Foreign nationals who wish to work in Turkey are required to obtain a valid work permit before commencing employment. This guide covers the legal framework, permit types, eligibility criteria, application steps, employer obligations, costs, timelines, and common rejection reasons under International Labor Force Law No. 6735.
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The Turkish work permit system is administered by the Ministry of Labor and Social Security (Calisma ve Sosyal Guvenlik Bakanligi). All foreign nationals intending to work in Turkey, whether as employees, executives, or self-employed individuals, must hold a valid work permit unless they fall within a narrow category of statutory exemptions.
The primary legislation governing foreign employment in Turkey is the International Labor Force Law No. 6735, enacted on 28 July 2016. This law replaced the earlier Work Permits of Foreigners Law No. 4817 and introduced a consolidated framework covering permit types, application procedures, evaluation criteria, and enforcement provisions. The law also established the Turquoise Card program for highly qualified foreign professionals.
Compliance with work permit requirements is not optional. Employing a foreign national without a valid permit may expose both the employer and the employee to significant legal and financial consequences. As of 2026, administrative fines for unauthorized employment start at approximately 20,000 TRY per violation, with additional penalties for repeat offenses. Employers may also face restrictions on future work permit applications, and employees working without authorization may be subject to deportation proceedings.
The work permit also serves as a residence permit for its duration, eliminating the need for a separate residence permit application. This dual function simplifies the administrative process for foreign workers, although certain registration obligations with the local population directorate still apply following entry into Turkey.
The Directorate General of International Labor Force, operating within the Ministry of Labor and Social Security, is the central authority responsible for evaluating and approving work permit applications. Applications are submitted through the E-Izin (Electronic Permit) online system, which serves as the primary interface for both employers and foreign employees throughout the process.
Turkish law provides several categories of work permits, each with distinct durations, eligibility conditions, and renewal provisions. The appropriate permit type depends on the nature of the employment, the employee's qualifications, and the duration of the intended stay.
| Permit Type | Duration | Key Conditions | Renewal |
|---|---|---|---|
| Standard (Definite Period) | Up to 1 year (initial) | Tied to a specific employer and position; requires a valid job offer | Renewable for 2 years, then 3 years |
| Independent | 1 year | Requires at least 5 years of legal residence in Turkey; not tied to an employer | Renewable annually |
| Indefinite (Permanent) | Permanent | Requires 8 years of continuous legal employment in Turkey | No renewal needed |
| Turquoise Card | Permanent | Points-based evaluation; reserved for highly qualified professionals, investors, and academics | Transitional 3-year period, then permanent |
| Exempt | Varies | Diplomats, treaty-based personnel, specific international organization staff | Per applicable agreement |
The standard (definite period) work permit is the most commonly issued category and applies to the majority of foreign employees entering the Turkish labor market. Companies establishing operations through company formation in Turkey will typically apply for this permit type on behalf of their foreign staff.
Work permit applications are evaluated based on criteria applicable to both the foreign employee and the sponsoring employer. The Ministry of Labor assesses each application individually, and both parties must satisfy specific conditions for approval.
The salary offered to a foreign employee must generally be at least 1.5 times the minimum wage for standard positions. For managerial and executive roles, the threshold may be higher. These requirements help ensure that foreign employment does not displace domestic workers and that compensation levels are aligned with market standards.
One of the central criteria in the Turkish work permit evaluation process is the employer-to-employee ratio. As a general rule, a company must employ at least five Turkish citizens for every foreign worker on its payroll. This requirement is designed to prioritize domestic employment while still accommodating legitimate foreign labor needs.
The following categories may qualify for relaxation or exemption from the standard ratio:
Companies that are newly established and do not yet have sufficient Turkish employees may still apply for a work permit by demonstrating a clear plan for meeting the ratio within a reasonable timeframe. The Ministry evaluates these cases on a discretionary basis, considering the company's investment level, industry, and growth projections.
The Turkish work permit application involves a coordinated process between the employer (in Turkey), the foreign employee (abroad or in Turkey), and the relevant government authorities. Below is the standard step-by-step procedure for an initial work permit application.
Compile all required documents, including the employee's passport, educational diplomas (apostilled and translated), criminal record certificate, photographs, and the employer's company documents such as trade registry gazette, tax certificate, SGK records, financial statements, and the employment contract.
The employer initiates the process by submitting an online application through the E-Izin portal (eizin.csgb.gov.tr). This application includes all company and employee details, the proposed position, salary, and justification for hiring a foreign national. A reference number is generated upon submission.
Within 10 working days of the E-Izin submission, the foreign employee must apply for a work visa at the Turkish Consulate in their country of residence. The reference number from the E-Izin application is required at this stage. Missing the 10-day window may result in the application being cancelled.
The employer must submit the physical (hardcopy) documents to the Ministry of Labor and Social Security within 6 working days of the online application. These documents are cross-referenced with the electronic submission and form the basis for the Ministry's evaluation.
The Ministry evaluates the application based on the employer's compliance with the 1-to-5 ratio, financial capacity, the proposed salary, the position justification, and the employee's qualifications. The Ministry may request additional documents or information during this period. Standard evaluation takes 30 to 45 days.
Once the evaluation is complete, the Ministry issues an approval or rejection. If approved, the work permit card is prepared and the Turkish Consulate is notified to issue a work visa to the employee. The employer is informed through the E-Izin system.
