A good onboarding process in Turkey (Türkiye) does two jobs at once. It welcomes new employees and gets them productive quickly, and it creates the documents, registrations and records that Turkish law expects an employer to have from the first day of work. Many later disputes about pay, overtime, leave or dismissal are decided on what was, or was not, documented at the start.
This guide sets out a practical, step-by-step onboarding process for foreign employers, from recruitment through the first three months. It builds on the legal framework explained in our guide to hiring employees and employment law.
Key points
- Recruitment must respect equal treatment rules and data protection limits on what candidates can be asked and what checks can be made.
- The employee must be notified to the Social Security Institution (SGK) before starting work, and foreign nationals must hold a work permit before day one.
- Employers must keep a personnel file for each employee containing identity information and the documents the law requires.
- Privacy notices, health and safety training and a signed contract should all be in place before or on the first day.
- Probation, remote working and benefits should be documented in writing to avoid uncertainty later.
Before you recruit
Job adverts and selection
Job adverts and selection decisions must not discriminate on grounds such as sex, race, religion, political opinion, disability, age or marital status. Avoid requirements that are not genuinely needed for the job, for example a specific age range or a preference for one sex, unless there is a lawful, objective justification. Keep a record of how candidates were assessed in case a decision is challenged.
Candidate data and background checks
Candidate data is personal data under the Personal Data Protection Law (KVKK). Before collecting it, give candidates a privacy notice explaining how their CV and interview data will be used, how long it will be kept and whether it will be shared with group companies abroad. In practice:
- Collect only what is needed for the recruitment decision.
- Be careful with background checks. Criminal record certificates should be requested only where a law requires it or where it is clearly justified by the nature of the role. Health data, including medical reports, is special category data and needs a specific legal basis.
- Reference checks with former employers should be carried out with the candidate's knowledge.
- Unsuccessful candidates' data should be deleted or anonymised once it is no longer needed.
Our article on key updates to Turkey's data protection law explains the framework in more detail.
Offer letters
An offer letter should state the main terms clearly: job title, place of work, start date, gross salary, working hours, probation period and any benefits. Make clear whether the offer depends on conditions such as a work permit, a health report or references. Avoid promising terms that will not appear in the employment contract, because the employee may later rely on them.
Preparing the employment contract
The employment contract is the core onboarding document. In Turkey it is usually prepared in Turkish or in bilingual Turkish and English form. A Turkish text is easier to rely on before Turkish authorities and courts, and bilingual contracts generally state which language prevails.
A well-drafted contract typically covers:
- the parties, job title and description, and place of work (with any mobility clause)
- whether the contract is indefinite or fixed-term (fixed-term contracts need an objective reason)
- the probation period, of up to two months, or four months under a collective agreement
- gross salary, payment date and method, and any bonus or commission scheme
- working hours, overtime arrangements and the employee's consent to overtime where required
- annual leave, at least at the statutory level
- confidentiality, intellectual property and, where justified, a non-compete clause that meets the requirements of the Turkish Code of Obligations
- notice periods, which cannot be shorter than the statutory minimums
The legal requirements are covered in our hiring employees guide. Have the contract signed before the employee starts work, and give the employee a signed copy.
Before day one: registrations and permits
| Step | When | Who usually handles it |
|---|---|---|
| Register the workplace with SGK (first employee only) | Before or when the first employee starts | The company or its mali müşavir |
| Notify SGK of the employee's start of employment | Generally at least one day before work begins | Payroll provider or mali müşavir |
| Work permit for a foreign national | Granted before the start date | The employer, through e-İzin |
| Health report, where required for the role | Before starting work | The employee, through an authorised physician |
| Set up payroll and bank salary payment | Before the first payroll | Payroll provider and the company's bank |
| Prepare IT access, equipment and workplace badge | Before day one | The company |
SGK start notification
Every employee must be notified to SGK through the electronic declaration system before they start work. The general rule is that the notification must be made no later than the day before work begins. Limited exceptions allow notification no later than the start day for construction, fishing and agriculture workplaces, and some other special cases have their own deadlines. Starting work before the notification is made results in administrative fines and can make the employer liable for the cost of benefits if an accident happens before registration.
Work permits for foreign nationals
A foreign national must hold a valid work permit before starting work, unless an exemption applies. Do not schedule a start date that depends on a pending decision. See work permits for foreign staff.
