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Turkey offers access to a large, educated talent pool at costs that are generally lower than Western Europe, especially in major hubs like Istanbul, Ankara, and Izmir. Your company's total cost to hire in Turkey depends on gross salary plus mandatory employer social security contributions and unemployment insurance premiums.
Below are average monthly costs for popular roles in 2026, combining typical market salaries with the standard employer contribution of 20.5% to social security and 2% to unemployment insurance (around 22.5% in total), up to the government's social security ceiling. Figures are estimates for full-time roles in larger cities and will vary by seniority, sector, language skills, and benefits. USD values assume an exchange rate of roughly TRY 32 = USD 1 and are rounded.
- Software Engineer:
Average salary TRY 90,000 (≈ USD 2,810) + employer contributions TRY 20,250 (≈ USD 630) = Estimated Total Monthly Cost TRY 110,250 (≈ USD 3,440). Costs can be lower for junior developers or maintenance roles and significantly higher for senior engineers, architects, or specialists in high-demand stacks. - Product Manager:
Average salary TRY 110,000 (≈ USD 3,440) + employer contributions TRY 24,750 (≈ USD 775) = Estimated Total Monthly Cost TRY 134,750 (≈ USD 4,215). Product managers driving international products or complex B2B platforms in Turkey often command a premium and may negotiate performance-based bonuses or equity. - Marketing Specialist:
Average salary TRY 55,000 (≈ USD 1,720) + employer contributions TRY 12,375 (≈ USD 385) = Estimated Total Monthly Cost TRY 67,375 (≈ USD 2,105). Digital marketers with strong performance, SEO, or paid-media skills sit at the higher end of the range, especially in export-oriented tech and e-commerce companies. - Customer Support Representative:
Average salary TRY 40,000 (≈ USD 1,250) + employer contributions TRY 9,000 (≈ USD 280) = Estimated Total Monthly Cost TRY 49,000 (≈ USD 1,530). Multilingual agents handling overseas customers or night shifts in Turkey usually earn more and may receive additional shift, language, or performance allowances. - HR Manager:
Average salary TRY 95,000 (≈ USD 2,970) + employer contributions TRY 21,375 (≈ USD 670) = Estimated Total Monthly Cost TRY 116,375 (≈ USD 3,640). HR leaders experienced with Turkish Labor Law, SGK processes, and multinational structures often attract higher packages that can include bonuses and enhanced benefits.
Figures may differ depending on current exchange rates, how close salaries are to the social security ceiling, and your internal policies on bonuses, health insurance, meal cards, transport, or other allowances.
💡 Curious how much it would cost to hire your next role in Turkey? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Turkey, salary is only one part of your budget. You also need to factor in employer social security contributions, leave entitlements, public holidays, notice and severance obligations, and any bonuses or benefits that are standard in your sector.
In 2026, mandatory employer contributions typically add around 22.5% on top of gross salary up to the social security ceiling, before any optional private health insurance, meal benefits, or transport allowances you might offer to stay competitive.
Leave and Paid Time Off
In Turkey, full-time employees are entitled to at least 14 days of paid annual leave after one year of service, increasing to 20 days after five years and 26 days after 15 years with the same employer. You should also budget for widely observed public holidays and paid maternity leave, while paternity leave is shorter but increasingly recognized.
Mandatory Employer Contributions
Employers in Turkey generally contribute 20.5% of earnings to social security and 2% to unemployment insurance, with some components partly subsidized or reduced in specific cases, all applied up to a monthly earnings cap. These statutory contributions significantly increase total payroll cost, so you must include them when modelling headcount budgets.
Probation and Notice Periods
Turkish law allows a probation period of up to two months, extendable to four months by collective agreement, during which notice can be shortened. After probation, notice periods range from two to eight weeks based on seniority, and some terminations also trigger statutory severance, affecting your cost of workforce changes.
Compensation Structure and Bonuses
Compensation in Turkey is commonly structured as a gross monthly salary plus benefits like meal cards, transport allowances, and sometimes private health insurance. A 13th-month salary is not legally required and is not standard practice, but performance or annual bonuses may be used in competitive sectors, adding variable cost to your budget.
Social Security and Tax Compliance
As an employer in Turkey, you must register with the Social Security Institution (SGK), calculate contributions correctly, and file and pay them monthly. You also withhold income tax via payroll, remit it on statutory deadlines, and maintain compliant payslips and records to avoid penalties and audits.
Hiring and Engagement Models
If your company does not have a legal entity in Turkey, working with an Employer of Record lets you hire local talent compliantly without setting up a subsidiary. If you do have a Turkish entity, you hire directly but must manage contracts, payroll, social security, and terminations in line with Turkish labor law.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Turkey in 2026?
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In 2026, typical total employer costs in Turkey for mid-level professionals range from about TRY 45,000 to TRY 140,000 per month, including mandatory social security and unemployment contributions of around 22.5% on top of gross salary.
Are there regional or industry-specific variations in employer costs in Turkey?
Employer costs in Turkey differ by city and sector, with Istanbul and high-demand industries like tech and finance offering higher salaries while statutory contribution rates stay consistent nationwide.
What is the estimated timeline for hiring in Turkey?
Most roles in Turkey can be filled within four to eight weeks, though specialized technical and senior positions may require longer timelines due to talent scarcity and notice periods.
What factors impact the cost of hiring in Turkey?
Total hiring cost in Turkey is driven by salary level, city, skills, and benefits, plus statutory social security and unemployment contributions up to the social security ceiling.
How often do employment-cost rules change in Turkey?
Turkey regularly updates minimum wage levels, social security ceilings, and related parameters, often annually, so employers must track changes to keep payroll and cost forecasts accurate.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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