Work Permit in Turkey

Foreign nationals who intend to work in Turkey generally need a valid work permit or work permit exemption before beginning employment. A residence permit does not, by itself, provide the right to work. Employers hiring foreign personnel must also comply with employment, social security and work authorization requirements.

As part of its labor and employment law services in Turkey, Tuva Law assists foreign employees and employers with work permit applications, renewals, employer compliance and legal remedies following a rejected application.

This guide explains the main types of work permits, domestic and overseas application routes, current employer assessment criteria, salary requirements, required documents and the general stages of a work permit application in Turkey. The applicable requirements may vary according to the applicant’s qualifications, profession, immigration status, employer and sector.

Legal Framework for Work Permits in Turkey

Work permits for foreign nationals are primarily regulated by International Labor Force Law No. 6735 and administered by the Ministry of Labor and Social Security. Foreign nationals must obtain an appropriate work permit or work permit exemption unless they fall within a legally recognized exception.

A residence permit and a work permit serve different purposes. Holding a residence permit does not automatically authorize a foreign national to work in Turkey. A valid work permit generally provides the right to work and reside in Turkey within the scope and duration of the authorization granted.

A work permit issued for employment with a particular employer does not automatically allow the foreign employee to work for another company or in a different position. Changes involving the employer, workplace, profession or employment status may require a new application or notification.

Applications are evaluated according to the international labor force policy, the applicant’s qualifications, the proposed position, the employer’s structure, salary criteria and applicable sector-specific requirements. Certain professions are reserved for Turkish citizens, while some regulated professions require preliminary authorization from the relevant public authority.

Work Permit Requirements in Turkey

The requirements for a work permit in Turkey depend on the applicant, employer, profession, sector and application route. The general assessment criteria should not be treated as absolute rules because exemptions and special criteria may apply to particular sectors, professions, investments and categories of foreign nationals.

Employment Criterion

As a general principle, an employer operating on a balance-sheet basis must employ at least five Turkish citizens for each foreign national for whom a work permit is requested.

However, the five-to-one employment criterion does not apply in every application. The Ministry provides exemptions and special rules for certain employers, sectors and foreign nationals. For example, different criteria may apply to qualifying information technology positions, advanced technology activities, tourism businesses, public projects and some domestic applications submitted by foreign nationals with a documented history of legal residence in Turkey.

The applicable employment criterion should therefore be checked according to the employer’s sector and the status of the applicant before the application is submitted.

Financial Eligibility of the Employer

Under the current general assessment criteria, a newly established employer operating on a balance-sheet basis must generally have paid-in capital of at least TRY 500,000.

An operating employer that has already prepared at least one year-end balance sheet and annual income statement must generally satisfy at least one of the following requirements:

• Paid-in capital of at least TRY 500,000;
• Net sales of at least TRY 8,000,000; or
• Exports of at least USD 150,000.

Different financial criteria or exemptions may apply to company shareholders, qualifying investments and employers operating in sectors subject to special assessment rules.

Salary Requirements

The salary declared for the foreign employee must comply with the minimum salary criterion applicable to the proposed position. The criterion is calculated according to the gross minimum wage in force on the application date.

Under the general assessment criteria, the declared monthly salary must generally be at least:

• Five times the gross minimum wage for senior executives and pilots;
• Four times the gross minimum wage for engineers and architects;
• Three times the gross minimum wage for other managers;
• Twice the gross minimum wage for positions requiring expertise or professional skills; and
• The gross minimum wage for domestic services and other occupations.

The job title, employment contract, employee qualifications and declared salary should be consistent with one another.

Qualifications and Professional Requirements

The applicant may be required to provide diplomas, professional certificates, references or other documents demonstrating the qualifications required for the proposed position. Regulated professions may also require preliminary authorization from the competent ministry or public institution.

The selected occupation code and job description should accurately reflect the work that the foreign national will perform. Inconsistencies between the employee’s qualifications, proposed position, employment contract and salary declaration may negatively affect the assessment.

Sector-Specific Criteria and Exemptions

Special assessment criteria apply to several sectors, including information technology, education, healthcare, tourism, aviation, domestic services, advanced technology and certain agricultural and manufacturing activities.

Some applicants and employers may be exempt from the general employment or financial eligibility criteria. An exemption from one criterion does not necessarily mean that the applicant is exempt from all work permit requirements. Each application should be reviewed under the rules applicable on the submission date.

How to Apply for a Work Permit in Turkey

A work permit application may be submitted through a domestic application, an overseas application or an extension application. The correct route depends on whether the foreign national is currently in Turkey, the type and duration of their legal status and whether they already hold a valid work permit.

