Turkey Work Permits & Visas: Types & How to Sponsor

Milani Notshe

Research Specialist

Last Updated

November 12, 2025

In This Guide

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Sponsoring a Visa in Turkey: What Employers Need to Know

Are you an employer looking to sponsor international talent in Turkey? Navigating Turkey’s visa and work permit process can be complex — especially without a local legal entity or dedicated HR team.

This guide breaks down everything you need to know about employer-sponsored work visas in Turkey, including processing times, documentation, and local compliance rules. Whether relocating a team member or hiring locally, Playroll simplifies visa sponsorship through an end-to-end employer of record platform.

Key Takeaways

Employers must apply for work permits through the Ministry of Labor and Social Security, ensuring compliance with Turkish labor laws.

Processing times for work permits range from 4–8 weeks, with delays possible due to application completeness.

Fees include €119 for a one-year Temporary Work Permit and €1,189 for Permanent or Independent Work Permits.

Digital nomads can use short-term residence permits for up to one year, but work authorization is not included.

Work permits are initially valid for one year, extendable to two and three years, with indefinite permits possible after eight years.

Who Needs a Work Permit in Turkey

In Turkey, all foreign nationals, except citizens of the Turkish Republic of Northern Cyprus, must obtain a work permit to engage in employment. This requirement applies to both short-term assignments and long-term employment contracts.

Employers are responsible for ensuring that foreign employees have the appropriate authorization before they begin work. Failure to secure a work permit may result in legal penalties, including fines and potential deportation of the employee.

Types of Work Visas in Turkey

Turkey offers several work visas tailored to meet various employment needs and professional roles.

Visa Type	Description
Employment Purpose/Special Employment Purpose	For general employment positions with a Turkish employer.
Assigned Lecturers/Academics	For academic positions in Turkish educational institutions.
Assigned Sportsperson	For athletes contracted to Turkish sports organizations.
Assigned Artists	For artists invited to perform or work in Turkey.
Assigned Free Zone Workers	For employees working in Turkey's free zones.
Assigned Journalists	For foreign journalists assigned to Turkey.
Montage and Repairman Purposes	For technicians involved in assembly and repair tasks.

Common Hiring Scenarios for Turkey

When hiring talent in Turkey, employers typically choose one of three pathways depending on the role, duration, & legal requirements. Below are the most common models.

Use Case 1: Sponsoring a Foreign Employee via Work Permit or Visa

This is the most common route for companies hiring full-time foreign talent in Turkey. To sponsor this visa, an employer (or Playroll as the Employer of Record) must have a registered legal entity in-country and issue a compliant offer of employment.

Key Employer Considerations:

Sponsorship is required — contractors or freelancers cannot apply under this visa.
Employees must remain in the approved work location unless authorized to relocate or change employers.
Processing timelines vary (approximately 4-8 weeks on average), depending on the consulate or embassy.

This is best for: Long-term roles with in-office or hybrid presence in Turkey.

Use Case 2: Hiring a Foreign Contractor in Turkey

Independent professionals in Turkey can legally work with international clients without employer sponsorship, but must comply with local tax registration and reporting laws.

With Playroll’s Contractor Management solution, you can:

Draft fully compliant local contractor agreements.
Automate contractor invoicing and cross-border payments, in Uzbekistani Som (UZS) or USD.
Mitigate risk of permanent establishment and contractor misclassification.

This is best for: Freelancers, consultants or project-based roles, especially if the worker already lives in Turkey.

Use Case 3: Relocating an Existing Employee to Turkey

Transferring an existing team member to Turkey? You’ll still need to navigate the same visa and payroll setup process. Even if the employee works for you elsewhere, a local employer of record is required to stay compliant.

EOR’s, like Playroll, handle all local steps, including:

Work permit sponsorship and immigration paperwork,
Registration with local authorities and payroll systems,
Enrollment in mandatory benefits and statutory schemes.

This is best for: Internal transfers or remote-first companies looking to expand into Asia, or talent retention offerings for global mobility programs.

Requirements for a Work Permit in Turkey

Employers and foreign workers must meet specific criteria to ensure compliance with Turkish regulations when applying for a work permit.

