Turkey has long attracted international companies eager to take advantage of its young, skilled workforce and its growing tech and services ecosystem. In my experience, business leaders now face a unique mix of opportunities and challenges when recruiting locally. New labor policies, a shifting economic climate, and digital transformation trends shape how global employers can build teams here. As someone deeply involved with international workforce solutions through EWS Limited, I see firsthand how a smart employment strategy in Turkey unlocks success.
This guide draws on fresh market data, recent legislative updates, and my professional insight. I will outline everything required for companies to approach Turkish hiring with confidence in 2026—especially if they are considering the Employer of Record (EOR) model to simplify compliance and reduce risk. Whether you represent a scaling startup, an established multinational, or an HR leader searching for your next base, these are the questions and steps I see as most relevant for the year ahead.
Turkey’s employment climate has changed significantly over the past years. National and sectoral trends can make a major difference to your search for talent.
Turkey’s economy rebounded in 2025 after periods of volatility, affecting workforce dynamics. Unemployment dropped to 8.0% in July 2025, according to national data released by analyst sources. Notably, the gender gap persists: unemployment stood at 6.5% for men but 10.9% for women.
Paid employment in major sectors rose only modestly—by about 1.2%—with industry jobs falling 3.5% but construction growing 7.7% year-on-year. Meanwhile, job postings with İŞKUR declined by almost 17%—yet manufacturing remained the key sector hiring.
Turkey’s labor market is evolving, not standing still.
In conversations I’ve had recently with partners, I’ve noticed more emphasis placed on retention and agility. Understanding these current realities puts global employers in a stronger position to attract valuable talent in Turkey—particularly if aiming to build teams in tech, IT, or emerging industries.
I see today’s Turkish candidates valuing transparent employment structures, regular payment, and the opportunity for personal development. After the tough economic years of late 2020s, job security has also become a preference for many, especially in younger generations. Cross-border companies sometimes underestimate what is necessary to compete for Turkish professionals—market salary, social benefits, and clarity on career pathways matter.
Another aspect I see often misunderstood is the importance of compliance with local customs. It’s not just the law—respecting company formation practices, social security enrollment, and sectoral differences in Turkey shows commitment and helps with attraction.
Before expanding into Turkey or bringing on local staff, you need a reliable foundation. I always recommend these key preparations:
Choosing the best route depends on your goals, budget, and risk tolerance.
An Employer of Record is a partner that hires employees on your behalf, handling contracts, payroll, taxes, social security, and compliance with Turkish legislation while you oversee the day-to-day work. You maintain operational control without the administrative or legal complexity of setting up your own legal entity in Turkey.
This model can be especially effective for companies making their first hire in a new country or looking to test the Turkish market without a major up-front investment. Read more about this choice in the in-depth breakdown, your first hire in a new country: EOR vs entity setup.
I have learned, often through supporting international partners, that Turkish labor laws surprise even seasoned HR specialists. These are the basics any decision-maker should know.
The right partner, such as EWS Limited, can keep you updated on any regulatory changes, so your payroll and contract templates are always in alignment with Turkish law. For sector-specific detail, the compliance checklist for international hiring is invaluable.
Turkey’s system has unique formalities. One small error, like missing payslips, late salary transfer, or non-compliant job offers, can cause legal or financial trouble. I’ve seen authorities act fast. If payroll taxes or social security are not transferred as scheduled, penalties are stiff. Also, dual employment contracts (local plus HQ) may be flagged as tax evasion.
If your business is considering flexible or remote work setups, note that Turkey’s labor authority now requests explicit contract clauses that outline remote or hybrid conditions. It’s best to clarify up front and stay ahead of regulatory updates.
For a foreign business, speed and compliance are both gold. But in Turkey, process complexity can slow down hiring. I strongly encourage international companies to consider the Employer of Record route if they want:
EWS Limited, for example, centralizes all tasks with one point of contact and takes on risk and obligations, letting you focus on business growth. Read more about this “single-door” strategy in the EOR in Turkey overview by EWS Limited.
The EOR approach is flexible. You can use it to ramp up a team for a specific project, bridge until you set up your own Turkish branch, or maintain a long-term remote workforce without internal HR bloat. In my experience, this helps companies stay focused and confident while expanding internationally.
If you choose the EOR model, here is how the process generally works from my experience:
At each stage, you maintain control of the employee’s workload, performance, and training. The HR admin is lifted off your plate, while the strategic aspect stays with you.
Budgeting for your new hires is not always straightforward. In my work, I see both direct and indirect costs that should be weighed carefully.