For standard employer-sponsored applications, the process involves both the foreign employee and the employer. The information provided by the parties should be consistent with the employment contract, proposed position, salary declaration and employer records.

Domestic Work Permit Application

A domestic application may generally be submitted for a foreign national who is legally present in Turkey and holds a valid residence permit issued for at least six months. The applicant will normally have a foreign identity number beginning with 99.

The application is submitted electronically by the employer through the Ministry’s work permit application system. The employer must provide the required company records, employment information and supporting documents concerning the foreign employee.

Holding a residence permit does not guarantee that a domestic work permit application will be approved. The applicant’s residence status, the employer’s eligibility, the proposed position and the applicable evaluation criteria are reviewed separately.

Foreign nationals who do not qualify for a domestic application may need to use the overseas application procedure.

Overseas Work Permit Application

A foreign national who does not hold an eligible residence permit in Turkey generally begins the process through a Turkish embassy or consulate in their country of citizenship or legal residence.

Following the consular application, the foreign national receives a 16-digit reference number. The employer in Turkey uses this reference number to complete the employer’s part of the application electronically and submit the required documents to the Ministry of Labor and Social Security.

The consular application and the employer’s electronic application are connected parts of the same procedure. Missing the applicable submission periods or providing inconsistent information may prevent the application from being properly evaluated.

If the application is approved, the required government fees and document charges must be paid. The foreign national must then complete the applicable visa, entry, address registration and social security procedures.

Work Permit Extension Applications

An extension application may be filed beginning 60 days before the existing work permit expires and must be submitted before the expiry date. An application filed after the permit has expired is generally evaluated as a new application rather than an extension.

Where the foreign employee continues working for the same employer and the application is approved, the first extension may be granted for up to two years. Subsequent extensions with the same employer may be granted for up to three years.

An application to work for a different employer is generally evaluated under the rules applicable to an initial work permit application. A valid permit connected to one employer does not automatically authorize employment with another employer.

Main Stages of a Work Permit Application

The general application process involves the following stages:

1. Determining the appropriate application route and work permit category;
2. Reviewing the employer’s employment, financial and sector-specific eligibility;
3. Preparing the foreign employee’s documents and employment contract;
4. Submitting the consular application, where required;
5. Completing the employer’s electronic application;
6. Responding to requests for additional information or documents;
7. Receiving the Ministry’s decision;
8. Paying the required fees following approval; and
9. Completing employment, social security and registration procedures.

The Ministry may request additional information during its assessment. The exact documents and procedure may vary according to the applicant’s nationality, profession, employer, sector and immigration status.

Types of Work Permits in Turkey

International Labor Force Law No. 6735 provides different work authorization categories according to the applicant’s employment relationship, legal status, professional background and intended activities in Turkey.

Temporary Work Permit

A temporary work permit is the standard authorization issued to a foreign national working for a particular employer in a specified position. For an initial application, the permit may be granted for up to one year, provided that its duration does not exceed the term of the employment or service contract.

The permit is generally connected to the employer, workplace and position stated in the application. A foreign employee who intends to change employers should not assume that the existing permit can be transferred automatically. An application involving a different employer is generally treated as an initial application.

A temporary work permit may be extended when the application is submitted within the applicable period. For continued employment with the same employer, the first extension may be granted for up to two years and subsequent extensions for up to three years.

Indefinite Work Permit

Foreign nationals who hold a long-term residence permit or have at least eight years of legal work permit history in Turkey may apply for an indefinite work permit. Satisfying these conditions does not create an automatic right to approval, and the application remains subject to the Ministry’s assessment.

An indefinite work permit provides broader work and residence rights than an employer-specific temporary permit. However, rights reserved for Turkish citizens, including certain professions, public service positions, voting rights and military obligations, remain outside its scope.

The indefinite permit document must also be renewed at the intervals specified by the Ministry, even though the underlying work authorization is indefinite.

Independent Work Permit

An independent work permit allows an eligible foreign national to work in Turkey in their own name and on their own account without being employed by a specific employer. Independent work permits are issued for a limited period.

Applications may be assessed according to the applicant’s education, professional experience, contribution to science and technology, investment activities and the expected impact of the proposed business on the Turkish economy and employment.

Opening or becoming a shareholder in a company does not automatically give a foreign national the right to work in that business. The company structure, shareholding, capital contribution and work permit requirements should be evaluated separately.

Turquoise Card

The Turquoise Card is available to certain qualified foreign nationals whose education, professional experience, scientific or technological contributions, investments or internationally recognized activities meet the applicable assessment criteria.

A Turquoise Card holder benefits from rights associated with an indefinite work permit, subject to the limitations established by law. Eligible family members may also receive a document showing their relationship to the card holder and serving as a residence permit.

