How to hire remote employees in


Turkey has long been one of the best places in the world to hire remote talent. But if you’re not acquainted with Turkey’s local labor laws, it can get confusing, fast. Good news: We are acquainted with those labor laws. On this page, we’ll teach you how to hire in Turkey—without spending thousands of dollars on EOR fees and legal red tape:

Country snapshot

Turkish Lira (TRY)

What to know before you hire in 


Laws about hiring are complicated, and the same is true in Turkey. But there are ways to sidestep the headaches—if your company hasn’t already established a physical presence in Turkey, you have two real options when it comes to hiring. We’ll detail both below.

If you want to successfully hire in 


, you have two options:

Hire talent as contractors

Laws about hiring contractors are significantly more simple in 


. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.

Hire talent as employees

This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in 


 is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.

Why hire independent contractors in 


Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in 



It’s the fastest way to hire globally

Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.

It’s a lot cheaper

It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.

It’s more flexible for you & your team

Hiring contractors in 


 means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.

Can be less risky than hiring employees

Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.

Some people want to be employees

The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.

You might not have as much control over your talent

Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.

How can I pay people in 



If you’re hiring contractors in 


, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.

Hiring and paying your team in 


Hire and pay with Panther

Pay everyone with a single click
Get great currency conversion rates
Pay $0 in platform fees
Run payroll in seconds
Let Panther automatically create & store invoices
Let Panther automatically write locally-compliant contracts
Let Panther automatically file local tax documents

Hire and pay without Panther

Pay all your contractors individually
Do all currency conversions yourself
Shoulder the burden of platform fees
Spend hours each month making payments
Manually track & store invoices
Manually write & sign contracts
Manually file relevant tax documents

Let Panther save you from hiring headaches.

Sign up today for $0

If you want to hire employees in 


If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Turkey than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Turkey.

Taxes in 


Employer tax

Short Term Insurance Branch Premium

Pension & Disability

General Health Insurance

Unemployment Insurance

Individual tax

  • 0-24,000 - 15%
  • 650,001+ - 40%


Paid Time Off (PTO)

Paid time off increases with seniority:

14 days for those with 1-5 years’ service.

20 days for those with 6-14 years’ service.

26 days for those with 15+ years’ service.

Employees over 50 automatically get 20 days. Those who work underground get an additional 4 days to their level of service. 

The employer must pay the annual leave entitlement as a lump sum or as an advance payment before the beginning of the leave.

Public Holidays

There are 14 public holidays per year.

Sick Days

There is no mandatory obligation for the employer to pay the employee salary during sick leave. After 3 days of sick leave, the Social Security will pay the employee. In practice, many employers pay regular salary for the first 2 days (which are not covered by the SS) or even for the entire period of sick leave (and get partial refund when paid by SS). After 6 weeks of sick leave, the employer is entitled to terminate the employee’s employment.

Maternity Leave

Working mothers are entitled to up to 16 weeks of maternity leave at full pay. Up to 8 weeks out of this leave may be used prior to their child’s birth. At least 3 weeks must be taken before the due date. In the case of premature or multiple births, the total maternity leave will be 18 weeks. Payment during maternity leave comes from social security according to the regular contributions of the employee.

Paternity Leave

The father is entitled to 5 days of paternity leave.

During paternity leave the employee receives regular salary, paid by the employer.

Parental Leave

If both parents are employed, they are entitled to work part-time until the child starts primary school. The employee is required to provide an employer with written notice of the request at least a month in advance.

Parents are also entitled to up to 10 days of leave to attend treatment/medical appointments for a child with a disability or chronic disease.

Other Leave

Military leave: Employees are entitled to up to 90 days of paid leave per year when called up for military exercises or the performance of a statutory obligation, other than compulsory military service.

Marriage Leave

3 days, subject to presenting an official approval of marriage date.

Bereavement Leave

3 days, with respect to losing a close relative such as parent or child.


Termination Process

There is an obligation to provide a reason for terminating an employee’s employment.  

The reason must relate to the capacity or conduct of the employee or based on the operational requirements of the undertaking. 

There are exclusions to such obligations, including:  

Fix term contract; employees who worked less than 6 months; an employer who employs less than 30 employees; employer’s representatives and his assistants authorized to manage the entire enterprise. In such cases no need to provide a just reason for dismissal, but the employer is still obligated to avoid abusive or discriminating dismissal.

Notice Period

Notice is determined by seniority:

0 – 6 months 2 weeks

6 – 18 months 4 weeks

18 – 36 months 6 weeks

More than 36 months 8 weeks

Severance Pay

Generally, employees who worked more than 1 year and were unfairly dismissed (or resigned due to just cause) are entitled to severance pay. The maximum amount of such payment varies according to the specific salary and up to the amount of 6,730.15 TRL per annum (for 2020), multiplied by the number of years that the employee worked for the employer.  

Probation Period

The probation period is limited to 2 months.

Employee requirements in 


Working Hours

A workweek is 45 hours. Hours can be distributed unevenly over the work days provided no single day lasts longer than 11 hours.


Hours worked over 45 in a week are overtime and paid 150% of a regular salary. Hours worked during the weekend are paid at 200%.

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