Turkey Work Permit: Requirements, Documents and Application

Foreign employees generally need a work permit before starting work in Türkiye. The Ministry of Labour and Social Security decides the application. For ordinary employment, the employer completes the electronic application; an application from abroad starts with a work visa application at a Turkish embassy or consulate. Domestic applications have a separate residence-permit condition. A complete application is assessed within thirty days, but that period does not include every step needed to prepare documents, obtain a visa and begin work. The employee’s qualifications, the employer’s eligibility and the correct application route must be considered together.

The Turkish provisions and judgment below are quoted in their original language. The accompanying English translations are unofficial.

1. Who Needs a Work Permit in Turkey?

Foreigners covered by Law No. 6735 must obtain a work permit before working, unless an applicable exemption or statutory exception allows otherwise. The obligation applies to the employee and the employer:

“(1) Çalışma izni, 4 üncü maddeye göre belirlenen uluslararası işgücü politikası esas alınarak Bakanlıkça verilir. (2) Bu Kanun kapsamında yer alan yabancıların çalışma izni olmaksızın Türkiye’de çalışmaları veya çalıştırılmaları yasaktır.”

(6735 sayılı Uluslararası İşgücü Kanunu m.6)

Unofficial translation: “(1) The work permit is granted by the Ministry, taking as its basis the international labour policy determined under Article 4. (2) It is prohibited for foreigners within the scope of this Law to work or to be employed in Türkiye without a work permit.”

A tourist visa or visa exemption does not authorise employment. An employer should therefore establish the employee’s work authorisation before the employee starts the job, rather than treating lawful entry as permission to work. Article 6 also preserves specific exceptions:

“(3) Diğer kanunlarda ya da Türkiye’nin taraf olduğu ikili veya çok taraflı anlaşmalar veya uluslararası sözleşmelerde çalışma izni almadan çalışabileceği belirtilen yabancılar, bu Kanuna göre çalışma izni almadan çalışabilir veya çalıştırılabilirler. (4) 29/5/2009 tarihli ve 5901 sayılı Türk Vatandaşlığı Kanununun 28 inci maddesi kapsamında olanların çalışma hakkı saklıdır.”

(6735 sayılı Uluslararası İşgücü Kanunu m.6)

Unofficial translation: “(3) Foreigners who are stated, in other laws or in bilateral or multilateral agreements or international conventions to which Türkiye is a party, to be able to work without obtaining a work permit may work or be employed without obtaining a work permit under this Law. (4) The right to work of those within the scope of Article 28 of the Turkish Citizenship Law No. 5901 of 29/5/2009 is reserved.”

These exceptions depend on the applicable law or international agreement. Article 6(4) separately preserves the work rights of people covered by Article 28 of the Turkish Citizenship Law. That status is discussed in how to get Turkish citizenship.

2. Employer Requirements and Salary Criteria

A foreign employee’s qualifications are only part of a work permit application. The Ministry also examines the proposed job, salary and employer. Article 7 authorises the assessment criteria:

“(4) Çalışma izni başvurusu uluslararası işgücü politikasına göre değerlendirilir. … (6) Bakanlık, Uluslararası İşgücü Politikası Danışma Kurulu kararları doğrultusunda çalışma izni başvurusunun değerlendirilmesinde ve çalışma izni puanlama sisteminin oluşturulmasında kullanılacak kriterleri belirler.”

(6735 sayılı Uluslararası İşgücü Kanunu m.7)

Unofficial translation: “(4) The work permit application is assessed according to the international labour policy. … (6) The Ministry determines the criteria to be used in assessing the work permit application and in establishing the work permit points system, in line with the decisions of the International Labour Force Policy Advisory Board.”

Article 22 of the implementing Regulation identifies the employer information used in that assessment:

“b) Yabancının ortağı olduğu veya istihdam edileceği tüzel kişiliğin ödenmiş sermayesi, öz kaynağı, brüt satışı, ihracat ile yatırım miktarları, faaliyet alanı, faaliyet gösterdiği sektör veya coğrafi alan, toplam istihdam düzeyi, toplam istihdamı içerisindeki Türk ve yabancı çalışanların oranı, yatırım ve istihdam düzeyine ilişkin kısa ve orta vadeli taahhütleri ve benzeri,”

(Uluslararası İşgücü Kanunu Uygulama Yönetmeliği m.22)

Unofficial translation: “The paid-in capital, equity, gross sales, export and investment amounts, field of activity, sector or geographical area, total employment, proportion of Turkish and foreign employees, short- and medium-term investment and employment commitments, and similar matters concerning the legal entity in which the foreigner is a partner or will be employed.”

The employer should check three connected matters before submitting the application:

• Staffing: The workplace’s total employment and the proportion of Turkish and foreign employees are relevant. The applicable employment criterion depends on the category of application and any exception.
• Financial position: Paid-in capital, sales, exports and investment are relevant to the employer’s capacity. The applicable evidence depends on the business and the criteria governing its application.
• Job and salary: Under Article 22(1)(a), the employee’s education and experience, their compatibility with the proposed duties, and the salary are assessed. The contract and application should describe the same position and remuneration.

The Ministry publishes the operational thresholds and category-specific exceptions in its Work Permit Evaluation Criteria. That page includes provisions expressly effective from August 2026. A checklist based on an earlier version should therefore be checked against the current category before it is used. An exception to an assessment criterion is different from an exemption from obtaining a work permit.

2.1. Preliminary Permission for Regulated Professions

Health and education work may also require preliminary permission. Article 8 of Law No. 6735 and Article 20 of the implementing Regulation govern this additional assessment. The competent authorities are the Ministry of Health for health services, the Ministry of National Education for education services and the Council of Higher Education for foreign academic staff. Preliminary permission addresses professional eligibility; it does not replace the work permit.