While cost structures are standard, payroll can quickly get complicated with allowances, variable tax rates, or international currency considerations. Using a professional payroll outsourcing option, such as EWS Limited’s multi-currency service, brings clarity here.
The Turkish workforce is highly qualified in IT, engineering, and manufacturing roles. In my recent searches for skilled professionals, these are the most effective channels I recommend:
Over the past year, the total job openings posted to İŞKUR dropped by almost 17%, but manufacturing, IT, and engineering opportunities still lead demand, according to national sources.
One lesson I have learned is that proactive engagement—responding quickly and clearly to applications—matters a lot in this still-competitive market. Remote work remains a draw for many, but most Turkish candidates still value local HR support, a legal contract, and prompt payroll. That’s how EWS Limited platforms serve clients, offering compliant local HR while granting international flexibility.
I’ve seen several workforce shifts that impact global recruitment in Turkey right now. Staying in tune with these trends helps companies win over both fresh and experienced professionals:
With sectoral employment shifting (industry employment dipped, while construction and tech rose according to latest national figures), smart employers tailor their offers, benefits, and workflows to fit these realities. Letting a local advisor, such as EWS Limited, keep you plugged in helps you stay competitive and compliant.
For every new team member you wish to bring on in Turkey, the contract template is more than a formality. In my own legal consultations, I always ensure these points appear:
With an EOR, all these details are centralized. You approve the terms, and the EOR generates local-compliant documents and keeps you updated on any law changes throughout the year.
Once you have the perfect candidate, don’t lose them because of a slow or confusing onboarding. In my consulting role with EWS Limited, I always recommend:
It’s tempting to build a wholly owned Turkish subsidiary. However, in my experience, weighing this against an EOR solution is key for cost-conscious or fast-moving companies. Setting up a new legal entity in Turkey requires notary, bank, legal, and licensing work—often taking months and demanding a significant up-front investment. Ongoing compliance (audits, tax filings, HR audits) can distract from your core aims.
By contrast, EOR lets you recruit and manage Turkish staff legally and quickly, with no local branch. This makes it ideal for first hires, pilot projects, or uncertain market entries. For more on the differences, see the full comparison of PEO and EOR for your first overseas hire.
As you scale, the EOR model allows for easy transition—either continuing as-is or helping you transfer your team to your own entity when ready. This is how EWS Limited supports both scaling startups and large organizations with multiple business models.
Establishing and growing a team in Turkey brings huge potential for international companies in 2026. I have seen the results when companies prepare fully: the best offer wins, but only once you get compliance, payroll, and onboarding perfect. The Employer of Record route with EWS Limited makes all this possible—removing the paperwork, reducing risk, and giving you a trusted local partner who “connects the dots” between global goals and Turkish regulations. Read more about building tomorrow’s teams at this scalable HR strategy resource.
Let your Turkish expansion run smoothly and securely—with EWS Limited at your side.
If you are ready to move forward, reach out to EWS Limited for tailored EOR, payroll, and hiring support for Turkey. Get in touch to discuss your needs. Empower your company’s next growth step today.
To legally recruit people in Turkey, you must either establish a local legal entity and employ staff directly or work with an Employer of Record who takes on the legal employer role for you. The process includes preparing a Turkish-compliant, written employment contract, registering employees for social security and tax, and ensuring all salary, benefit, and leave rights are provided from the start.
Turkish labor law covers maximum weekly working hours (45), strict rules on paid leave, clear severance and termination protocols, and mandatory employee social security contributions from both employer and employee. These laws apply to all private sector employers. Written, compliant contracts are required, and overtime, holidays, and remote work arrangements must be set out clearly within them.
Your total employee cost in Turkey includes gross salary, employer social security contributions (typically 20-24%), possible sectoral bonuses, recruitment fees, and payroll admin costs. Using an EOR service will also involve a service fee, but this typically reduces risk and additional compliance costs for international companies.
For many international companies, hiring through an Employer of Record is worth it because it enables fast, legal market entry, full compliance, and risk management, without the time and cost of local company formation. It also allows you to recruit, pay, and manage staff in Turkey while keeping all regulatory obligations managed by a single partner.
To recruit qualified people in Turkey, use local job boards, the Turkish Employment Agency (İŞKUR), university career events, specialist recruitment agencies, and professional LinkedIn searches. IT, engineering, and manufacturing are especially strong sectors for international hires in 2026. Working with a partner like EWS Limited ensures that your offers, payroll, and onboarding are competitive and compliant.
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