Our detailed guide to the Turquoise Card in Turkey explains the general eligibility factors, application procedure and rights associated with Turquoise Card status.

The Turquoise Card does not automatically grant Turkish citizenship. Work authorization, residence status and citizenship should be evaluated as separate legal matters.

Work Permit Exemptions

Certain foreign nationals may perform limited activities in Turkey under a work permit exemption rather than a standard work permit. The availability and duration of an exemption depend on the applicant’s activities, qualifications and the specific exemption category.

A work permit exemption should not be understood as a general right to work without authorization. An exemption application or notification may still be required before the relevant activity begins.

Reasons a Work Permit Application May Be Rejected

A work permit application may be rejected when the applicant, employer, proposed position or submitted documents do not satisfy the applicable legal and administrative requirements. The reason for a negative decision should be evaluated according to the specific application rather than relying on general assumptions.

Factors that may result in rejection include:

• Failure to satisfy the applicable employment or financial eligibility criteria;
• A declared salary below the threshold required for the proposed position;
• Inconsistencies between the job title, employment contract, salary and applicant’s qualifications;
• Missing, expired, incomplete or incorrectly prepared documents;
• Failure to obtain preliminary authorization for a regulated profession;
• An application concerning a profession reserved for Turkish citizens;
• Use of an incorrect domestic or overseas application route;
• Failure to complete the connected consular and employer application stages;
• Submission of false or misleading information;
• Failure to provide requested additional documents within the permitted period; or
• Circumstances affecting immigration status, public order, public security or public health.

The five-to-one employment criterion or the general financial thresholds should not be applied without first checking whether the application qualifies for a sector-specific or applicant-specific exemption.

Employers should confirm their eligibility before submitting an application. The employee’s qualifications, proposed job, occupation code, salary declaration and employment contract should also be reviewed together to ensure that the application presents consistent information.

Objection to a Rejected Work Permit Application

The Ministry notifies the foreign national or employer of a decision rejecting, cancelling or terminating a work permit. An objection may be submitted to the Ministry within 30 days following notification of the decision.

An effective objection should address the specific legal and factual grounds stated in the rejection decision. Depending on the reason, the objection may require updated employer records, financial documents, evidence of employee qualifications, an amended job description or documents showing that a particular exemption applies.

Submitting the same documents again without addressing the stated reason may not resolve the problem. Before deciding between an objection and a new application, the applicant and employer should assess whether the negative decision resulted from a factual error, missing evidence, failure to meet a criterion or the selection of an incorrect application category.

If the administrative objection is rejected, an application may be made to the competent administrative court. The available procedure and applicable deadlines should be evaluated according to the notification date and the circumstances of the decision.

Tuva Law assists foreign employees and employers with reviewing rejection decisions, preparing administrative objections and pursuing available judicial remedies. We also advise on whether the deficiencies can be corrected through a new work permit application.

Legal Assistance with Work Permit Applications

A work permit application requires coordination between the foreign employee, the employer and the relevant public authorities. The appropriate application route, employer eligibility, proposed position, salary declaration and supporting documents should be reviewed before the application is submitted.

Tuva Law provides legal assistance with:

• Determining the appropriate work permit or exemption category;
• Reviewing eligibility for domestic and overseas applications;
• Assessing employer employment and financial criteria;
• Preparing and reviewing employment contracts;
• Checking employee qualifications and supporting documents;
• Coordinating consular and employer application stages;
• Responding to requests for additional information;
• Preparing work permit extension applications;
• Advising on changes of employer or employment status; and
• Preparing objections to rejected work permit applications.

Our services are available to foreign employees, entrepreneurs, investors, Turkish employers and international companies operating in Turkey. International clients can also receive assistance from an English-speaking lawyer in Ankara during the application and administrative follow-up process.

The approval of a work permit application depends on the Ministry’s assessment and the circumstances of the application. Legal assistance does not guarantee approval, but it can help the applicant and employer identify the applicable requirements, prepare consistent documentation and respond appropriately to administrative requests or decisions.

To request legal assistance with a work permit application, extension or objection, please contact Tuva Law.

Frequently Asked Questions About Work Permits in Turkey

Reviewed by Attorney Osman Selçuk Akyüz

This article was legally reviewed by Attorney Osman Selçuk Akyüz, founding attorney at Tuva Law and Consultancy. His practice areas include labor law and legal matters involving employees, employers and international clients in Turkey.

Last reviewed: August 19, 2026

Work permit procedures, assessment criteria and administrative practices may change. Applicants and employers should verify the requirements applicable on the submission date and obtain advice based on the circumstances of their application.

The information provided in this article is intended for general informational purposes and does not constitute legal advice.