3. How to Apply for a Work Permit in Turkey

For a foreign employee, the application involves the employer as well as the employee. The statutory distinction is between an application inside Türkiye and one made through a Turkish foreign mission:

“(1) Çalışma izni başvuruları yurt içinde doğrudan Bakanlığa, yurt dışında yabancının vatandaşı olduğu veya yasal olarak bulunduğu ülkedeki Türkiye Cumhuriyeti büyükelçilikleri veya başkonsolosluklarına yapılır. Yurt dışında yapılan çalışma izni başvuruları Türkiye Cumhuriyeti büyükelçilikleri veya başkonsolosluklarınca Bakanlığa iletilir. (2) Çalışma izni başvuruları yetkili aracı kurum tarafından da yapılabilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.7)

Unofficial translation: “(1) Work permit applications are made, inside the country, directly to the Ministry, and abroad, to the embassies or consulates-general of the Republic of Türkiye in the country of which the foreigner is a national or in which the foreigner is lawfully present. Work permit applications made abroad are transmitted to the Ministry by the embassies or consulates-general of the Republic of Türkiye. (2) Work permit applications may also be made by an authorised intermediary institution.”

The employer completes the online stage through the e-İzin system. The foreign mission and the Ministry have different roles: the mission receives the overseas application, while the Ministry decides the work permit. The Ministry’s Work Permit information page explains the electronic application channel. The page does not display an update date; its operational guidance should be read with the Regulation.

3.1. Applying from Inside Türkiye

A domestic application generally requires a valid residence permit issued for at least six months. Merely being lawfully present on a short visit does not establish eligibility:

“(4) Üçüncü fıkra kapsamında Genel Müdürlükçe belirlenen yabancıların çalışma izni başvuruları hariç olmak üzere yurtiçinden yapılacak çalışma izni başvurularında yabancıya ait en az altı ay süreli geçerli bir ikamet izninin bulunması gerekir.”

(Uluslararası İşgücü Kanunu Uygulama Yönetmeliği m.15)

Unofficial translation: “(4) Except for work permit applications by foreigners identified by the Directorate General under paragraph three, domestic work permit applications require the foreigner to hold a valid residence permit issued for at least six months.”

Article 15(3) allows the Directorate General to identify foreigners who may apply while lawfully present without a valid residence permit. That is a defined exception, not a rule covering every visitor. Article 15(6) also requires applications from abroad for foreigners working or intending to work in areas involving, or potentially involving, human trafficking.

For an employee, Article 17(3)(a) provides that the application is completed when the requested information and documents are uploaded and the employer approves it. Article 16 requires the employer’s electronic notification address; the foreigner’s identification number is also required for domestic applications, subject to the specified exception for applicants allowed to apply without a valid residence permit.

3.2. Applying from Abroad: Work Visa and Employer Application

The foreign employee first applies for a work visa at the relevant Turkish foreign mission. The employer then uses the mission’s reference number to complete the work permit application. These are connected stages with different purposes:

“a) Bir işverene bağlı çalışacak yabancı adına yapılan çalışma izni başvurusunda, yabancının ilk olarak Türk dış temsilciliğine çalışma vizesi başvurusu yapması zorunludur. Çalışma vizesi başvurusunun ardından işverenin dış temsilcilik tarafından verilen referans numarası ve istenen bilgi ve belgeleri sisteme yükleyerek başvuruyu onaylaması ile çalışma izni başvurusu tamamlanır.”

(Uluslararası İşgücü Kanunu Uygulama Yönetmeliği m.17)

Unofficial translation: “For a work permit application on behalf of a foreigner who will work for an employer, the foreigner must first apply for a work visa at the Turkish foreign mission. Following the work visa application, the work permit application is completed when the employer uploads the reference number issued by the mission and the required information and documents to the system and approves the application.”

The employer must complete that online stage within the period set by Article 17(2):

“(2) Birinci fıkranın (a) bendi kapsamında yapılan çalışma izni başvurusunun çalışma vize başvurusundan itibaren otuz gün içinde sistem üzerinden işveren tarafından onaylanarak tamamlanması zorunludur.”

(Uluslararası İşgücü Kanunu Uygulama Yönetmeliği m.17)

Unofficial translation: “(2) A work permit application within paragraph one, subparagraph (a), must be approved and completed by the employer through the system within thirty days of the work visa application.”

This thirty-day period starts with the work visa application and concerns the employer’s completion of the file. It is separate from the Ministry’s assessment period. The consular reference number alone is not an approved work permit.

4. Documents Required for a Turkey Work Permit

The application should document the employee, the proposed employment and the employer’s eligibility. The Regulation delegates publication of the actual document list to the Directorate General:

“(8) Başvuru esnasında sisteme girilmesi gereken bilgiler ile yüklenmesi gereken belgeler Genel Müdürlükçe belirlenerek resmi internet sayfasında yayımlanır.”

(Uluslararası İşgücü Kanunu Uygulama Yönetmeliği m.15)

Unofficial translation: “(8) The information to be entered into the system and documents to be uploaded during the application are determined by the Directorate General and published on its official website.”

The Ministry’s Information and Documents Required in the Work Permit Evaluation Process identifies the principal documents. Its page does not display an update date. The application category and current electronic checklist should be checked before submission.

Document	What it establishes or supports
Signed employment contract	The employment relationship and agreed duties and pay.
Passport copy	The applicant’s identity and travel-document validity. The Ministry’s list calls for a certified translation where the passport is not in Latin letters.
Diploma or graduation certificate, where required	Qualifications relevant to the proposed work; the Ministry’s list specifies a certified Turkish translation. It distinguishes jobs requiring a diploma from domestic services, where a declaration about the last school completed is sufficient.
Employer’s Trade Registry Gazette	The company’s current capital and shareholding structure.
Latest balance sheet and profit-and-loss statement	The employer’s financial information, with the certification specified in the official list.
Sector-specific permission or certificate	Additional evidence for the particular activity, such as education, health or tourism.

Article 15(7) permits requests for originals or certified copies and allows documents to be translated again. Uploading a document does not prevent a further request to establish its authenticity or contents.