Documents to collect and the personnel file
The Labour Law (Article 75) requires employers to keep a personnel file for each employee. The file should contain the employee's identity information, the documents the employer is required to keep under the law and other legislation, and records relating to the employee. The employer must keep the information confidential and use it in good faith.
Documents commonly collected at onboarding include:
- copy of the identity card (or passport and residence or work permit for foreign nationals)
- proof of address or a residence certificate (ikametgah)
- diploma or certificates relevant to the role
- the signed employment contract and job description
- a health report where required by law or by the nature of the work, for example in hazardous work
- criminal record certificate only where justified by law or the role
- bank account details for salary payment
- emergency contact details
- signed acknowledgements of policies, privacy notices and health and safety training
- a photograph, where needed for identity cards or access badges
Keep originals or certified copies where the law requires them, and store the file securely. Only staff who need access should have it.
Data protection at onboarding
On or before the first day, give the employee a written employee privacy notice (aydınlatma metni) describing the categories of data processed, the purposes, the legal grounds, the recipients (including group companies and service providers abroad) and the employee's rights. Ask for explicit consent only for processing that has no other legal basis, and do not make consent a condition of employment.
If employee data will be stored in global HR, payroll or communication systems outside Turkey, check that a valid transfer mechanism is in place under the rules introduced in 2024. See New Turkish Regulations on International Data Transfers.
Health and safety on the first day
Under the Occupational Health and Safety Law (No. 6331), new employees must receive health and safety training before they start work. Training typically covers:
- general workplace rules and the employer's health and safety policy
- the specific risks of the role, taken from the workplace risk assessment
- use of personal protective equipment
- emergency procedures, evacuation routes and first aid arrangements
- how to report hazards, near misses and accidents
The content and minimum duration depend on the workplace's hazard class. Keep signed training records in the personnel file. For hazardous and very hazardous work, the employee may also need a pre-employment health examination. Our article on workplace safety rules effective from 1 January 2025 explains recent changes for smaller workplaces.
Workplace rules, policies and IT
Give new employees the workplace rules and the policies that apply to them, and ask them to acknowledge receipt in writing. Common examples are:
- working hours, breaks, timekeeping and overtime approval
- leave requests and absence reporting
- code of conduct, anti-bribery and conflicts of interest
- confidentiality and protection of trade secrets
- IT, email, device and social media use, including any monitoring (which must be proportionate and explained in advance)
- expenses and travel
- disciplinary procedure
Clear, acknowledged policies are much easier to rely on in disciplinary situations and in defending dismissals. See termination and offboarding.
Payroll and benefits set-up
Payroll in Turkey is usually run by a licensed financial adviser (mali müşavir) or a payroll provider, who calculates gross-to-net pay, withholds income tax and stamp duty, and files the monthly declarations with the tax office and SGK. Before the first payroll:
- confirm the gross salary and pay date in the contract and the payroll system
- set up salary payments through the bank. Many employers arrange payroll accounts for employees at their corporate bank under a payroll agreement
- record any benefits and confirm their tax and social security treatment. Common benefits include private health insurance, meal cards or meal allowances, transport support, mobile phones and company cars
- check whether any payroll incentives or contribution reductions apply
Our guide to opening a corporate bank account covers the banking side, and the tax guide covers payroll taxes.
Remote and hybrid workers
If the employee will work remotely in whole or in part, the Remote Working Regulation requires the arrangement to be agreed in writing. The agreement should cover the job description, how and where the work will be done, working hours, the equipment the employer will provide and who bears costs, communication arrangements and data protection measures. Health and safety duties continue to apply to remote workers, adapted to their situation.
Onboarding foreign employees
Foreign employees need the same onboarding as Turkish employees plus some extra steps:
- the work permit card and its validity date recorded in the personnel file, with renewal dates diarised
- address registration and, where relevant, family residence permits
- a tax number and a Turkish bank account. See our article on tax numbers for foreigners in Turkey
- practical support with housing, schooling and local healthcare
- payroll matching the salary declared in the work permit application
First-day checklist
| Item | Done? |
|---|---|
| SGK start notification made (generally at least one day before) | |
| Work permit in place for foreign nationals | |
| Employment contract signed by both parties; employee has a copy | |
| Employee privacy notice given and any consents recorded | |
| Health and safety training delivered and signed record kept | |
| Workplace rules and key policies acknowledged | |
| Personnel file opened with required documents | |
| Payroll details and bank account confirmed | |
| IT access, equipment and badge issued with signed receipt | |
| Line manager and probation objectives confirmed |
The first 90 days
Probation
If a probation period has been agreed, it can last up to two months (four under a collective agreement). During probation either party can end the contract without notice and without compensation, although wages for the time worked must be paid. Use the period actively: set objectives, hold check-ins and record feedback. A decision to end employment should be made and communicated before the probation period ends, because the statutory termination rules apply afterwards.
