--- title: "Hiring in Turkiye 2026 | Employer of Record Guide" description: "Hire in Turkiye through Teamed's EOR. 23.75% SGK employer contribution, 14 days statutory leave, Law 7578 doubling paternity leave from May 2026. The Turkiye guides, one per layer." canonical: https://www.teamed.global/country-hiring-guides/turkiye --- Turkiye · Country overview Served by Teamed via a Turkiye-licensed EOR entity # What do you need to know to hire in *Turkiye*? SGK employer contributions are 23.75% and severance (kidem tazminati) accrues at 30 days of gross wages per year of service from day one. Law No. 7578 doubled paternity leave to 10 days effective May 2026. Each guide below takes one layer. Last reviewed 13 June 2026 · Turkiye guide ## How does Teamed handle Turkiye hiring for you? Teamed becomes your legal [employer of record](/lp/employer-of-record) in Turkiye for [**from $599 per employee per month**](/pricing), with **zero FX mark-up** in any currency. Payroll, contracts, and the full Turkish employment law stack run on **one platform**. **Real HR and legal experts** manage every Turkiye hire, from the first offer letter to the final severance calculation. **An actual person**, not a chatbot or a pooled queue, handles your Turkish team alongside EOR, contractor onboarding, and entity payroll on **one platform**. There is **no setup fee** and **no exit fee**. Employer cost **passes through at cost, itemised** on every invoice. An employee hired through Teamed can **graduate** from EOR to your own Turkish entity without re-onboarding. Run the [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator) to see the month the model flips. EOR is the right model for a first Turkiye hire, **until it isn't**. Three things you won't find on any other Turkiye EOR guide - **Severance accrues from day one, on every exit except resignation and just-cause dismissal.** Turkey does not limit kidem tazminati to redundancy. An employee who leaves because the employer fails to pay wages on time, moves their workplace, or forces worse conditions can claim severance in full. [The termination guide](/country-hiring-guides/turkiye/termination-and-severance) maps every exit route and its payout. - **The minimum wage is reviewed twice a year, not once.** The H1 2026 gross monthly minimum is TRY 33,030/month. A second review is scheduled for June 2026. Most other countries reset once per year; Turkiye's high inflation environment means the floor moves mid-year and every cost model must account for that. - **Law No. 7578 (May 2026) materially changed leave.** Maternity leave extended to 24 weeks total and paternity leave doubled to 10 days paid. Many competitor pages have not yet updated from the pre-May rules. If you are using a guide from early 2026, check which law it was written against. Answer.cite this Hiring in Turkiye adds 23.75% in SGK employer social insurance contributions on top of gross salary. There is no mandatory employer contribution to the individual pension (BES) scheme beyond an administrative enrolment obligation. Payroll runs monthly. The gross minimum wage is TRY 33,030/month for H1 2026, reviewed again in June. Income from the minimum wage is exempt from income tax. Teamed runs Turkiye payroll, contracts, and compliance through an EOR entity with the required Turkish registrations. This page is the map. Each guide below is the detail. At a glance · Turkiye TRY · Turkish · Monthly payroll Currency TRY ₺ SGK employer rate 23.75% standard rate, no incentive SGK employee rate 15% invalidity, health, unemployment Annual leave (1-5 yr) 14 days rises to 20 then 26 days with tenure Minimum wage (H1) TRY 33,030/month gross; reviewed June 2026 Maternity leave 24 weeks 8 pre-birth, 16 post-birth (Law 7578) Paternity leave 10 days doubled from 5 days, May 2026 Top income tax 40% above 5,300,000 TRY annual income ![A wide illustration of Istanbul at golden hour: the Bosphorus Bridge in the foreground, the Hagia Sophia and Blue Mosque on the skyline, and a warm amber sky above the city.](/images/country-guides/turkiye-hiring.webp) Turkiye · per employee · per month · flat $ 599 Zero FX. No setup fees. 48-hour onboarding. The price your finance team can forecast against without an asterisk. Zero FX Fixed No setup fee No exit fee 48-hour onboard ## How much does it cost to hire an employee in Turkiye in 2026? A Turkiye hire costs roughly 124 to 126 percent of gross salary once SGK contributions are added. SGK employer contributions are 23.75% of gross salary. That sits on top of every hire. The 23.75% SGK employer rate breaks down as: 12% invalidity/old-age/death insurance, 7.5% general health, 2.25% short-term insurance, and 2% unemployment. Manufacturing employers receive a 5-point discount (18.75%) through the end of 2026. Non-manufacturing employers with the standard incentive pay 21.75%. The rate stated above is the no-incentive headline. There is no mandatory employer cash contribution to the BES individual pension scheme. The employee contributes 3% of gross. The employer's BES obligation is administrative enrolment only. Teamed's Turkiye price is a starting rate, with zero FX in any currency pairing. No setup fees. No exit fees. Salaries, taxes, and benefits passed through at cost on every invoice. The full breakdown, with worked examples at current SGK rates and the minimum wage ceiling, is in