4.1. Passport Validity Limits the Permit Period

The permit period is also affected by the passport’s expiry date:

“(5) Çalışma izni yabancının pasaport veya pasaport yerine geçen belgelerinin geçerlilik süresinden altmış gün daha kısa süreli olarak düzenlenir.”

(Uluslararası İşgücü Kanunu Uygulama Yönetmeliği m.24)

Unofficial translation: “(5) The work permit is issued for a period sixty days shorter than the validity of the foreigner’s passport or travel document replacing a passport.”

A contract covering a longer period cannot remove this passport limitation. Check the passport dates alongside the requested employment period before submitting the application.

5. How Long Does a Work Permit Application Take?

A duly completed application is assessed within thirty days, provided the information and documents are complete. Article 21(2) of the implementing Regulation specifies when that period begins:

“(2) Usulüne uygun olarak tamamlanan başvuruların değerlendirilmesi, bilgi ve belgelerin tam olması kaydıyla otuz gün içinde tamamlanır. Otuz günlük süre başvurunun sistem üzerinden tamamlandığı veya ek bilgi ve belge talebi olması halinde talep edilen bilgi ve belgelerin sistem üzerinden yüklendiği tarihten itibaren başlar.”

(Uluslararası İşgücü Kanunu Uygulama Yönetmeliği m.21)

Unofficial translation: “(2) Assessment of duly completed applications is completed within thirty days, provided the information and documents are complete. The thirty-day period begins on the date the application is completed through the system or, if additional information and documents are requested, on the date the requested information and documents are uploaded through the system.”

The starting point is completion through the system or, after a request for additional material, upload of that material. It is not the date of the job offer or the date on which document preparation began.

Missing documents trigger a separate procedure under Article 7 of the Law:

“(7) Başvuruda eksik bilgi veya belgelerin olması hâlinde, bu eksiklikler tamamlanıncaya kadar başvurunun değerlendirilmesi ertelenir. Erteleme süresi, bilgi veya belge eksikliklerinin tamamlanmasını geciktiren mücbir bir sebebin varlığının resmî bir makamdan belgelendirildiği hâller dışında otuz günü aşamaz. Erteleme süresi sonunda eksiklikleri tamamlanmayan başvurular reddedilir. (8) Usulüne uygun olarak yapılan başvuruların değerlendirilmesi, bilgi ve belgelerin tam olması kaydıyla otuz gün içinde tamamlanır.”

(6735 sayılı Uluslararası İşgücü Kanunu m.7)

Unofficial translation: “(7) Where there are missing information or documents in the application, assessment of the application is postponed until those deficiencies are completed. The postponement period cannot exceed thirty days, except in cases where the existence of a force majeure delaying the completion of the information or document deficiencies is documented by an official authority. Applications whose deficiencies are not completed at the end of the postponement period are refused. (8) The assessment of applications made in accordance with the procedure is completed within thirty days, provided that the information and documents are complete.”

Article 19 of the Regulation clarifies that the period for supplying missing information starts when it is requested. Unless a force majeure is documented by an official authority, the period cannot exceed thirty days. The employer should therefore monitor electronic notifications and answer the particular deficiency identified; an incomplete application is not held open indefinitely.

6. Work Permit Fees and Application Costs

A work permit involves a permit fee and a separate valuable paper fee. An extension also attracts both charges:

“(1) 2/7/1964 tarihli ve 492 sayılı Harçlar Kanunu uyarınca çalışma izni ve çalışma izni muafiyeti harca tabidir. (2) 21/2/1963 tarihli ve 210 sayılı Değerli Kâğıtlar Kanunu uyarınca yabancılara düzenlenen çalışma izni belgesi ve çalışma izni muafiyeti belgesinden değerli kâğıt bedeli alınır. (3) Çalışma izni süresinin uzatılması halinde harç ve değerli kâğıt bedelinin tamamı alınır.”

(Uluslararası İşgücü Kanunu Uygulama Yönetmeliği m.58)

Unofficial translation: “(1) Work permits and work permit exemptions are subject to a fee under the Law on Fees No. 492 of 2 July 1964. (2) A valuable paper fee is charged for work permit and work permit exemption documents issued to foreigners under the Law on Valuable Papers No. 210 of 21 February 1963. (3) The full fee and valuable paper fee are charged when a work permit is extended.”

The Ministry’s Payment of Fees and Valuable Paper Fees page publishes the schedule by permit type and duration, including a schedule expressly labelled for 2026. Use the applicable category and payment notification when checking the amount. A figure from an earlier year, or for a different permit, does not establish the amount payable on the present application.

For an overseas application, the work visa stage should also be included when checking costs with the foreign mission. Translation and certification depend on the documents required in the particular file. These items should be distinguished from the statutory permit and valuable paper fees rather than presented as one universal application price.

7. Work Permit Duration, Renewal and Changing Employer

The first ordinary employer-based permit may be granted for up to one year, without exceeding the employment or service contract:

“(1) Başvurunun olumlu değerlendirilmesi hâlinde yabancıya, iş veya hizmet sözleşmesinin süresini aşmamak koşuluyla, gerçek veya tüzel kişiye ya da kamu kurum veya kuruluşuna ait belirli bir işyerinde veya bunların aynı işkolundaki işyerlerinde belirli bir işte çalışmak şartıyla ilk başvuruda en çok bir yıl geçerli çalışma izni verilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.10)

Unofficial translation: “Where the application is assessed positively, a work permit valid for at most one year on first application is granted to the foreigner, on condition that it does not exceed the term of the employment or service contract and that the foreigner works in a specific job at a specific workplace belonging to a natural or legal person or to a public institution or organisation, or at their workplaces in the same branch of activity.”

The one-year period is a maximum, not an entitlement to that duration regardless of the contract and passport. The permission is tied to the specified job and workplace or the employer’s workplaces in the same branch of activity.

