Your Go-To Source for Türkiye Work Permits

Grants a foreign employee the right to work for a specific employer and workplace for up to one year initially, within the term of their employment or service contract. If renewed on time, the first extension may be up to two years, and subsequent ones up to three years. Applications for a new employer are treated as initial applications.

Available to foreigners with a long-term residence permit or at least eight years of legal work in Türkiye. Grants the same rights as long-term residence and most rights of Turkish citizens, excluding voting, election, public office, and military service. Must be renewed every five years, with applications submitted within six months before expiry.

Authorizes a foreign national to engage in self-employment in Türkiye without an employer. Issued for a fixed term, based on qualifications such as education, experience, contributions to science and technology, economic and employment impact and other criteria set by the Ministry under international labour policy.

Yes. Work permits are granted for a particular job, employer, and workplace/address. A foreign national holding a permit for one employer may not work for another employer under the same permit. To work for a different employer, a new work permit is required.

Where a permit is issued for an employer, the foreigner may perform a different role within the same employer or work at other branches in the same line of business, provided the necessary conditions are met.

A work permit is tied to the employer named on the permit and is not transferred automatically. The prospective new local employer must submit a new work permit application to the Ministry of Labour and Social Security as an employer-change/transfer process, supported by a consent letter issued by the current employer.

The current employer should keep the employee registered with social security and on payroll until the new work permit is approved. The employee must not start working for the new employer before approval.

If the existing work permit is cancelled before the coordinated application is lodged or approved, the new employer may no longer be able to proceed on a transfer basis and a different application route may be required. The timing of the consent letter, application and cancellation should therefore be coordinated carefully.

Because a work permit normally also serves as a residence permit, the residence basis linked to it ends when the permit expires, is terminated or is cancelled following resignation, dismissal or another reason.

Unless the foreign national has another valid legal basis to remain in Türkiye, they should leave the country or apply for an appropriate residence permit within ten (10) days of the work permit's end or cancellation. Remaining after that period without another valid stay right may result in unlawful stay, administrative fines and other immigration consequences.

The employer must also notify the Ministry of the termination within the applicable statutory period. As individual status and application eligibility may vary, action should be taken immediately rather than waiting until the end of the ten-day period.

Extension applications must be submitted through the system starting from sixty (60) days before the permit's expiry and, in any case, before the current permit expires. If approved, the first extension may be granted for up to two (2) years with the same employer; subsequent extensions may be granted for up to three (3) years.

Yes. Parties may file an appeal within thirty (30) days from the date of notification of any decision to refuse, cancel, or terminate a work permit or extension request.

Appeals against refusals are filed online via the Foreigners' Work Permit Application System (e-İzin) with an explanatory petition and supporting documents. If the appeal is rejected by the Ministry, administrative judicial remedies are available.

Social security obligations must be fulfilled in line with the wage and full-time employment terms declared during the application.

• In-country applications: the foreigner must commence work within one (1) month from the permit start date, fulfilling all obligations under the relevant legislation.
• Applications from abroad: the foreigner must start work within one (1) month of entry into Türkiye and, in any case, within six (6) months from the permit start date.

Departing Türkiye does not cancel your Turkish social security (SGK) record, but you cannot transfer the accumulated funds directly to a foreign institution, nor are you entitled to an immediate cash refund upon leaving.

• No Cross-Border Cash Transfers: Social security funds cannot be wired between state institutions. If Türkiye maintains a bilateral social security agreement with your destination country, your accumulated insurance days (service periods) can be combined (totalized) to qualify for retirement, disability, or survivors' pensions. In that case, each country calculates and pays a separate partial pension (pro-rata) directly to you abroad.
• Lump-Sum Refund (Toptan Ödeme): A cash refund can only be requested once you reach the statutory retirement age under Turkish law (which varies based on gender, registration date, and insured status) and only if your total contribution days are insufficient to qualify for an old-age pension under domestic or treaty rules. Applications are made directly to SGK or via the foreign liaison authority upon reaching that age.
• Refund Scope & Valuation: The refund covers strictly the Long-Term Insurance contributions (Invalidity, Old-Age, and Survivors' Insurance) updated using statutory indexation rates. General Health Insurance (GSS), Short-Term Insurance (work accidents/maternity), and unemployment fund deductions are non-refundable. (Note: Liquidating your contributions cancels your accrued SGK service days unless officially revived through statutory repayment).
• Exceptions & Heirs: In the event of an insured foreign worker's death, legal heirs may claim a survivors' lump-sum payment immediately if the worker did not meet the day threshold for a survivors' pension.
• Posted Worker Exemption: Foreign personnel assigned to Türkiye under an official bilateral Certificate of Coverage/posting exemption remain insured in their home country and do not pay into SGK; hence, no Turkish transfer or refund mechanisms apply.

Once a work visa is granted, the foreign applicant must visit the Turkish foreign mission where they applied to pay the applicable visa fee, while the employer pays the work permit fees through the relevant channels in Türkiye. Payment must be completed within 30 days of notification, or the application will be cancelled. After the visa sticker is placed in the passport, the individual may enter Türkiye, and employment must commence within six months. The Ministry sends the work permit card to the employer's address via PTT Cargo. Foreigners arriving with a work visa must register their address within 20 working days of entry.

Address notification is a legal requirement and must be based on the foreign employee's genuine and fixed place of residence in Türkiye. As a work permit normally serves as a residence permit, the employee must register their residential address and report subsequent changes within the applicable statutory period, generally 20 working days. Proof of residence is not a separate procedure; it refers to the supporting documents required to complete the official address notification.

For a foreign employee living in rented accommodation, the authorities commonly request:

• A valid passport, work permit or work permit card, and foreigner identification details;
• A properly executed and, where required, notarised lease agreement. In practice, the authorities may require the lease to be concluded or certified before a notary together with the landlord;
• A current electricity, water or natural gas bill, or the corresponding utility subscription agreement, issued in the employee's own name;
• A copy of the landlord's title deed; and
• The current compulsory earthquake insurance (DASK) policy for the property.

The precise documents and appointment procedure may vary according to the competent authority, the province and the circumstances of the residence. Additional documents may therefore be requested. The authorities may also verify whether the employee actually resides at the declared address, including through an on-site check where considered necessary.

For 2026, failure to make the address notification within the statutory period may result in an administrative fine of TRY 814. A false or inaccurate address declaration is treated much more seriously and carries an administrative fine of TRY 17,051. The amounts are updated annually. A false declaration may also trigger further administrative or immigration consequences. The address should therefore be registered only when it is the employee's genuine residence and the required evidence can be provided.

We can support employers and foreign employees with the preparation and completion of the address registration process.

A work permit or exemption issued under Law No. 6735 is deemed equivalent to a residence permit under Article 27 of the Law on Foreigners and International Protection (Law No. 6458). However, permits issued to applicants for international protection, conditional refugees, or foreigners under temporary protection do not substitute a residence permit.