Why Are Global Mobility Services Important in Turkey?
International workforce mobility has become a strategic priority for companies operating in or expanding into Turkey. Global mobility services help organizations move talent across borders while staying compliant with immigration, tax, payroll, and labor regulations.
Key outcomes organizations typically target:
- Avoiding work permit and immigration issues
- Ensuring proper tax and social security compliance
- Providing competitive expatriate benefits
- Reducing legal risks in hiring foreign employees
1. Immigration & Work Permits in Turkey
- Foreign employees must obtain a Work Permit from the Ministry of Labor and Social Security (Çalışma ve Sosyal Güvenlik Bakanlığı – ÇSGB).
- Some employees may also require a residence permit from the Provincial Directorate of Migration Management (Göç İdaresi Başkanlığı).
- Short-term business travelers may need a business visa depending on their nationality.
Regulatory requirement: Companies must apply for a work permit before the employee starts working in Turkey.
2. Tax Compliance & Payroll in Turkey
- Foreign employees must register for a Turkish Tax Identification Number (Vergi Kimlik Numarası – VKN).
- Turkey has progressive income tax rates ranging from 15% to 40%, depending on earnings.
- If the employee stays in Turkey for more than 183 days in a calendar year, they become a full tax resident and must report worldwide income.
- Companies must withhold payroll taxes and social security (SGK) contributions from salaries.
- Turkey has Double Taxation Agreements (DTA) with many countries to prevent employees from being taxed twice.
Compliance requirement: Employers must handle income tax and SGK (Social Security Institution) registrations correctly.
3. Compensation & Benefits in Turkey
- Companies must follow minimum wage laws (set annually by the government).
- Employees receive severance pay if they work for more than one year and are dismissed without cause.
- Private health insurance is required for foreign workers who do not qualify for SGK.
- Cost-of-living adjustments (COLA) may be needed for expatriates due to inflation.
Legal requirement: Companies must comply with Turkey’s Labor Law (4857) on wages and benefits.
4. Relocation & Employee Support in Turkey
- Assistance with finding housing in major cities such as Istanbul, Ankara, and Izmir
- Turkish language training to support cultural adaptation
- Schooling support for expatriate children in international schools
- Health insurance enrollment with SGK or private insurers
Employee benefit: A structured relocation program increases assignment success rates.
5. Compliance & Risk Management in Turkey
- Foreign employees must comply with data privacy laws (KVKK – Turkish Data Protection Law)
- Companies should ensure employment contracts follow Turkish Labor Law
- Permanent establishment (PE) risk for foreign companies hiring remote workers in Turkey
Risk factor: Misclassifying employees as contractors can lead to tax penalties.
6. Remote Work & Hybrid Workforce in Turkey
- Turkey introduced remote work regulations in 2021 under the Labor Law
- Employers must have a written agreement for remote employees
- Digital nomad visas are not yet widely available; some employees work under freelance arrangements
Compliance tip: Ensure remote work policies comply with Turkey’s labor and tax laws.
Key Components of Global Mobility Services
Immigration & Work Permits
Companies must ensure employees have the correct legal documentation to work in a foreign country:
- Work visas and residence permits – processing and renewing required documentation
- Business travel compliance – ensuring employees can legally conduct short-term work abroad
- Sponsorship and legal entity support – assisting companies in hiring foreign employees
Compliance benefit: Avoids legal risks and ensures employees are legally authorized to work.
Tax Compliance & Payroll Services
International assignments often create complex tax obligations. Global mobility services help with:
- Personal tax registration – obtaining a Tax Identification Number (TIN) for expatriates
- Income tax planning and filing – ensuring employees comply with local tax laws
- Social security contributions – managing payments and exemptions for international workers
- Payroll processing – handling salary payments, withholdings, and tax obligations
- Double taxation relief – utilizing tax treaties to prevent double taxation
Compliance benefit: Ensures adherence to tax regulations and helps prevent penalties.
Compensation & Benefits Management
When relocating employees, companies adjust salaries and benefits to align with local standards:
- Cost-of-living adjustments (COLA)
- Hardship allowances for high-risk locations
- Equity and stock options for global employees
- Retirement and pension plans aligned with international agreements
Compliance benefit: Fair compensation while staying competitive in global markets.
Relocation & Employee Support
Helping employees and their families settle in a new country is crucial for successful assignments:
- Housing and accommodation assistance
- Cultural and language training
- Schooling support for expatriate families
- Health insurance and medical support meeting local regulations
Employee benefit: A smoother transition and lower relocation stress.
Compliance & Risk Management
International assignments require adherence to labor laws and corporate policies:
- Employment law advisory
- GDPR and KVKK data privacy compliance
- Corporate risk assessments
- Emergency repatriation planning
Compliance benefit: Reduces legal risks and supports smooth global operations.
Remote Work & Hybrid Workforce Solutions
With the rise of remote work, companies must ensure compliance when employees work from different locations:
- Permanent establishment risk management
- Cross-border work authorization guidance
- Cross-border payroll solutions for remote employees
Business benefit: Supports flexible work arrangements while maintaining compliance.