7.1. Renewing with the Same Employer

For the same employer, the first extension can be granted for up to two years and subsequent extensions for up to three years:

“(2) Bu Kanunun 7 nci maddesine göre yapılacak uzatma başvurusunun olumlu değerlendirilmesi hâlinde yabancıya aynı işverene bağlı olarak ilk uzatma başvurusunda en çok iki yıl, sonraki uzatma başvurularında ise en çok üç yıla kadar çalışma izni verilir. Ancak, farklı bir işveren yanında çalışmak üzere yapılan başvurular bu maddenin birinci fıkrası kapsamında değerlendirilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.10)

Unofficial translation: “Where an extension application made under Article 7 of this Law is assessed positively, a work permit of at most two years on the first extension application, and of up to three years on subsequent extension applications, is granted to the foreigner while attached to the same employer. However, applications made in order to work for a different employer are assessed within the scope of the first paragraph of this Article.”

An extension application must be made during the period beginning sixty days before expiry and, in every case, before the current permit expires:

“(3) Çalışma izni uzatma başvurusu, çalışma izni süresinin dolmasına altmış gün kalmasından itibaren ve her durumda çalışma izni süresi dolmadan yapılır. Bu süre dolduktan sonra yapılan uzatma başvuruları reddedilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.7)

Unofficial translation: “(3) An application to extend a work permit is made from the point at which sixty days remain before the expiry of the work permit period and, in every case, before the work permit period expires. Extension applications made after this period has expired are refused.”

The employer and employee should use the expiry date on the current permit to plan the application. Filing after expiry is not treated as a timely extension under Article 7(3).

7.2. Moving to a Different Employer

Article 10(2) expressly treats an application to work for a different employer under the first-application rule. The employee cannot transfer the longer extension period to the new employer simply because it was granted for the previous job. Article 15(5) of the Regulation also authorises specific procedures for domestic applications to change employer within the initial six months, except for extended permits. The relevant application category must therefore be checked before the move.

8. Indefinite and Independent Work Permits

An indefinite work permit and an independent work permit have different eligibility rules. Neither should be described as an automatic consequence of opening a company or spending time in Türkiye.

8.1. Indefinite Work Permit

A foreigner with a long-term residence permit or at least eight years of lawful work permit may apply for an indefinite permit:

“(3) Türkiye’de uzun dönem ikamet izni veya en az sekiz yıl kanuni çalışma izni olan yabancılar süresiz çalışma iznine başvurabilir. Ancak, yabancının başvuru şartlarını taşıması yabancıya mutlak hak sağlamaz.”

(6735 sayılı Uluslararası İşgücü Kanunu m.10)

Unofficial translation: “Foreigners who hold a long-term residence permit in Türkiye or at least eight years of lawful work permit may apply for an indefinite work permit. However, the foreigner’s satisfying the application conditions does not grant the foreigner an absolute right.”

These are alternative qualifying bases. Meeting either condition permits an application; Article 10(3) expressly says it does not confer an absolute right. Work-permit eligibility and eligibility for Turkish citizenship require separate assessments.

8.2. Independent Work Permit

An independent work permit concerns work without attachment to an employer. Article 24(2) of the Regulation provides for issuance in the foreigner’s own name. Article 10 of the Law sets out its assessment and duration:

“(6) Profesyonel meslek mensubu yabancılara, diğer kanunlarda belirtilen özel şartların sağlanması kaydıyla bağımsız çalışma izni verilebilir. (7) Bağımsız çalışma izninin uluslararası işgücü politikası doğrultusunda değerlendirilmesinde, yabancının; eğitim düzeyi, mesleki deneyimi, bilim ve teknolojiye katkısı, Türkiye’deki faaliyetinin veya yatırımının ülke ekonomisine ve istihdama etkisi, yabancı şirket ortağı ise sermaye payı ile Uluslararası İşgücü Politikası Danışma Kurulu önerileri doğrultusunda Bakanlıkça belirlenecek diğer hususlar dikkate alınır. (8) Bağımsız çalışma izni, bu maddede yer alan süre sınırlamalarına tabi olmaksızın süreli olarak düzenlenir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.10)

Unofficial translation: “(6) Foreign members of professional occupations may be granted an independent work permit, provided the special conditions in other laws are met. (7) Assessment takes account of the foreigner’s education, professional experience, contribution to science and technology, the effect of their activity or investment in Türkiye on the economy and employment, their capital share if a foreign company partner, and other matters determined by the Ministry in line with the Advisory Board’s recommendations. (8) An independent work permit is issued for a fixed term without being subject to the duration limits in this Article.”

An independent permit is issued for a fixed term even though the ordinary one-, two- and three-year limits do not govern it. The assessment considers professional qualifications and economic contribution, including capital share where the applicant is a company partner. Company registration by itself does not grant this permit. The corporate steps are discussed in setting up a company in Türkiye as a foreigner.

9. Does a Work Permit Replace a Residence Permit?

As a rule, a permit or exemption granted under Law No. 6735 serves in place of a residence permit under Article 27 of Law No. 6458:

“(1) Bu Kanuna göre verilen çalışma izni veya çalışma izni muafiyeti, 6458 sayılı Kanunun 27 nci maddesi uyarınca ikamet izni yerine geçer.”

(6735 sayılı Uluslararası İşgücü Kanunu m.12)

Unofficial translation: “(1) A work permit or work permit exemption granted under this Law replaces a residence permit pursuant to Article 27 of Law No. 6458.”

The reverse does not follow. Article 12 expressly limits what an ordinary residence permit provides:

“Ancak, 6458 sayılı Kanunda tanımlanan mülteci ya da ikincil koruma statüsü dışında yabancının herhangi bir nedenle ikamet izni olması yabancıya çalışma hakkı vermez.”

(6735 sayılı Uluslararası İşgücü Kanunu m.12)

Unofficial translation: “However, except for refugee or subsidiary protection status defined in Law No. 6458, holding a residence permit for any reason does not grant a foreigner the right to work.”

