員工在考量公司的職位前，都會期望有一定的報酬，因此提供符合業界標準的有競爭力的薪水，以吸引您所需要的人才，是非常重要的。 不幸的是，在 Türkiye 尋找利益和掌握報酬法，可能會在處理整個擴張的過程中遇到挑戰。
G-P 可透過名義雇主 (EOR)) 解決方案節省您的時間和不必要的壓力。 我們的目標是幫助您拓展全球業務，而無需擔心合規問題。當您選擇我們時，您不需要設立子公司就可以開始工作。
Türkiye 報酬法
Türkiye has a national minimum wage framework under Article 39 of the Turkish Labor Code. It applies broadly to employees working under an employment contract and covered by the Code. In 2024, the national monthly gross minimum wage was TRY 20,002.50 from 1 January. The commonly cited net monthly minimum wage was TRY 17,002.12. However, the Minimum Wage Determination Commission is legally required to determine the national minimum wage at least once every two years. In practice, revisions typically occur annually, and may occur more often during high-inflation periods. Plus, workers employed in underground lignite and hard-coal mining work must be paid at least twice the statutory minimum wage.
在土耳其享有保障的福利
首先在您的 Türkiye 員工福利管理計劃中加入保證福利，是確保您保持合規的好方法。我們建議從 Türkiye 的法定帶薪假期和帶薪年假開始。年假的數額取決於員工為貴公司工作的時間長短：
- Individuals with between 1 and 5 years of service, including 5 years, should get at least 14 working days of paid annual leave. Employees under 18 or over 50 must receive at least 20 working days.
- employees with more than 5 years but less than 15 years of service should get at least 20 days of paid annual leave.
- Those with 15 years or more of service should get at least 26 days of paid annual leave each year.
Türkiye also provides maternity and paternity leave benefits. Pregnant employees should get 8 weeks of maternity leave before childbirth and 8 weeks after childbirth, for 16 weeks total. For multiple pregnancies, pre-birth leave is 10 weeks. With medical approval, unused pre-birth leave may be added after childbirth. During that time, they should also receive lump-sum pregnancy, childbirth, and nursing benefits. In Türkiye, fathers covered by Turkish Labour Law are entitled to 5 days of paid paternity leave after the birth of a child.
土耳其福利管理
當您將所有保證福利列入勞動契約之後，您就可以分散員工可能期待的補充福利。 土耳其的雇主通常會提供下列額外的福利選項：
- 餐券
- 現金補貼
- 公司車輛
- 私人醫療保健
補充福利可以提高員工留任率和員工滿意度。如果您不確定要提供什麼樣的福利，您可以向員工詢問哪些福利對他們來說最重要，或是參考其他公司提供的福利。
福利和報酬限制
Companies looking to directly employ workers, run payroll, and provide statutory benefits generally need a registered legal presence in Türkiye. An Employer of Record may offer an alternative local employment solution. However, setting up a subsidiary can take months and delay your operations, cause you to lose talented candidates, and even forfeit important business contracts.
透過 G-P，您可以繞過這項要求，利用我們的Türkiye 實體立即開始工作。
與 G-P 合作，建立您無處不在的勞動力。
身為您的全球擴張合作夥伴，G-P 將處理薪資和合規，因此您可以專注於發展團隊並擴展業務。我們領先市場的Global Employment Platform™（全球僱傭平台）由第一個完全可定制的全球就業產品套件提供支持，並由業界最大的國內人力資源和法律專家團隊支持，以簡化薪資發放，並幫助您提供具競爭力且合規的本地福利。
了解有關我們的平台和要求提案今天。
