexisNexis or local legal resources.

Dispute Resolution and Legal Support

Labor disputes in Turkey often begin with mandatory mediation, aiming for an amicable resolution before litigation. If mediation fails, cases proceed to specialized Labor Courts. Having expert legal counsel is indispensable throughout this process, from drafting employment contracts to representing your interests in court. Our firm has extensive experience in labor litigation and alternative dispute resolution methods.

We invite you to explore our comprehensive services in Turkish Company Setup and Turkish Citizenship by Investment, as these often intersect with labor law considerations, especially for international businesses establishing a presence in Turkey or individuals seeking to live and work here.

FAQs on Turkish Labor Law Compliance

1. What is the current minimum wage in Turkey for 2025? As of January 1, 2025, the monthly gross minimum wage in Turkey is 26,005.50 TRY. This figure is subject to review and potential adjustments throughout the year.

2. How is overtime calculated under Turkish Labor Law? Overtime is generally paid at 150% of the normal hourly wage (50% higher). However, for specific hazardous professions like underground mining, the overtime rate can be 200% (100% higher).

3. What are the key requirements for terminating an employment contract in Turkey? Termination requires a valid reason (e.g., performance, misconduct, redundancy) and adherence to statutory notice periods based on seniority. Employers must also be prepared to pay severance, if applicable, to employees who have worked for at least one year.

4. Are work permits required for all foreign employees in Turkey? Yes, all foreign nationals intending to work in Turkey must obtain a valid work permit from the Ministry of Labor and Social Security. Working without a permit is illegal and carries penalties for both the employee and employer.

5. What is mandatory mediation in Turkish labor disputes? Mandatory mediation is a prerequisite for most labor lawsuits in Turkey. Before filing a case in court, parties must attempt to resolve their dispute through a certified mediator. This process aims to encourage amicable settlements and reduce the burden on the court system.

6. What are an employer’s key obligations regarding Occupational Health and Safety (OHS)? Employers are obligated to ensure a safe and healthy work environment by conducting risk assessments, implementing preventive measures, providing OHS training, and appointing OHS specialists, particularly for smaller enterprises as of 2025.

Contact us for Labor Law Compliance in Turkey

Navigating Turkey’s complex labor law requirements demands specialized expertise and ongoing attention to regulatory changes. Successful compliance protects your business from costly penalties while ensuring positive employee relations and sustainable growth.

For comprehensive labor law compliance solutions tailored to your business needs, contact Akkas & Associates Law Firm. Our experienced legal team has been providing expert guidance on Turkish employment law since 1992, helping businesses maintain full compliance while optimizing their workforce management strategies.