Someone holding a residence permit must therefore establish a separate work-authorisation basis unless their status falls within an applicable exception. The principal residence categories are explained in residence permit types in Türkiye.

10. The Turquoise Card and Its Transition Period

The Turquoise Card is a separate route assessed by reference to qualifications and contribution to Türkiye:

“(1) Uluslararası işgücü politikası doğrultusunda; eğitim düzeyi, mesleki deneyimi, bilim ve teknolojiye katkısı, Türkiye’deki faaliyetinin veya yatırımının ülke ekonomisine ve istihdama etkisi ile Uluslararası İşgücü Politikası Danışma Kurulu önerileri ve Bakanlıkça belirlenen usul ve esaslara göre başvurusu uygun görülen yabancılara Turkuaz Kart verilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.11)

Unofficial translation: “(1) In line with the international labour policy, a Turquoise Card is granted to foreigners whose application is found appropriate according to their level of education, professional experience, contribution to science and technology, the effect of their activity or investment in Türkiye on the country’s economy and on employment, together with the recommendations of the International Labour Force Policy Advisory Board and the procedures and principles determined by the Ministry.”

Its holder benefits from the rights provided by an indefinite work permit:

“(4) Turkuaz Kart sahibi yabancı bu Kanunda düzenlenen süresiz çalışma izninin sağladığı haklardan yararlanır.”

(6735 sayılı Uluslararası İşgücü Kanunu m.11)

Unofficial translation: “(4) A foreigner holding a Turquoise Card benefits from the rights provided by the indefinite work permit regulated in this Law.”

The route has its own eligibility assessment under Article 11. It should not be confused with applying for an indefinite permit on the basis of long-term residence or lawful work-permit history under Article 10.

10.1. Applying to Remove the Transition Annotation

The first three years are a transition period. The holder must apply to remove the transition annotation during the period beginning one hundred and eighty days before it expires and before expiry:

“(2) Turkuaz Kart, ilk üç yılı geçiş süresi olmak kaydıyla verilir. Bakanlık, geçiş süresi içinde işveren veya yabancıdan yürütülen faaliyetlere ilişkin bilgi ve belge talep edebilir. Geçiş süresi içinde 15 inci madde uyarınca iptal edilmeyen Turkuaz Kartta yer alan geçiş süresi kaydı, yabancının başvurusu hâlinde kaldırılır ve süresiz Turkuaz Kart verilir. Bu başvuru, geçiş süresinin dolmasına yüz seksen gün kalmasından itibaren, her durumda geçiş süresi dolmadan yapılır. Bu süre dolduktan sonra geçiş süresi kaydının kaldırılmasına ilişkin yapılan başvuru reddedilir ve Turkuaz Kart geçersiz hale gelir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.11)

Unofficial translation: “(2) The Turquoise Card is granted on condition that its first three years are a transition period. The Ministry may request information and documents relating to the activities carried out from the employer or the foreigner during the transition period. The transition period annotation on a Turquoise Card that has not been cancelled under Article 15 during the transition period is removed upon the foreigner’s application, and an indefinite Turquoise Card is granted. This application is made from the point at which one hundred and eighty days remain before the expiry of the transition period and, in every case, before the transition period expires. An application made after this period has expired for removal of the transition period annotation is refused and the Turquoise Card becomes invalid.”

A late application is refused and the card becomes invalid. The holder should distinguish this application from an ordinary work-permit extension, whose application period begins sixty days before expiry. During the transition period, the Ministry may request information and documents concerning the activities carried out.

10.2. Family Members and Temporary Protection

The spouse and dependent children receive the document described in Article 11(3), which serves in place of a residence permit:

“(3) Turkuaz Kart sahibi yabancının, mevzuat hükümlerine göre eş ve bakmakla yükümlü olduğu çocuklarına Turkuaz Kart sahibi yakını olduğunu gösteren ve ikamet izni yerine geçen belge verilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.11)

Unofficial translation: “(3) A document showing that they are a relative of a Turquoise Card holder, and which replaces a residence permit, is given to the spouse and the dependent children of the foreigner holding a Turquoise Card, in accordance with the provisions of the legislation.”

That provision describes a residence document for the family member. It does not itself grant the family member the holder’s work-permit rights. Article 11 also excludes foreigners under temporary protection from this regime:

“(6) Geçici koruma sağlanan yabancılara bu madde hükümleri uygulanmaz.”

(6735 sayılı Uluslararası İşgücü Kanunu m.11)

Unofficial translation: “(6) The provisions of this Article are not applied to foreigners granted temporary protection.”

11. Work Permit Exemptions and Company Partners

A work permit exemption must itself be obtained. Falling within an exemption category is not the same as having no application to make:

“(1) Çalışma izni muafiyeti kapsamında olan yabancılar, çalışma izni muafiyeti almak kaydıyla çalışabilir. (2) Çalışma izni muafiyeti başvuruları yurt içinde doğrudan Bakanlığa, yurt dışında yabancının vatandaşı olduğu veya yasal olarak bulunduğu ülkedeki Türkiye Cumhuriyeti büyükelçilikleri ya da başkonsolosluklarına yapılır. Yurt dışında yapılan bu başvurular Türkiye Cumhuriyeti büyükelçilikleri veya başkonsolosluklarınca Bakanlığa iletilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.13)

Unofficial translation: “(1) Foreigners within the scope of a work permit exemption may work on condition that they obtain a work permit exemption. (2) Work permit exemption applications are made, inside the country, directly to the Ministry, and abroad, to the embassies or consulates-general of the Republic of Türkiye in the country of which the foreigner is a national or in which the foreigner is lawfully present. These applications made abroad are transmitted to the Ministry by the embassies or consulates-general of the Republic of Türkiye.”