the cost guide. [Read the full Turkiye cost breakdown](/country-hiring-guides/turkiye/cost-breakdown) ## Do you need a Turkish entity to hire employees in Turkiye? No. An Employer of Record runs Turkish payroll and contracts from day one. Your own Turkish entity becomes cheaper than EOR at somewhere around 5 to 8 employees, depending on salary. Setting up a Turkish limited company (limited sirketi) or joint stock company (anonim sirketi) requires notarisation, trade registry filing, and tax registration. Setup takes four to eight weeks and comes with ongoing payroll, accounting, and SGK filings. An [Employer of Record](/lp/employer-of-record) is faster and cheaper at low headcount. Teamed runs Turkish payroll, contracts, and SGK compliance from day one. The crossover point depends on Turkish salary levels and your administrative costs. For most roles it lands around 5 to 8 employees. The EOR vs entity guide runs those numbers. Most EOR providers will not tell you when you have crossed it. We do, and we help you move. You progress from contractor to EOR to your own Turkish entity on **one platform** under Teamed's Graduation Model, with tenure preserved. [Read the full Turkiye EOR vs entity guide](/country-hiring-guides/turkiye/eor-vs-entity) ## What changed in Turkish employment law in 2026? Law No. 7578 (effective 1 May 2026) extended maternity leave to 24 weeks and doubled paternity leave to 10 days paid. Law No. 7566 raised the SGK employer invalidity/old-age/death rate to 23.75% total, up from the previous 22.75%, effective 1 January 2026. Law No. 7578 came into force on 1 May 2026. Maternity leave for a singleton pregnancy rose from 16 weeks to 24 weeks (8 pre-birth, 16 post-birth). Paternity leave doubled from 5 days to 10 days of fully paid leave, paid by the employer. Employees may work up to 2 weeks before the due date (reduced from 3), adding the extra week to postnatal leave. Law No. 7566 amended Social Insurance Law No. 5510 to raise the employer invalidity/old-age/death pillar from 11% to 12%, lifting the headline SGK employer rate to 23.75% from 1 January 2026. The manufacturing-sector 5-point incentive and the non-manufacturing 2-point incentive continue through end of 2026, reducing the effective rates to 18.75% and 21.75% respectively. The hiring guide covers the day-one obligations in full. [Read the full Turkiye hiring guide](/country-hiring-guides/turkiye/hiring-guide) ## What benefits must you provide employees in Turkiye in 2026? The statutory floor is 14 days of paid annual leave (rising with tenure), SGK sick pay from day 3 of illness, and 24 weeks of maternity leave. Annual leave and public holidays are counted separately in Turkiye. Statutory annual leave is tiered by service under Labour Law No. 4857: 14 days for 1 to 5 years, 20 days for 5 to 15 years, and 26 days for 15 or more years. Employees under 18 or aged 50 and above get a minimum of 20 days regardless of tenure. A full year of service (including probation) is the qualifying condition. Sick pay is paid by SGK (social insurance), not the employer. It starts from day 3 of absence at two-thirds of daily earnings for outpatient illness. The employer has no legal top-up obligation, though many do top up in practice. Maternity leave is 24 weeks total since May 2026 under Law No. 7578. Paternity leave is 10 days, paid by the employer. The benefits guide covers leave, sick pay, and the BES auto-enrolment rules in full. Read the full Turkiye benefits guide ## What are payroll taxes in Turkiye in 2026? Employer SGK contributions are 23.75% of gross wages. Employee SGK contributions are 15%. Income tax starts at 15% and tops out at 40% above 5,300,000 TRY annual income. Turkish payroll tax has two pillars: SGK social insurance and income tax withholding. Employer SGK is 23.75% on gross wages up to the ceiling (9x minimum wage per month). Employee SGK is 15%. Both are remitted monthly by the employer. Income tax is progressive across five bands: 15% up to 190,000 TRY, 20% to 400,000 TRY, 27% to 1,500,000 TRY, 35% to 5,300,000 TRY, and 40% above that. Minimum wage income is exempt from income tax entirely. Employees are also auto-enrolled in BES at 3% of gross; there is no employer cash contribution. Teamed PAYE handles all withholding, SGK filings, and annual reconciliations. The tax and payroll guide sets out every band and ceiling. [Read the full Turkiye tax and payroll guide](/country-hiring-guides/turkiye/tax-and-payroll) ## How do you terminate an employee in Turkiye? Turkish statutory notice is banded by service. It starts at 14 days for under 6 months of service. After 3 years it reaches 56 days and does not increase further. Notice under Labour Law No. 4857, Article 17 scales with continuous service: 14 days for under 6 months, 28 days for 6 to 18 months, 42 days for 18 to 36 months, and 56 days for over 3 years. The employer may pay in lieu of notice (ihbar tazminati) instead of working the period. Severance (kidem tazminati) is owed after 1 full year of service, on 30 days of gross wages per year, subject to the per-year ceiling of TRY 64,948.77 for H1 2026. Severance is not owed on employee resignation or just-cause dismissal, but it is owed on most employer-initiated exits including redundancy. Job security protection (is guvencesi) applies after 6 months of service in a workplace with 30 or more employees. The termination guide runs the full process. [Read the full Turkiye termination and severance guide](/country-hiring-guides/turkiye/termination-and-severance) ## What should you know before hiring in Turkiye? Two things catch US buyers out. The first is that severance accrues on almost every exit, not just redundancy. The second is the semi-annual minimum wage review. Your cost model becomes stale mid-year if you do not build in a refresh. **Severance covers far more exit routes than US buyers expect.