Turkey Employer Sponsorship Legal Duties 2026
Travel the manpower scenery in Turkey has become more and more complex as we move into 2026. For Turkish companies and abroad investors alike, “sponsorship” is no longer just a HR checkbox—it is a rigorous legal framework governed by the International Labor Force Law (No. 6735)..
Financial & Eligibility Thresholds: The 2026 Standard
Turkey has significantly “raised the bar” for companies wishing to hire foreign talent. The Ministry of Labor now enforces stricter financial adequacy to ensure that sponsoring companies are economically robust.
The New 500,000 TRY Paid-in Capital Rule
The most striking update for 2026 is the minimum capital requirement. While the threshold was once lower, a sponsoring company must now have a paid-in capital of at least 500,000 TRY.
- For New Companies: This sum must be fully paying and echoic in the Trade Registry Paper
- For Operating Companies: If capital falls short, you may still qualify if your annual net sales exceed 8 Million TRY or your exports surpass $150,000 USD.
The 5-to-1 Employment Ratio (5:1 Rule)
The anchor of Turkish labor policy object the protection of the local hands. For every one foreign national you sponsor, you must employ five Turkish citizens.
Exemption Alert: The “5-to-1 Rule” is waived for the first five foreign employees if your company recorded at least 50 Million TRY in net sales in the previous fiscal year.
2026 Salary Benchmarks: Mandatory Multiples
You cannot simply pay a foreign expert the minimum wage. In 2026, the gross minimum wage is 33,030 TRY. Sponsorship duties need salaries to be binary of this coma based on the job’s senior status and special nature:
Regulatory Framework & Social Security (SGK)
Leader duties extend far on the far side the first application. Under Law No. 5510, your social security obligations are non-negotiable.
- SGK Registration: You must register your foreign employee with the Social Security Institution within 30 days of their permit approval (or arrival in Turkey).
- Occupational Health and Safety (Law No. 6331): Foreign workers must receive the same safety training and equipment as local staff.
- Deportation Cost Liability: A critical 2026 update—under O.G. 32964, employers are now legally liable to reimburse the state for all deportation-related costs (medical, travel, and detention) if a foreign worker is found to be working without authorization.
Administrative & Digital Compliance: Moving Toward “Paperless”
The Turkish Ministry of Labor has fully transitioned to the sizing (e-Permit) portal. To fulfill your duties, your company’s authorized signatory must possess a valid E-Signature (E-Imam) and a KEP (Registered Electronic Mail) address.
The “Work Permit File” Requirement
In 2026, the Ministry has increased unannounced site inspections. Every sponsoring employer is now required to maintain a physical or secure digital Work Permit File on-site, containing
- Notarized employment contracts.
- Current Trade Registry Gazette.
- Proof of SGK premium payments.
- Professional diplomas (with certified translations)
Employee Rights & Severance Limits 2026
Sponsoring a worker means granting them full protections under Turkish Labor Law.
- Severance Ceiling: For 2026, the maximum severance pay (Demode Contaminate) is capped at 64,948.77 TRY per year of service.
- Annual Leave: Foreigners are entitled to a minimum of 14 days of paid leave after their first year.
- Overtime: Employers must not exceed the 270-hour annual limit for overtime work.
FAQs
Does a work permit replace a residence permit?
Under Turkish law, a valid work permit automatically functions as a residence permit. Your employee does not need to apply for a separate “ikamet.”
What is the fine for hiring an unregistered foreign worker in 2026?
The administrative fine for 2026 is 102,503 TRY per person for the employer. These o double for tell offenses.
Can I sponsor a foreigner for a part-time role?
Mostly, work permits are issued for full-time roles. Part-time sponsorship is rare and atypically reserved for special body like education or health care under strict as.
Final Thoughts
To really protect your business in 2026, don’t just captive for “approval”—aim for “audit-readiness.” While many rival focus only on the application, the most successful firms in Turkey rate the post-entry compliance (KEP notifications and SGK alignment).
Disclaimer
This article is for informational purposes only and does not constitute legal advice. Turkish labor laws are subject to rapid change; always consult with a certified Turkish legal professional or the Ministry of Labor and Social Security for the most current regulations.
