As the 17th largest economy globally, Turkey has emerged in recent decades as an attractive destination for international businesses. According to the World Bank, Turkey’s gross domestic product (GDP) growth prospects from 2025 to 2030 remain optimistic, which is enticing for companies looking to enter or expand in this transcontinental market bridging Europe and Asia.

However, like any other country, establishing a presence in Turkey comes with legal and regulatory hurdles. Creating a local entity, registering for taxes, and obtaining essential permits can be overwhelming—particularly for newcomers unfamiliar with Turkish laws and already juggling day-to-day business operations.

This is where an Employer of Record (EOR) can be an invaluable ally. Think of an EOR as an external partner that handles your HR responsibilities so you can focus on running your business. Below, we’ll explore the benefits and considerations of partnering with an EOR in Turkey.

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What is a Turkey EOR?

A Turkey Employer of Record (EOR) offers a fast, low-risk way for international companies to hire local employees without the burden of setting up a legal entity. The EOR becomes the official employer on paper, handling all HR, payroll, tax, and compliance responsibilities, while your team works directly for you in their day-to-day roles.

Partnering with a Turkey EOR allows businesses to hit the ground running. It streamlines onboarding, keeps your operations compliant with Turkish labor law, and reduces administrative overhead so you can focus on growth, not red tape.

Turkey Employer of Record

Key services offered by a Turkey EOR include:

  • Payroll Management: Oversees accurate salary payment in compliance with Turkish laws.
  • Benefits Administration: Manages offerings like health coverage, retirement plans, and other employee benefits and perks.
  • Compliance Management: Ensures adherence to local labor laws and changing regulations.
  • Tax Filing: Handles employee income and payroll tax reporting to avoid errors or penalties.

Whether you’re hiring one employee or building a full local team, a Turkey EOR simplifies workforce expansion and ensures you’re operating legally, confidently, and efficiently.

Ready to get started with a Turkey EOR?

Let us handle the complexities of hiring, compliance, and payroll in Turkey while you focus on growing your team.

  • Hire employees in Turkey with a Turkey EOR
  • No local entity is needed
  • Pricing starts at USD 199 per employee
  • Remote People can also help you find the best talent in Turkey

👉 Get Your Customized Turkey EOR Proposal Today!

What Is the Difference Between a Turkey EOR and a Turkey PEO?

If you’re planning to hire in Turkey, you’ll likely come across two common service models: the Employer of Record (EOR) and the Professional Employer Organization (PEO). While they’re often used interchangeably, they serve slightly different purposes, especially when it comes to legal responsibility and setup requirements.

Turkey Employer of Record (EOR)

An EOR becomes the legal employer of your staff in Turkey. It takes full responsibility for employment compliance, payroll processing, tax reporting, and social security contributions. This model is ideal if you don’t have a legal entity in Turkey but still want to hire and manage local employees.

Turkey Professional Employer Organization (PEO)

A PEO, on the other hand, operates under a co-employment model. You need to already have a legal presence in Turkey, and the PEO helps you manage HR tasks, such as onboarding, payroll, and benefits administration, while you remain the legal employer.

The key distinction?

With a Turkey EOR, the provider is the official employer on paper, reducing your legal exposure. With a PEO, you and the provider share responsibilities, which gives you more control but also more compliance risk.

In Turkey, many providers use “EOR” and “PEO” interchangeably, so it’s essential to ask how the service is structured before signing on.

Labor Laws and Employee Benefits when Hiring in Turkey

An Employer of Record (EOR) in Turkey supports businesses in fulfilling the country’s stringent labor law and mandatory benefit requirements. Turkish labor regulations originate from legal instruments such as the Turkish Labor Law No. 4857 and additional statutes that safeguard employee rights and define employer obligations. Collaborating with an EOR ensures adherence to these rules, mitigating legal risks for companies.

Employment Contracts

In Turkey, employers must present written employment contracts before work begins. Contracts can be permanent or fixed-term, depending on whether the job extends indefinitely or is tied to a specific timeframe. Permanent agreements cover full-time or part-time roles without a set end date, while fixed-term contracts address particular tasks or durations, with explicit terms and reasons.

Each contract must outline the employee’s duties, working schedule, pay, and leave entitlements. It should also address public holidays, methods for settling disputes, exit clauses, and any extra stipulations like non-compete terms. An EOR ensures these contracts comply with Turkish labor laws, safeguarding the interests of all parties involved.