Article 13(7) identifies particular company roles and cross-border services:

“(7) 6102 sayılı Kanuna göre kurulmuş anonim şirketlerin Türkiye’de ikamet etmeyen yönetim kurulu üyesi ve diğer şirketlerin yönetici sıfatı olmayan ortağı ile Türkiye’de gerçekleştirdiği faaliyetleri yüz seksen gün içinde doksan günü geçmeyen sınırötesi hizmet sunucusu, çalışma izni muafiyeti kapsamında değerlendirilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.13)

Unofficial translation: “(7) A non-resident board member of joint stock companies established under Law No. 6102, a partner of other companies who does not hold the capacity of manager, and a cross-border service provider whose activities carried out in Türkiye do not exceed ninety days within one hundred and eighty days, are assessed within the scope of the work permit exemption.”

For a joint-stock company, the provision concerns a board member who does not reside in Türkiye. For other companies it concerns a partner without managerial capacity. The company type, the person’s role and, where required, residence status must therefore be distinguished. A managing partner should not rely on an exemption written for a non-managing partner. The cross-border service category in this paragraph concerns activities not exceeding ninety days in one hundred and eighty days.

Periods under an exemption also have a separate rule:

“(6) Çalışma izni muafiyetiyle geçirilen süreler, kanuni çalışma izni veya ikamet izni sürelerinin hesabında dikkate alınmaz.”

(6735 sayılı Uluslararası İşgücü Kanunu m.13)

Unofficial translation: “(6) Periods spent under a work permit exemption are not taken into account in the calculation of lawful work permit or residence permit periods.”

Those periods are excluded from the statutory calculation of lawful work-permit and residence-permit periods. An applicant considering future indefinite-permit eligibility should therefore distinguish exemption periods from qualifying work-permit history.

12. Exceptional Treatment for Certain Applicants

Article 16 allows exceptions concerning the application of Articles 7, 9 and 10 to specified categories. Examples include qualified workers, qualified investors and foreigners married to a Turkish citizen and living with that spouse in Türkiye:

“(1) Bakanlıkça belirlenen uluslararası işgücü politikasına uygun olarak; a) Eğitim düzeyi, ücreti, mesleki deneyimi, bilim ve teknolojiye katkısı ve benzeri özellikleri itibarıyla nitelikli işgücü olarak değerlendirilen, b) Bilim ve teknolojiye katkısı, yatırım veya ihracat düzeyi, sağlayacağı istihdamın büyüklüğü ve benzeri özellikleri itibarıyla nitelikli yatırımcı olarak değerlendirilen, … g) Bir Türk vatandaşı ile evli ve eşiyle Türkiye’de evlilik birliği içinde yaşayan, … yabancılara bu Kanunun 7 nci, 9 uncu ve 10 uncu maddelerinin uygulanmasına ilişkin istisnalar tanınabilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.16)

Unofficial translation: “(1) In accordance with the international labour policy determined by the Ministry, exceptions relating to the application of Articles 7, 9 and 10 of this Law may be granted to foreigners: a) who are assessed as qualified labour force by reference to their level of education, wage, professional experience, contribution to science and technology and similar characteristics; b) who are assessed as qualified investors by reference to their contribution to science and technology, level of investment or export, the size of the employment they will provide and similar characteristics; … g) who are married to a Turkish citizen and living with their spouse in Türkiye within the unity of marriage; …”

Other listed categories include people employed for a defined period on a project in Türkiye, people notified as being of Turkish descent, nationals of the Turkish Republic of Northern Cyprus or EU member states, and the protection-related categories specified in the Law. The provision also covers certain personnel of foreign representations and international organisations, internationally distinguished applicants and cross-border service providers.

These exceptions may be granted in accordance with international labour policy. Article 16 does not remove the Article 6 work-authorisation requirement. For the marriage category, the text requires both marriage to a Turkish citizen and living with the spouse in Türkiye within the marriage; marriage alone is not the whole statutory description.

13. Starting Work and the Employer’s Notification Obligations

Approval is followed by obligations concerning the start of work and social security. The Regulation distinguishes domestic and overseas applications:

“(1) Yurtiçinden yapılan başvurularda yabancının, çalışma izninin başlangıç tarihinden itibaren bir ay içerisinde ilgili mevzuat kapsamında yükümlülüklerini yerine getirmek suretiyle çalışmaya başlaması zorunludur. (2) Yurtdışından yapılan başvurularda yabancının yurda giriş tarihinden itibaren bir ay içerisinde ve her halükarda çalışma izninin başlangıç tarihinden itibaren altı ay içerisinde ilgili mevzuat kapsamında yükümlülüklerini yerine getirmek suretiyle çalışmaya başlaması zorunludur.”

(Uluslararası İşgücü Kanunu Uygulama Yönetmeliği m.25)

Unofficial translation: “(1) For domestic applications, the foreigner must start work within one month of the work permit’s start date, fulfilling the obligations under the relevant legislation. (2) For applications from abroad, the foreigner must start work within one month of entry into the country and, in every case, within six months of the work permit’s start date, fulfilling the obligations under the relevant legislation.”

For a domestic application, the employee must begin within one month of the permit’s start date. For an overseas application, the period is one month from entry and, in every case, within six months of the permit’s start date. Article 25(3) separately addresses the timing of social security notification where delivery of the permit to the employer and the permit start date differ.

Employers must also notify the Ministry of the specified events within fifteen days:

“(1) Yabancı çalıştıran işverenler ile süresiz veya bağımsız çalışma izni bulunan yabancılar, çalışma izninin veya çalışma izni muafiyeti kapsamında çalışmanın başlaması ve sona ermesi durumu ile çalışma izni veya çalışma izni muafiyetinin iptalini gerektirecek hâlleri on beş gün içinde Bakanlığa bildirmekle yükümlüdür.”

(6735 sayılı Uluslararası İşgücü Kanunu m.22)

Unofficial translation: “(1) Employers employing foreigners, and foreigners holding an indefinite or independent work permit, are obliged to notify the Ministry within fifteen days of the start and end of work under the work permit or work permit exemption, and of circumstances requiring cancellation of the permit or exemption.”

