在拓展到这个充满活力的市场时，如何应对土耳其劳动法的复杂性是一个重大挑战。雇主记录（专业雇主）产品和服务为企业提供了一种简化的方法来有效应对这些挑战。G-P专业雇主解决方案使您能够在几分钟内在土耳其招聘和入职人才，从而简化您的扩张，而无需建立当地法人实体。​​ 

通过我们的全球实体基础设施， G-P充当合法雇主，完全遵守土耳其法律和法规，处理工资、税务合规、福利管理和人力资源事务。 这样，您就可以专注于管理您的运营和发展您的业务前景，而我们将负责处理土耳其的信用合规性和法律要求的复杂性。​​ 

在土耳其招聘​​ 

将您的团队扩展到土耳其意味着要遵守该国/地区的具体就业法规，主要由土耳其劳动法第4857号管辖。 在与土耳其的员工谈判雇佣合约和聘用信时，了解土耳其的薪资、福利和结束雇佣标准非常重要。 专业雇主会在整个过程中提供专家指导，确保从第一天起就符合规定。​​ 

虽然土耳其存在工会和集体谈判协议 (CBA)，但其普及程度因行业而异。在定义雇佣条款时，确定集体劳资谈判协议是否适用于您的部门非常重要。​​ 

土耳其的雇佣合同​​ 

While it is a best practice for all employment relationships, a written employment contract is legally mandatory for fixed-term contracts or contracts lasting one year or more. The contract should clearly state the employee’s compensation, benefits, and termination requirements. Salary and regular allowances should generally be specified and paid in Turkish Lira (TRY), and foreign-currency indexing should be avoided unless a specific exception applies.​​ 

与像专业雇主一样的G-P合作，可确保为每次招聘提供本地合规雇佣合同，保护您的业务并为您的员工设定明确的期望。​​ 

土耳其的工作时间​​ 

The standard workweek is a maximum of 45 hours. These hours are generally distributed equally across working days unless the parties agree otherwise, subject to daily limits and overtime rules. These hours can be distributed unevenly over the working days, provided the daily working time does not exceed 11 hours and applicable rest-period rules are followed. Any work exceeding 45 hours in a week is considered overtime.​​ 

Overtime is compensated at a rate of 150% of the employee's normal hourly wage. Alternatively, an employee can opt to receive 1.5 hours of paid time off for every hour of overtime worked. The total amount of overtime is capped at 270 hours per employee per year.​​ 

土耳其的公共假日​​ 

在土耳其，员工有权享受以下国家和宗教节日的带薪休假：​​ 

  • 元旦一月1​​ 

  • 国家主权和儿童节：四月23​​ 

  • 劳动节和团结日： 5月1​​ 

  • 纪念阿塔图尔克，青年和体育节：五月19​​ 

  • 民主与民族团结日： 7月15​​ 

  • 胜利日八月30​​ 

  • 共和国日：10 月29 (1.5日，从1 开始：00 10 月28 日下午 )​​ 

  • 斋月节（Ramazan Bayramı）： 3 天（日期不一）​​ 

  • 祭祀节（库尔班拜拉姆）： 4 天（日期不定）​​ 

图尔基耶的假期​​ 

Employees are entitled to paid annual leave after completing one year of service with the employer, including the probationary period. This entitlement generally cannot be waived or replaced with payment during active employment. The minimum statutory leave entitlement increases with tenure:​​ 

  • 1 to 5 years of service: at least 14 working days. Employees under 18 or over 50 receive at least 20 working days.​​ 

  • 服务年限超过5 但少于15 ： 20 个工作日​​ 

  • 15 years or more of service: at least 26 working days​​ 

土耳其的病假​​ 

Employers are not legally required to pay an employee's salary during sick leave. Instead, the Social Security Institution (SGK) generally provides a temporary incapacity benefit to eligible employees for ordinary illness from the third day of incapacity, based on an official medical report. The first two days are not paid by SGK. Different rules may apply for work accidents, occupational disease, or maternity. In practice, many employers choose to pay the employee's full salary and then deduct the amount received from the SGK.​​ 

土耳其的产假和陪产假​​ 

Female employees are entitled to 16 weeks of paid maternity leave, typically taken as 8 weeks before birth and 8 weeks after. For multiple pregnancy, pre-birth leave is extended by 2 weeks. With medical approval, unused pre-birth leave may usually be added to post-birth leave. After this period, they can request up to 6 months of unpaid leave. Fathers covered by Turkish Labour Law are generally entitled to 5 days of paid paternity leave when their child is born. Public-sector employees may have different entitlements.​​ 

土耳其的医疗保险和补充福利​​ 

土耳其实行全民医疗保健制度，资金来源是雇主和雇员必须缴纳的社会保障金。虽然公共保险制度很全面，但许多雇主提供私人健康保险作为吸引顶尖人才的补充福利。 其他常见福利包括餐补（通常以餐卡形式发放）、差旅补贴和公司用车。​​ 

土耳其的终止和遣散​​ 

最长试用期为2个月，在此期间，任何一方均可无需通知或支付遣散费即可终止合同。这可以通过集体劳资谈判协议延长至4月。 试用期结束后，雇主若要终止雇佣关系，必须提供正当理由。在土耳其，如果无固定期限合同在没有正当理由的情况下终止，雇主必须提供法定通知或支付代通知金：​​ 

  • Less than 6 months of service: 2 weeks’ notice. This is the statutory minimum for ordinary termination of an indefinite-term contract.​​ 

  • 6 个月至1。5 服务年限： 4 提前几周通知​​ 

  • 1.5 至3 服务年限： 6 周通知​​ 

  • More than 3 years of service: 8 weeks’ notice, unless increased by contract or collective bargaining agreement​​ 

Employees with at least one year of service who are terminated without just cause are entitled to severance pay. Severance is not paid in cases of termination for just cause (e.g., misconduct) or resignation (with some exceptions). The payment is calculated as 30 days' gross pay for each full year of service. Service beyond full years is typically prorated, and the gross pay used may be capped by the statutory severance pay ceiling. All accrued, unused vacation must also be paid out upon termination.​​ 

在土耳其处理离职雇佣事宜可能很复杂，如果处理不当，会带来重大的财务风险。 像G-P这样的专业雇主会管理这些流程，以确保合规性并降低潜在的责任风险。​​ 

土耳其的税收​​ 

土耳其的雇主负责从员工工资中预扣和缴纳税款以及社会保障缴款。 专业雇主简化了这一流程，负责管理所有工资计算和向土耳其相关机构的付款。​​ 

土耳其社会保障缴款：​​ 

  • Employee share: 14% social security + 1% unemployment insurance = 15% total, calculated on gross salary and subject to contribution base limits.​​ 

  • Employer share: 20.5% social security + 2% unemployment insurance = 22.5% total. Actual cost may vary by incentives, sector rules, contribution ceilings, payroll caps, or special employee categories.​​ 

土耳其个人所得税（PIT）：​​ 

土耳其实行累进税制。截至2025 ，雇主根据以下税率档次从工资中扣缴所得税：​​ 

  • 最多尝试130 、 000和15 %​​ 

  • 尝试130,001 -260,000 ：20%​​ 

  • 尝试260,001 -950,000 ：27%​​ 

  • 尝试950,001 -3,200,000 ：35%​​ 

  • Over the top employment income tax threshold: 40%​​ 

为什么选择G-P作为您在土耳其的雇主？​​ 

G-P EOR 是屡获殊荣的、由人工智能驱动的 软件即服务 (SaaS) 平台，它使雄心勃勃的 公司 能够建立 国际团队。在几分钟内即可在超过180国家/地区入职、管理和支付顶尖人才，绕过本地实体设立通常所需的时间、成本和复杂性。G-P EOR 是领先的 HCM、PEO 和薪资平台的首选合作伙伴。将您的劳动力数据集中到一个地方，以维护现有的工作流程，同时确保集成系统中数据的一致性和准确性。​​ 

立即申请提案以了解更多信息。​​