Health and Safety Regulations

Employers in Turkey have a legal obligation to maintain safe working conditions for their staff. The Occupational Health and Safety Law No. 6331 requires risk assessments, suitable safety training, and provision of protective equipment. It also compels employers to document any workplace incidents and follow inspection protocols.

An EOR assists businesses in meeting these responsibilities by implementing safety initiatives and confirming that legal standards are upheld. This includes coordinating regular checks and keeping thorough records of all preventive measures.

Tax Compliance

Turkey uses a Pay-As-You-Earn (PAYE) method, where employers withhold income tax from employees’ salaries and submit it to the government. The applicable tax rates range from 15% to 40%, based on the individual’s income level. Employers must also manage stamp taxes and transfer them to the appropriate agency.

Through an EOR, companies ensure that taxes are calculated correctly and filed on schedule, thereby reducing the possibility of legal or financial complications.

Working Hours and Paid Leave

Turkish labor regulations generally limit employees to 45 working hours each week, typically spread over six days. Overtime is allowed but must be compensated at a rate higher than standard pay. Employees are entitled to annual leave determined by their length of service, usually ranging from 14 to 26 days. Public holidays, such as Republic Day and Eid, must be recognized, and employees required to work on these days must receive appropriate pay.

By overseeing employee schedules, calculating overtime accurately, and administering annual leave, an EOR helps businesses stay compliant. They also maintain essential records required by Turkish authorities.

Parental Leave

Turkish labor laws stipulate specific maternity and paternity leave entitlements. Female employees are allowed 16 weeks of paid leave, divided equally before and after childbirth. Fathers can take up to five days of paid paternity leave. Unpaid leave options may also be available under certain circumstances.

An EOR helps manage these provisions, ensuring accurate payroll adjustments and strict conformity with relevant regulations. This allows new parents to take their entitled time off while the company remains compliant.

Termination of Employment

Turkish labor law outlines detailed requirements for ending an employment relationship. Employers must have valid reasons for dismissing an employee, such as financial constraints or substandard performance, and must observe the correct notice periods. Immediate dismissal without notice is permitted in cases of serious misconduct, but it must be justified and documented.

Employees with at least one year of service are entitled to severance pay, determined by their tenure and most recent salary. An EOR manages the entire termination process and ensures all legal obligations are met, minimizing the risk of disputes.

Union Relations and Employee Rights

Employees in Turkey can join unions and engage in collective bargaining. Employers are required to negotiate in good faith and avoid discriminatory actions toward unionized staff. Failure to comply with these principles can lead to penalties under Turkish regulations.

An EOR supports businesses by providing guidance on union matters and helping maintain lawful relations with the workforce. This service helps employers honor their responsibilities and preserve a fair working environment.

What are the Benefits of a Turkey Employer of Record Service?

Partnering with a Turkey Employer of Record (EOR) offers a smart, efficient path to hiring local talent, especially if your team doesn’t have the time or infrastructure to manage HR, payroll, and compliance in-house. An EOR allows you to focus on growth while they handle the complex administrative work behind the scenes.

1. Streamlined HR and Payroll Services

Strong HR processes are critical in any market. An EOR helps hire and onboard skilled talent aligned with your company culture. Familiar with Turkish labor laws, EORs ensure hiring and HR processes—like payroll—comply with local regulations.

2. Reduced Legal Risks

Navigating Turkish labor and tax laws can be tricky. A Turkey EOR will mitigate against such risks as:

  • Misclassifying employees or errors in pay and benefits
  • Incorrect payroll tax calculations or filings
  • Violations of anti-discrimination or labor rules

EORs have the local knowledge and experience to help you avoid these potential compliance pitfalls, minimizing the risk or problems or penalties down the road. 

3. Improved Employee Engagement

Delegating HR to a Turkey EOR company frees you to build an engaging work environment. Satisfied employees are more likely to stay, lowering turnover and onboarding costs.

EORs may also provide extras like training or hiring support to help you attract and retain top talent in Turkey.

4. Time and Cost Effectiveness

Expanding into a new market takes time and resources for training and setup. By using a Turkey EOR provider, you avoid setting up an in-house HR team. You simply pay the EOR a monthly or per-employee fee, allowing you to focus on growing your business.