The duty covers the start and end of work and circumstances requiring cancellation. Holders of indefinite or independent permits also have the notification duty stated in Article 22. Failure to notify is separately penalised under Article 23, even where the worker holds a permit.

Social security duties remain applicable:

“(2) Çalışma izni veya çalışma izni muafiyeti alan yabancılar ile yabancı çalıştıran işverenler, sosyal güvenlik mevzuatından kaynaklanan yükümlülüklerini kanuni süresi içinde 31/5/2006 tarihli ve 5510 sayılı Sosyal Sigortalar ve Genel Sağlık Sigortası Kanunu hükümlerine göre yerine getirirler. (3) Türkiye’nin taraf olduğu sosyal güvenlik sözleşmeleri hükümleri saklıdır.”

(6735 sayılı Uluslararası İşgücü Kanunu m.22)

Unofficial translation: “(2) Foreigners obtaining a work permit or exemption and employers employing foreigners must fulfil their social security obligations within the statutory period under Law No. 5510 on Social Insurance and General Health Insurance of 31 May 2006. (3) The provisions of social security agreements to which Türkiye is a party are reserved.”

The fifteen-day Ministry notification should not be treated as the deadline for every social security filing. Article 22(2) refers those obligations to their own statutory periods, while paragraph three preserves applicable social security agreements.

14. Refusal, Cancellation and Remedies

Articles 9 and 15 of Law No. 6735 distinguish refusal of an application from cancellation of an existing permit. The decision’s particular reason must be assessed against the application, the employer and employee evidence, and any later event relied on for cancellation.

“(2) Bakanlığın bu Kanun kapsamında verdiği kararlara karşı ilgililer tarafından tebliğ tarihinden itibaren otuz gün içinde Bakanlığa itiraz edilebilir. İtirazın reddedilmesi hâlinde idari yargı yoluna başvurulabilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.21)

Unofficial translation: “(2) An appeal may be made to the Ministry by those concerned within thirty days of notification against the decisions the Ministry gives under this Law. If the appeal is rejected, recourse to the administrative courts is possible.”

The thirty-day Ministry objection period is different from the judicial filing period. Filing a case does not itself issue or restore a permit. The work permit rejection and cancellation guide explains the grounds, objection evidence, court deadline and stay of execution under Articles 7, 11, 27 and 32 of Law No. 2577.

“1. Danıştayda veya idari mahkemelerde dava açılması dava edilen idari işlemin yürütülmesini durdurmaz.”

(2577 sayılı İdari Yargılama Usulü Kanunu m.27)

Unofficial translation: “1. Bringing an action before the Council of State or administrative courts does not suspend execution of the administrative act challenged.”

15. Fines for Working or Employing Without a Permit

Article 23 provides separate sanctions for failure to notify and for work without a permit. Both the foreigner and the employer can be penalised. The figures in the following provision are the base amounts in the statutory text, not a current-year fine schedule:

“(5) Bu Kanuna göre; a) Bildirim yükümlülüğünü yerine getirmeksizin, 1) Bağımsız veya süresiz çalışma izni ile çalışan yabancıya dört yüz Türk lirası, 2) Yabancı çalıştıran işverene her bir yabancı için dört yüz Türk lirası, b) Çalışma izni olmaksızın, 1) Bir işverene bağlı olarak çalışan yabancıya iki bin dört yüz Türk lirası, 2) Bağımsız çalışan yabancıya dört bin sekiz yüz Türk lirası, 3) Yabancı çalıştıran işverene veya işveren vekiline her bir yabancı için altı bin Türk lirası, tutarında idari para cezası verilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.23)

Unofficial translation: “(5) Under this Law: a) without fulfilling the notification obligation — 1) four hundred Turkish lira on a foreigner working with an independent or indefinite work permit, 2) four hundred Turkish lira on the employer for each foreigner; b) without a work permit — 1) two thousand four hundred Turkish lira on a foreigner working for an employer, 2) four thousand eight hundred Turkish lira on a foreigner working independently, 3) six thousand Turkish lira on the employer or employer’s representative for each foreigner — is imposed as an administrative fine.”

For the employer, the provision calculates the fine for each foreigner. The employee’s fine depends on whether the work is employer-based or independent. Repetition increases the fine:

“(6) Beşinci fıkrada sayılan fiillerin tekrarı hâlinde idari para cezaları bir kat artırılarak uygulanır.”

(6735 sayılı Uluslararası İşgücü Kanunu m.23)

Unofficial translation: “(6) On repetition of the acts listed in the fifth paragraph, the administrative fines are applied increased by one fold.”

15.1. Why the Statutory Figures Differ from the Current Fine

The amounts written in Article 23 date from the original statutory text. Article 17 of the Law on Misdemeanours provides for annual revaluation:

“(7) İdarî para cezaları her takvim yılı başından geçerli olmak üzere o yıl için 4.1.1961 tarihli ve 213 sayılı Vergi Usul Kanununun mükerrer 298 inci maddesi hükümleri uyarınca tespit ve ilân edilen yeniden değerleme oranında artırılarak uygulanır.”

(5326 sayılı Kabahatler Kanunu m.17)

Unofficial translation: “(7) Administrative fines are applied, from the beginning of each calendar year, increased by the revaluation rate determined and announced for that year under the provisions of the repeated Article 298 of the Tax Procedure Law No. 213 of 4 January 1961.”

The base figures should therefore not be used as the amount presently payable. The applicable year and the act being penalised must be identified when checking the current assessment. This is separate from the work-permit application fee: paying that fee does not settle an administrative fine.

16. Deportation Referral and the Employer’s Additional Costs

Unpermitted work also leads to the notification specified in Article 23(8):

“(8) Çalışma izni bulunmadan çalıştığı tespit edilen yabancılar sınır dışı edilmek üzere İçişleri Bakanlığına bildirilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.23)

Unofficial translation: “Foreigners determined to have worked without a work permit are notified to the Ministry of Interior for the purpose of deportation.”