Valid Passport: Must be valid for at least six months beyond the intended stay and have two blank pages.
Job Offer Letter: An employment contract detailing job responsibilities, salary, and duration of employment.
Health Insurance: Proof of valid health insurance covering the stay in Turkey.
Application Form: A completed and accurate application form is required.
Biometric Photos: Recent passport-sized photos meeting Turkey’s specifications.

Turkey Work Permit Application Process

Step 1: The foreign employee must secure a confirmed job offer from a Turkish employer.
Step 2: The employer submits an application to the Turkish Ministry of Labor and Social Security (MLSS).
Step 3: The employee applies for a work visa at the Turkish consulate in their home country.
Step 4: Both parties provide supporting documents, including the employment contract and valid passport.
Step 5: The MLSS reviews the application, which may take up to 30 days.
Step 6: Upon approval, the employee receives a work permit and visa, allowing legal employment and residency.

Process for Visa Sponsorship in Turkey

Employers must sponsor foreign workers by submitting a work permit application to the Ministry of Labor and Social Security. Concurrently, employees apply for a work visa through Turkish consulates abroad. This ensures compliance with immigration and labor laws.

What Are the Fees for a Work Permit or Visa in Turkey

The cost of work permits and visas in Turkey depends on the type and duration of the permit.

Visa Type	Application Fee
Temporary Work Permit (1 year)	€119
Temporary Work Permit (2 years)	€238
Permanent Work Permit	€1,189
Independent Work Permit	€1,189
Valuable Paper Fee	€14

Processing Time for a Work Permit or Visa in Turkey

If you're an employer in Turkey looking to hire a foreign worker, it's important to understand the processing time for work permits and work visas to ensure a smooth hiring process. Below is a breakdown of the timelines and steps involved:

Work Permit Processing For Employers

Employers must submit the work permit application for foreign employees to the Turkish Ministry of Labor and Social Security (Çalışma ve Sosyal Güvenlik Bakanlığı). The processing time for a work permit is usually 30 days from the date of submission. However, the processing time can vary depending on the applicant's qualifications and nationality.

Once the Ministry of Labor approves the work permit, the employee will be granted authorization to work in Turkey. In cases of special skills or highly skilled professionals, the processing time might be shorter, but this depends on the application details.

Work Visa Processing For Employers

After the work permit is approved, the employee must apply for a work visa if they are outside Turkey. The foreign employee must apply for a short-term work visa at the nearest Turkish embassy or consulate in their home country. The visa processing time can range from 7 to 15 business days. This timeframe may vary based on the consulate's workload and the employee’s nationality.

As an employer, you should ensure that the foreign employee has the necessary documentation to apply for the work visa. This includes providing the work permit approval and any additional supporting documents, such as a job offer letter and proof of the employee’s qualifications.

Work Permit Renewal Periods in Turkey

Work permits in Turkey are initially valid for one year. Upon renewal, they can be extended for up to two years and later for three years. After eight consecutive years of legal employment, foreign nationals may apply for an indefinite work permit. Employers should ensure that renewal applications are submitted at least 60 days before the current permit expires to avoid interruptions.

Visa Requirements for Digital Nomads in Turkey

Turkey currently does not offer a specific visa for digital nomads. Most remote workers enter Turkey on a tourist visa, which allows stays of up to 90 days within a 180-day period. However, working under a tourist visa is not permitted.

For longer stays, digital nomads can apply for a short-term residence permit, valid for up to one year, although it does not grant work authorization. Employers should ensure remote workers comply with Turkish laws to avoid penalties.

Valid Passport: Must be valid for at least six months with blank pages.
Health Insurance: Coverage for the duration of the stay.
Proof of Income: Demonstrate sufficient financial means to support the stay.
Residence Address: Proof of accommodation in Turkey.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

ABOUT THE AUTHOR

Milani Notshe

Milani is a seasoned research and content specialist at Playroll, a leading Employer Of Record (EOR) provider. Backed by a strong background in Politics, Philosophy and Economics, she specializes in identifying emerging compliance and global HR trends to keep employers up to date on the global employment landscape.