Q. What types of employment contracts are recognized under Turkish labor law?
Turkey recognizes indefinite (permanent), fixed-term (temporary), part-time, and on-call employment contracts. Contracts can also include probation clauses or remote work terms. Each contract type must follow specific legal rules defined under Labor Law No. 4857 (Articles 10–14).
Q. When can an employer offer a fixed-term contract in Turkey, and how often can it be renewed?
Fixed-term contracts are only valid for temporary work or specific projects with objective justification. Repeated renewals without valid reason are not allowed. If misused, the law converts the contract into an indefinite one. (Article 11)
Q. What is the maximum probation period allowed under Turkish labor law?
Employers may include a probation period of up to 2 months, or 4 months if a collective agreement applies. Either party can terminate the contract without notice or compensation during this period. (Article 15)
Q. Is a written employment contract mandatory in Turkey, and what must it include?
A written contract is required for agreements lasting one year or more. If not signed, employers must provide a written statement outlining key conditions (wage, hours, duties) within two months. (Article 8)
Q. How is part-time work defined under Turkish labor law, and what are the rights of part-time workers?
Part-time work means significantly fewer hours than full-time positions. Part-time workers are entitled to the same rights as full-time employees, adjusted proportionally (pro-rata). Discrimination based on working hours is not allowed. (Article 13)
Q. What are the rules for on-call employment contracts in Turkey?
On-call contracts must be written and state working hours. If hours aren’t specified, a minimum of 20 hours/week is assumed. Workers must be notified 4 days in advance and paid even if not called in. (Article 14)
Q. Are remote work agreements legally enforceable in Turkey?
Yes, remote work is regulated under the 2021 Remote Work Regulation. Employers must sign a written agreement covering duties, working hours, equipment, data protection, and expense responsibilities. Remote workers receive the same legal rights.
Q. Can an employer change a worker’s contract terms without consent?
No. Employers must notify the employee in writing about any changes to salary, role, or hours. The employee has 6 working days to approve in writing. Without consent, the original terms remain valid. (Article 22)
Q. Can repeated fixed-term contracts be considered permanent under Turkish labor law?
Yes. If fixed-term contracts are repeatedly renewed without a valid reason, they are legally considered indefinite. This ensures employers don’t avoid offering permanent rights. (Article 11)
Q. How does Turkish labor law distinguish between employees and contractors?
Employees work under the employer’s supervision and are protected by Labor Law No. 4857. Independent contractors operate autonomously, are not covered by labor protections, and use civil law contracts instead. Misclassification can lead to penalties.
Q. Do white-collar employees have different contract rules under Turkish labor law?
No. Labor Law No. 4857 applies to both white- and blue-collar employees. All workers receive equal protections unless excluded by a separate law (e.g. Press Law, Maritime Law). High-level executives may have limited job security rights.
Q. What happens if an employer doesn’t provide a written contract or job terms?
If no written contract is issued for employment over one year, employers must provide a written summary within two months. Failure to do so may result in fines and weakens the employer’s legal defense in disputes. (Article 8, Article 99)