This provision concerns referral to the Ministry of Interior for deportation. It is not a judicial finding that every person must be removed irrespective of the separate immigration rules governing that decision.

The employer or its representative also bears the expenses identified in Article 23(9):

“(9) İşveren veya işveren vekili, çalışma izni bulunmayan yabancının ve varsa eş ve çocuklarının konaklama giderlerini, ülkelerine dönmeleri için gerekli masrafları ve gerektiğinde sağlık harcamalarını karşılamak zorundadır. Bu gider, masraf ve harcamaların Göç İdaresi Genel Müdürlüğü bütçesinden karşılanması hâlinde, bu madde gereğince ödenen tutarlar, 21/7/1953 tarihli ve 6183 sayılı Amme Alacaklarının Tahsil Usulü Hakkında Kanun uyarınca işveren veya işveren vekilinden tahsil edilir.”

(6735 sayılı Uluslararası İşgücü Kanunu m.23)

Unofficial translation: “The employer or the employer’s representative is obliged to meet the accommodation expenses of the foreigner without a work permit and, if any, of their spouse and children, the costs necessary for their return to their countries and, where necessary, their health expenditures. Where these expenses, costs and expenditures are met from the budget of the Directorate General of Migration Management, the amounts paid under this Article are collected from the employer or the employer’s representative pursuant to Law No. 6183 on the Procedure for the Collection of Public Receivables of 21/7/1953.”

The obligation covers accommodation, return travel and, where necessary, health expenditure for the worker and any spouse and children. Where the migration authority meets those expenses first, the Law provides for recovery under the public-receivables procedure. The potential liability therefore extends beyond the administrative fine.

17. Challenging a Fine: A Different Court and Deadline

A standalone administrative fine under Law No. 6735 follows a different route from a Ministry work-permit refusal. In a case concerning a fine for independent work without permission, the Court of Jurisdictional Disputes held that the judicial branch had jurisdiction:

“İncelenen uyuşmazlıkta, öngörülen idari para cezasının 5326 sayılı Kanun’un 16. maddesinde belirtilen idari yaptırım türlerinden biri olduğu, 6735 sayılı Uluslararası İşgücü Kanunu’nda idari para cezasına itiraz konusunda görevli mahkemenin gösterilmediği anlaşılmıştır. Bu durumda, Kabahatler Kanunu’nun 5560 sayılı Kanun’la değişik 3. maddesinde belirtildiği üzere, idari yaptırım kararlarına karşı kanun yoluna ilişkin hükümlerinin, diğer kanunlarda aksine hüküm bulunmaması halinde uygulanacağı nedeniyle, görevli mahkemenin belirlenmesinde 5326 sayılı Yasa hükümleri dikkate alınacağından, dava konusu idari para cezasına karşı açılan davanın görüm ve çözümünde, anılan Kanunun 27. maddesinin (1) numaralı bendi uyarınca adli yargı yerinin görevli olduğu sonucuna varılmıştır.”

(Uyuşmazlık Mahkemesi, E. 2018/309, K. 2018/321, T. 28.05.2018 — adli yargının görevli olduğuna)

Unofficial translation: “In the dispute examined, it was understood that the administrative fine in question is one of the types of administrative sanction specified in Article 16 of Law No. 5326, and that Law No. 6735 on International Labour Force does not designate the court competent for objections to an administrative fine. In this situation, since — as stated in Article 3 of the Law on Misdemeanours as amended by Law No. 5560 — the provisions on the legal remedy against administrative sanction decisions apply where there is no provision to the contrary in other laws, the provisions of Law No. 5326 are to be taken into account in determining the competent court; it was therefore concluded that the judicial branch is competent for the hearing and resolution of the action brought against the administrative fine in question, pursuant to sub-paragraph (1) of Article 27 of that Law.”

The Court distinguished the fine from the Ministry decisions addressed by Article 21. It removed the criminal judgeship’s contrary jurisdiction decision. The judgment determines the proper judicial branch; it does not decide that every fine for unpermitted work is unlawful.

Article 27(1) of the Law on Misdemeanours states the application period:

“(1) İdarî para cezası ve mülkiyetin kamuya geçirilmesine ilişkin idarî yaptırım kararına karşı, kararın tebliği veya tefhimi tarihinden itibaren en geç onbeş gün içinde, sulh ceza mahkemesine başvurulabilir. Bu süre içinde başvurunun yapılmamış olması halinde idarî yaptırım kararı kesinleşir.”

(5326 sayılı Kabahatler Kanunu m.27)

Unofficial translation: “(1) An application against an administrative sanction imposing an administrative fine or transfer of ownership to the public may be made to the criminal court of peace within fifteen days at the latest from notification or pronouncement of the decision. If no application is made within that period, the administrative sanction becomes final.”

For that standalone fine route, the application is to the criminal judgeship of peace (sulh ceza hâkimliği) within fifteen days of notification or pronouncement. This is not the thirty-day objection to the Ministry against a permit decision. Article 27(4) requires the petition to identify the sanction and the evidence relied upon.

The general jurisdiction rule has a statutory exception where the same action also includes a decision concerning the same person within administrative-court jurisdiction:

“İdarî yaptırım kararının verildiği işlem kapsamında aynı kişi ile ilgili olarak idarî yargının görev alanına giren kararların da verilmiş olması halinde; idarî yaptırım kararına ilişkin hukuka aykırılık iddiaları bu işlemin iptali talebiyle birlikte idarî yargı merciinde görülür.”

(5326 sayılı Kabahatler Kanunu m.27)

Unofficial translation: “Where the same administrative action imposing the sanction also includes decisions concerning the same person that fall within the jurisdiction of the administrative courts, allegations that the administrative sanction is unlawful are heard by the administrative court together with the application to annul that action.”

The actual decisions served must therefore be examined together before selecting the route. A fine, a permit cancellation and a deportation decision should not be treated as one interchangeable act with one common deadline.