5. Access to Top-Tier HR Tools

EORs use advanced tech to enhance HR and payroll processes. Examples include:

  • Payroll Software: Automates salary processing, tax deductions, and pay stub generation.
  • HR Management Systems: Tracks data and performance to inform decisions on promotions or pay.
  • Applicant Tracking Systems: Simplifies recruiting, from job ads to interview scheduling.
  • Benefits Administration Platforms: Digital tools for managing health plans and retirement packages.

How Much Does It Cost to Work With an Employer of Record in Turkey?

The cost of using an EOR in Turkey can vary depending on several factors, but it generally follows one of a few common pricing models. Understanding what influences cost and what pricing structure suits your needs can help you plan more effectively.

Factors That Affect EOR Pricing in Turkey:

  • Number of Employees: Costs usually increase with more staff as the EOR charges per employee.
  • Services Required: Basic HR tasks cost less than additional services like recruitment or performance management.
  • Industry: Specialized sectors like healthcare or tech may incur additional charges.
  • Add-Ons: Optional services like training or career development can raise fees.

Pricing Structures for an EOR in Turkey

In addition to these variables, different EORs may employ different pricing models:

EORs use different pricing models, including:

  • Fixed Monthly Fee: Ideal for consistent employee counts and services.
  • Percentage-Based Model: Charges a percentage of payroll, often 2–4%, suitable for smaller payrolls.
  • Per-Employee Rate: A flat fee per employee that covers most services.

What to Look For in an Employer of Record in Turkey

Choosing the right EOR partner in Turkey can make all the difference in how smoothly your international hiring goes. As you evaluate providers, keep the following key factors in mind:

1. Reputation

Seek out reviews, references, and case studies. A proven track record signals reliability and trust. Check out reviews on important aggregators sites like G2 and Trustpilot.

2. Customer Service

Look for responsive service from your EOR, ideally 24/5 to recognize operations in multiple time zones. 

3. Local Expertise

Verify that they’re well-informed about Turkish labor and tax laws. Bonus points if they’ve supported clients in your industry and can offer tailored advice based on that. 

4. Technological Capabilities

Ensure they use secure systems (e.g. SOC 2 and GDPR compliance) to manage payroll, records, and sensitive data.

5. Service Offerings

Confirm they provide the full range of EOR services you need. Look for flexibility to scale up or down as your business evolves.

6. Pricing Structure

Assess multiple quotes and pricing frameworks to find one that aligns with your budget. Avoid EORs with extensive hidden fees. 

Begin with a quick Google search for “top Turkey EOR providers” or explore platforms like LinkedIn to ask peers for recommendations. Professional networks are often the best source for tried-and-tested referrals.

Hire through a Top EOR Service in Turkey

Launching a new venture in a foreign country comes with unique challenges, from navigating labor laws to managing HR logistics. It’s easy for the workload to pile up quickly. That’s where an Employer of Record (EOR) steps in, handling payroll, compliance, and administrative tasks so you don’t have to.

Many global companies also face the added challenge of sourcing top local talent. At Remote People, we help you solve both—by acting as your Employer of Record in Turkey and managing every aspect of hiring, compliance, and onboarding.

We simplify the entire process so you can focus on building your team and scaling your business across Turkey, the Middle East, and beyond.

Contact Remote People today to access full-scale EOR support and competitive, compliant hiring solutions tailored to your needs.

Frequently Asked Questions

While both options handle HR tasks, an EOR goes a step further by becoming the legal employer of your team in Turkey. They take on the responsibility for compliance, payroll, taxes, and benefits - something traditional outsourced HR providers don’t typically cover.

Yes! Many EORs in Turkey either offer recruiting services directly or work with trusted local partners to help you find qualified, market-savvy candidates. It’s a great way to tap into talent without navigating the local hiring landscape on your own.

Definitely. EORs are ideal for both short-term and long-term needs. Whether you're testing the market, launching a temporary initiative, or managing a project-based team, an EOR allows you to hire quickly without committing to a permanent legal entity.

Most EOR providers in Turkey offer HR and employee support in Turkish, often with bilingual teams that can also communicate with your international staff. This makes onboarding, payroll questions, and day-to-day HR communication much smoother for everyone involved.

EOR services are popular across a wide range of industries in Turkey - including tech, manufacturing, education, energy, and professional services. Whether you're hiring engineers in Istanbul or remote customer support in Ankara, an EOR helps ensure compliance while letting you scale your team with confidence.