Weeks one to four
- introduce the employee to the team, clients and key processes
- complete role-specific training and any additional safety training
- confirm working patterns, overtime approvals and leave procedures in practice
Weeks five to twelve
- review objectives and give documented feedback
- check that the first payroll, SGK declarations and benefits are correct
- collect any outstanding onboarding documents
- confirm the probation outcome in writing
Frequently asked questions
When must a new employee be notified to SGK?
The employer must notify the Social Security Institution of a new employee's start of employment before work begins, generally no later than the day before. Limited exceptions allow notification no later than the start day for construction, fishing and agriculture workplaces, and some other special cases have their own deadlines. Late notification leads to administrative fines and can expose the employer to the cost of benefits if an accident happens before registration.
What documents should an employer collect from a new employee in Turkey?
Commonly collected documents include an identity document, proof of address, diploma or certificates, bank details, emergency contacts, a health report where required for the role and, only where justified, a criminal record certificate. The signed contract, privacy notice and training records also go in the personnel file. Foreign employees also provide their passport and work permit.
What is a personnel file and is it mandatory?
Article 75 of the Labour Law requires employers to keep a personnel file for each employee containing identity information and the documents required by law. The employer must keep the information confidential and use it in good faith. Personnel files are reviewed in labour inspections and are important evidence in disputes.
Does the employment contract have to be in Turkish?
Law No. 805 requires Turkish companies to use Turkish in their dealings in Turkey, and its effect on contracts in other languages is not settled, so employment contracts are normally prepared in Turkish or in bilingual form with a Turkish text. A Turkish text is easier to rely on before Turkish authorities and courts. Bilingual contracts usually state which language prevails.
Can an employer run background checks on candidates in Turkey?
Background checks are possible but limited by data protection law. Employers should collect only data needed for the role, explain processing in a privacy notice and request criminal record certificates only where a law requires it or the role clearly justifies it. Health information is special category data and needs a specific legal basis.
Is health and safety training required before starting work?
Yes. Under the Occupational Health and Safety Law, employees must receive health and safety training before they start work, with content and minimum duration depending on the workplace's hazard class. Training records should be signed and kept in the personnel file. See our hiring employees guide for the wider health and safety obligations.
How long can a probation period last in Turkey?
A probation period of up to two months may be agreed, extendable to four months by a collective labour agreement. During probation either party can end the contract without notice or compensation, but wages for the days worked must be paid.
Do remote workers need a separate agreement?
Yes. The Remote Working Regulation requires remote working arrangements to be agreed in writing, covering matters such as the job, working hours, equipment, cost allocation, communication and data protection. Health and safety obligations continue to apply to remote workers.
Can a foreign employee start work while their work permit is being processed?
No. A foreign national should start work only once the work permit has been granted, unless an exemption applies. Starting earlier can be treated as unlawful employment, with fines for both the employer and the employee. See work permits for foreign staff.
Which benefits are common for employees in Turkey?
Common benefits include private health insurance, meal cards or meal allowances, transport support or shuttle services, mobile phones and, for some roles, company cars. Each benefit has its own tax and social security treatment, which should be confirmed with the payroll provider before it is offered.
Should onboarding documents be signed electronically or on paper?
Electronic signatures and records are increasingly used, but some documents are still commonly kept with wet signatures or qualified electronic signatures, given their evidential value in labour disputes. Whichever method is used, the employer should be able to prove that the employee received and acknowledged each document.
This guide is general information about Turkish law and practice at the date shown above. It is not legal, tax or customs advice and should not be relied on as such. Rules, thresholds and procedures in Türkiye change frequently and their application depends on the facts, so take advice on your own circumstances before acting. Advice on Turkish law is provided through lawyers qualified in Türkiye.