After arriving in Turkey with the work visa, the employee must register with the local Population Directorate (Nufus Mudurlugu) to complete the address registration. The work permit card also functions as a residence permit, so no separate residence application is necessary. Employment may begin once the work permit is officially in effect.
Employers sponsoring foreign workers in Turkey assume specific legal and administrative responsibilities that extend beyond the initial work permit application. Failure to meet these obligations may result in fines, permit cancellations, and restrictions on future applications.
A common misconception among foreign investors is that establishing or owning a company in Turkey automatically grants the right to work in that company. This is not the case under Turkish law.
Even if a foreign national is the sole shareholder, a majority shareholder, or a board member of a Turkish company, a work permit is still required to perform any work activities within the company. The act of company formation does not substitute for a work authorization, and operating without a permit exposes both the individual and the company to the same penalties applicable to unauthorized employment.
However, the process for company owners is somewhat streamlined in practice. Foreign nationals who hold at least 20% of the company's share capital may benefit from a relaxation of the standard 1-to-5 ratio requirement. This means a newly established LLC with foreign ownership may apply for a work permit for the owner-shareholder without needing to first hire five Turkish employees, provided the 20% threshold is met.
Foreign entrepreneurs who plan to actively manage their Turkish company should factor the work permit application timeline into their overall business setup schedule. Coordinating the company registration, tax enrollment, and work permit application in parallel, with the guidance of a qualified advisor, can help avoid unnecessary delays in commencing operations.
The total cost of obtaining a work permit in Turkey depends on several factors, including the permit type, the employee's nationality, and whether professional advisory services are engaged. Below is a general cost breakdown. As of 2026, the following fee ranges are indicative and subject to change based on official updates.
| Cost Item | Approximate Range (TRY) | Notes |
|---|---|---|
| Ministry Application Fee | 1,500 to 2,500 | Paid to the Ministry of Labor; varies by permit type |
| Visa Fee | Varies by nationality | Paid at the Turkish Consulate; depends on bilateral agreements |
| Residence Card Fee | 500 to 1,000 | For the work permit card, which doubles as a residence card |
| Professional Service Fee | 5,000 to 15,000 | CPA or legal advisory firm handling the application process |
| Translations and Notarization | 1,000 to 3,000 | Sworn translation and notarization of foreign documents |
| Estimated Total | 8,000 to 21,500 | Approximate combined cost for a standard work permit application |
As of 2026, fee amounts are approximate and based on currently published tariffs. Actual costs may vary depending on individual circumstances, consulate-specific requirements, and the complexity of the application. Celikel CPA provides a detailed fee quotation before engagement.
The end-to-end timeline for a Turkish work permit application typically ranges from 2 to 3 months, depending on document readiness, consulate scheduling availability, and Ministry processing workload. Below is a typical breakdown by stage.
| Stage | Estimated Duration | Details |
|---|---|---|
| Document Preparation | 1 to 2 weeks | Gathering, translating, notarizing, and apostilling required documents |
| E-Izin Online Application | 1 day | Employer submits the electronic application via the E-Izin portal |
| Consulate Application | Within 10 working days | Employee applies for a work visa at the Turkish Consulate |
| Ministry Evaluation | 30 to 45 days | Review by the Directorate General of International Labor Force |
| Visa Collection and Travel | 1 to 2 weeks | Visa issuance at the Consulate and travel to Turkey |
| Total Estimated Duration | 2 to 3 months | From initial document preparation to commencement of employment |
Timelines may vary based on the specific consulate's processing schedule, the completeness of the submitted documentation, and whether the Ministry requests supplementary information. Early and thorough document preparation is the most effective way to avoid delays.
Understanding the typical grounds for work permit rejection can help applicants and employers prepare stronger applications. The following are frequently cited reasons for denial by the Ministry of Labor and Social Security.
The employer does not meet the 1-to-5 ratio and does not qualify for any exception. This is one of the most common grounds for rejection, particularly for newly established or small companies.
The employer fails to demonstrate sufficient capital (at least 100,000 TRY) or revenue (at least 800,000 TRY) to justify hiring a foreign employee. Newly established companies without a fiscal year track record may face additional scrutiny.
The employer does not provide a convincing explanation for why the position cannot be filled by a Turkish citizen. The Ministry expects a clear description of the specialized skills, qualifications, or experience that make the foreign candidate necessary.
The proposed salary does not meet the minimum thresholds set by the Ministry. As of 2026, salaries for foreign employees are generally expected to be at least 1.5 times the gross minimum wage, with higher multiples for certain positions.
The foreign employee fails to apply at the Turkish Consulate within 10 working days of the E-Izin submission. This procedural requirement is strictly enforced, and missing the deadline typically results in automatic cancellation of the application.
Rejected applications may be appealed or resubmitted after addressing the identified deficiencies. Engaging a qualified advisory firm before the initial submission can help identify and resolve potential issues in advance, improving the likelihood of approval.
Celikel CPA is a licensed CPA firm authorized by the Turkish Ministry of Finance, with practical experience supporting foreign investors and employers through the work permit application and compliance process.
Celikel CPA and Accounting Firm, led by CPA Yigit Celikel, provides integrated financial, compliance, and advisory services for international businesses and foreign employees operating in Turkey. Our team communicates in English, Turkish, Arabic, Russian, and Chinese, enabling direct coordination with the Ministry of Labor, SGK, tax offices, and consular authorities on your behalf.
The information presented on this page is grounded in the following official Turkish legislation and institutional resources: