在拓展到這個充滿活力的市場時，如何應對土耳其勞動法的複雜性是一個重大挑戰。雇主記錄產品和服務為企業提供了一種簡化的方法來有效應對這些挑戰。G-P雇主解決方案使您能夠在幾分鐘內在土耳其招募和入職人才，從而簡化您的擴張，而無需建立當地法人實體。​​ 

透過我們的全球實體基礎設施， G-P充當合法雇主，處理薪資、稅務合規、福利管理和人力資源；人力資源事務完全符合土耳其法律和法規。 這樣，您就可以專注於管理您的營運和發展您的業務前景，而我們將負責處理土耳其的合用和法律要求的複雜性。​​ 

在土耳其招聘​​ 

將您的團隊擴展到土耳其意味著要遵守該國特定的就業法規，這些法規主要由土耳其勞動法第4857號管轄。在與土耳其的僱員談判僱傭合約和錄用函時，了解土耳其的福利、補償金、福利和終止標準非常重要。 一位名義主會在整個過程中提供專業指導，確保從第一天起就符合規定。​​ 

儘管土耳其存在工會和集體談判協定 (CBA)，但其普及程度因產業而異。在定義僱用條款時，確定集體勞動協議是否適用於您所在的行業非常重要。​​ 

土耳其的雇用合約​​ 

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.​​ 

與像G-P一樣的全科醫生合作，可確保為每位員工製定當地法規；合規僱傭契約，保護您的業務並為您的員工設定明確的期望。​​ 

土耳其的工作時間​​ 

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.​​ 

土耳其的公眾假期​​ 

在土耳其，員工有權享有以下國家和宗教節日的帶薪休假：​​ 

  • 元旦一月1​​ 

  • 國家主權和兒童日：四月23​​ 

  • 勞工與團結日：五月1​​ 

  • 紀念阿塔圖爾克，青年和體育日：五月19​​ 

  • 民主與國家團結日： 7月 15​​ 

  • 勝利日八月30​​ 

  • 共和國日10 月29 (1.5天，從1 ：00 PM on October28)​​ 

  • 齋月節 (Ramazan Bayramı)： 3 天（日期不定）​​ 

  • 獻祭節 (Kurban Bayramı)： 4 天（日期不定）​​ 

在土耳其的假期日數​​ 

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.​​ 

  • 服務年資超過5 但低於15 ： 20 工作天​​ 

  • 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.​​ 

土耳其的產假和陪產假​​ 

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.​​ 

土耳其的健康保險和補充福利​​ 

土耳其實施全民健保制度，資金來源是雇主和員工必須繳納的社會安全繳款。 雖然公共系統很全面，但許多雇主提供私人健康保險作為補助金，以吸引頂尖人才。 其他常見福利包括餐補（通常以餐卡形式發放）、差旅補貼和公司用車。​​ 

土耳其的終止和遣散費​​ 

最長試用期為2個月，在此期間，任何一方均可無須通知或支付遣散費即可終止合約。透過集體勞動協議，這可以延長至4月。 試用期結束後，雇主若要終止僱傭關係，必須提供正當理由。在土耳其，如果無限期合約在沒有正當理由的情況下終止，雇主必須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 月至1.5 服務年限： 4 週的通知​​ 

  • 15至3年服務：6週通知​​ 

  • 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，處理終止合約的要求可能很複雜，如果處理不當，會帶來巨大的財務風險。像G-P這樣的名義雇主會管理這些流程，以確保合規性並降低潛在的責任風險。​​ 

土耳其的稅務​​ 

土耳其的雇主負責從員工薪資中預扣和繳稅以及社會安全繳款。 名義僱主透過管理所有工資計算和向土耳其相關機構的付款來簡化這一過程。​​ 

土耳其社會安全貢獻：​​ 

  • 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.​​ 

土耳其個人所得稅（PIT）：​​ 

土耳其採用累進稅制。截至2025 ，雇主依下列稅率等級從薪資扣繳所得稅：​​ 

  • 嘗試 130，000： 15%​​ 

  • 試試130,001 -260,000 ：20%​​ 

  • 試試260,001 -950,000 ：27%​​ 

  • 試試950,001 -3,200,000 ：35%​​ 

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

為什麼選擇G-P作為您在土耳其的註冊主公司？​​ 

G-P EOR 是屢獲殊榮的 AI 驅動的 SaaS 平台，使雄心勃勃的公司能夠建立全球團隊。在幾分鐘內加入、管理和付款超過 180 國家的頂尖人才，繞過本地實體設置的典型時間、成本和複雜性。G-P 名義僱主 是領先的 HUMAN CAPITAL MANAGEMENT；人力資本管理、專業就業組織 和薪資平台的首選合作夥伴。將您的人手資料整合在一個地方，以維護現有的工作流程，同時確保整合式系統中的資料一致且準確。​​ 

立即申請提案以了解更多信息。​​