** In the US, severance is a discretionary payment on redundancy. In Turkiye, kidem tazminati is a statutory entitlement on any employer-initiated termination, on resignation for retirement, and on resignation for certain employer failures (non-payment of wages, unsafe conditions, materially worse terms). The formula is 30 days of gross wages per year. Budget for it from day one. **The minimum wage moves twice a year.** The H1 2026 gross minimum is TRY 33,030/month. A June 2026 review is scheduled. The SGK contribution ceiling (9x minimum wage) moves with it. Any payroll model built on January figures needs a mid-year update. The hiring guide and cost breakdown cover how to keep your numbers current. [Read the full Turkiye hiring guide](/country-hiring-guides/turkiye/hiring-guide) ## Frequently asked questions How much does it cost to hire an employee in Turkiye? Plan on roughly 124 to 126 percent of gross salary once SGK employer contributions at 23.75% are added. Manufacturing employers pay 18.75% with the 2026 incentive. Teamed's Turkiye fee is one flat number per employee per month, with zero FX mark-up in any currency pairing. The cost breakdown guide has worked examples. Can a US company hire in Turkiye without an entity? Yes. An Employer of Record like Teamed runs Turkish payroll, contracts, and compliance through its own registered entity. You direct the work. Teamed becomes the legal employer of record. Setup takes 48 hours once terms are confirmed. Forming your own Turkish entity takes four to eight weeks and requires trade registry filing, notarisation, and SGK registration. What is the Turkish minimum wage in 2026? The gross monthly minimum wage (asgari ucret) is TRY 33,030/month for H1 2026. It was set by the Minimum Wage Determination Commission under Official Gazette No. 33119, effective 1 January 2026. A second review is scheduled for June 2026. Income at the minimum wage level is exempt from income tax. What are Turkish statutory notice periods? Notice under Labour Law No. 4857, Article 17 is banded by service: 14 days for under 6 months, 28 days for 6 to 18 months, 42 days for 18 to 36 months, and 56 days for over 3 years. Employers may pay in lieu of notice. The same bands apply to employee resignation notice. When is severance (kidem tazminati) owed in Turkiye? Severance is owed after 1 full year of continuous service, on employer-initiated termination (except just-cause dismissal), resignation for retirement, and resignation where the employer breaches the contract. The formula is 30 days of gross wages per full year of service, capped at TRY 64,948.77 per year of service for H1 2026. It is not owed on ordinary employee resignation. What leave did Law No. 7578 change in Turkiye? Law No. 7578, effective 1 May 2026, extended maternity leave for a singleton pregnancy to 24 weeks total (8 weeks pre-birth, 16 weeks post-birth). Paternity leave doubled from 5 days to 10 days of paid leave, paid by the employer. The previous entitlement for maternity was 16 weeks (8 plus 8). Teamed Legal Operations Turkiye has one of the most employer-cost-aware labour codes in the region. Severance accrues broadly, the minimum wage resets every six months, and the 2026 leave law changes caught many employers mid-process. The guides exist so none of those costs arrive as surprises. A note from Tom Price-Daniel Turkiye's minimum wage moves in January and again in June. Severance accrues on almost every exit. Law 7578 doubled paternity leave in May 2026. Most of the cost surprises in Turkiye come from cost models that were built in January and never refreshed. Read the right Turkiye guide before that first hire, not after the first severance calculation. Tom Price-Daniel · Co-founder, Teamed ## Keep reading - [Turkiye hiring guide, offer to payslip](/country-hiring-guides/turkiye/hiring-guide)guide - [Turkiye employer cost breakdown 2026](/country-hiring-guides/turkiye/cost-breakdown)guide - [EOR vs entity in Turkiye](/country-hiring-guides/turkiye/eor-vs-entity)guide - [Turkiye termination and severance](/country-hiring-guides/turkiye/termination-and-severance)guide - [Turkiye tax and payroll](/country-hiring-guides/turkiye/tax-and-payroll)guide - [Employer of Record overview](/lp/employer-of-record)core - The Graduation Modelcore - [Teamed pricing, Zero FX Fixed](/pricing)core - [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator/turkiye)tool - [Talk to an expert](https://www.teamed.global/contact)CTA A note on this page. This is a guide, not legal, tax or accounting advice. Rules change and vary by jurisdiction. Verify current requirements with the Turkish Ministry of Labour and Social Security (Calisma ve Sosyal Guvenlik Bakanligi) and the Revenue Administration (Gelir Idaresi Baskanligi) for Turkiye, or speak to a qualified professional, before relying on any specific framework.