Employment law in Turkey is set out mainly in Labour Law No. 4857. This statute governs employment contracts, working hours, wages, leave and termination. It applies across almost every Turkish workplace.

The law covers Turkish nationals and foreign employees holding a valid work permit. It also applies to any employer operating in Turkey, regardless of where the parent company is based.

For a UK company hiring staff in Turkey, or a British national joining a Turkish employer, early advice matters. Understanding labour law in Turkey from the outset helps avoid disputes over pay, hours, dismissal and compensation later on.

Employment Law in Turkey: Contract Types 

Employment law in Turkey recognises several contract types. The type chosen affects notice periods, severance eligibility and termination rules later on. Most employees work under an indefinite-term contract, which has no fixed end date.

This contract type carries the strongest statutory protections available. A fixed-term contract covers a specific project or a set period instead. It ends automatically on its expiry date and does not usually attract severance pay. Turkish courts treat repeated renewals as disguising an indefinite relationship, though, and this can trigger the same protections.

The contract  should also cover the conditions that apply on termination. Skipping this step does not void the employment relationship. It does remove documentary evidence the employer would otherwise rely on if a dispute reaches mediation or the labour courts.

Working Hours, Leave and Minimum Wage Under Employment Law in Turkey

The standard working week under employment law in Turkey is capped at 45 hours. Hours are usually spread across five or six days, with a daily limit of 11 hours.

Anything worked beyond that threshold counts as overtime. It must be paid at 150% of the normal hourly rate, or exchanged for compensatory time off at the employee's request. Total overtime is capped at 270 hours a year, and this ceiling cannot be waived by agreement, since Turkish labour protections work as a statutory floor rather than a negotiable term.

Paid annual leave scales with length of service. Employees get 14 days for up to five years of continuous employment, 20 days for five to fifteen years, and 26 days beyond fifteen years. Leave entitlement begins to accrue only after one full year with the same employer, and unused days are paid out on termination rather than forfeited.

The national minimum wage in Turkey is reviewed and adjusted by the government each year. It was most recently increased to TRY 33,030 gross per month from January 2026. It applies to every employee regardless of age, sector or experience, with one exception: underground coal and lignite mining, where the minimum doubles. Employers who pay below this floor remain liable for the shortfall, even if the employee agreed to the lower rate.

Employment Law in Turkey: Termination and Notice Periods

Notice periods under employment law in Turkey are set by length of service. They apply to both the employer and the employee when an indefinite-term contract ends without just cause.

An employee with under six months of service is owed two weeks' notice. Six months to eighteen months requires four weeks. Eighteen months to three years requires six weeks, and any service beyond three years requires eight weeks. Either party can shorten this period by paying wages equal to the notice period instead of working it, a practice known as payment in lieu of notice.

These notice requirements disappear entirely where just cause exists. This means a serious breach, such as gross misconduct, prolonged unauthorised absence or a fundamental breakdown of trust, as defined under Article 25 of the Labour Law. In that situation, either side can end the contract immediately, without notice or notice pay.

Terminations found to be in bad faith carry a separate penalty. A dismissal timed specifically to avoid paying an entitlement, for example, exposes the employer to compensation equal to three times the notice pay that would otherwise have applied.

Severance and Compensation Rights Under Employment Law in Turkey

Severance pay, known locally as kıdem tazminatı, becomes payable once an employee completes at least one full year of continuous service. The contract must also end for a qualifying reason, such as dismissal by the employer, retirement, or resignation for a legally justified cause.

It is calculated as 30 days of gross wage for every full year worked. The calculation uses the employee's final salary, including regular allowances such as meal and transport payments, and the payment itself is exempt from income tax. The entitlement does not apply to an employee who resigns without a qualifying reason, and it is reduced proportionally for a partial final year of service.

The amount is subject to a ceiling that the government revises every six months. For the second half of 2026, the cap sits at TRY 73,729.87 per year of service. Severance is calculated on the actual salary up to that figure, even where the employee earns considerably more.

Workplaces with 30 or more employees fall under Turkey's job security provisions. Combined with an employee who has passed six months of service, this gives the employee the right to challenge a dismissal before a labour court. A successful challenge can lead to reinstatement or additional compensation where no valid reason is shown.

How a Turkish Lawyer Can Help with Employment Law in Turkey

A Turkish lawyer turns the statutory framework into a practical set of steps for the specific situation at hand. This might mean drafting a compliant employment contract, calculating severance and notice pay correctly before a dismissal, or handling mandatory mediation and, where needed, representation before the labour courts.

Language is often the first barrier for foreign clients. Turkish court documents, employment contracts and mediation sessions are all conducted in Turkish. Working with English-speaking Turkish lawyers removes that barrier, so an employer or employee understands exactly what is being agreed to or contested at each stage, rather than relying on a translated summary after the fact.

Employment law in Turkey rewards early, accurate advice more than most areas of Turkish business law. A single miscalculated notice period or severance figure can turn a straightforward termination into a lengthy mediation and court dispute. Employers and employees who understand these rules before a problem arises are in a far stronger position than those trying to fix a mistake after the fact.