Employment Contract
"What are the mandatory provisions of employment contracts in Turkey?"
Quick Answer
As a rule, employment contracts in Türkiye may be concluded in writing or orally, but employers must provide written information on essential terms; definite-term employment contracts must be in writing, and probation (if any) must be expressly agreed within statutory limits.
Turkish Labor Law Framework
Employment contracts in Türkiye are governed mainly by Labor Law No. 4857 for employees within its scope, and by the Turkish Code of Obligations No. 6098 for general principles and for employment relationships that fall outside the scope of Labor Law (with special statutes also applying in specific sectors). This legislation provides comprehensive protections for employees while establishing clear obligations for employers.
In Türkiye, an employment contract does not have to be in writing as a rule; however, employers must provide the employee with written information on the essential terms (such as job description, wage, working time, and workplace) within the statutory period, and any probationary period must be expressly agreed (typically up to two months, extendable to four months by collective bargaining agreement).
Key Points to Remember
- Labor Law No. 4857 applies to most employment relationships
- Definite-term employment contracts must be made in writing; otherwise, the relationship may be treated as an indefinite-term contract depending on the circumstances.
- Employees enjoy significant statutory protections
- Social security contributions are mandatory for both parties
Compliance Requirements
Employers operating in Turkey must ensure compliance with both written employment law requirements and practical HR management standards. This includes proper documentation, timely salary payments, and adherence to workplace safety regulations.
Foreign companies should be particularly aware of work permit requirements and the specific obligations when employing both Turkish nationals and foreign workers.
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