Work Permit Applications in Türkiye Following Recent Legislative Amendments
A work permit is defined under Law No. 6735 on International Workforce, and the application process is outlined therein. The most up-to-date information regarding the procedures related to the work permit process can be found on the official website of the Directorate General of International Labour Force under the Ministry of Labour and Social Security (the “MoLSS” or the “Ministry”). The two (2) primary legal sources that both the foreign national and the employer may rely upon during the application process are the International Workforce Law (the “Law”) and the Ministry’s official website.
1. What is a Work Permit?
According to Article 3, paragraph (c) of the Law, a work permit is defined as:“A permit issued by the Ministry in the form of an official document, granting the foreigner the right to work and reside in Türkiye during its validity period.”[1] A work permit is an official document that not only allows a person to be employed in a specific sector within the borders of Türkiye, but also serves as a residence permit. Whether the individual is employed as a dependent or independent worker does not create a legal distinction in this regard. It is not legally permissible for a foreign national to work within Türkiye without holding a valid work permit. Otherwise, in the event of employment without such a permit, legal sanctions shall apply. As of 2025, employers who employ foreign nationals without a valid work permit will be fined 81,683 TRY. Foreign nationals working dependently without a work permit will be subject to a fine of 32,654 TRY, while those working independently without a permit will be fined 65,352 TRY. Additionally, under Law No. 6735, individuals who fail to fulfill their notification obligations will face a fine of 5,423 TRY.[2]
2. Work Permit Application Process
There are two (2) ways to apply for a work permit in Türkiye: (i) from within the country (domestic applications) and (ii) from abroad (overseas applications). Pursuant to Article 7 of the Law, applications made within Türkiye must be submitted directly through the Ministry. On the other hand, work permit applications from abroad must be submitted through the relevant Turkish Embassies or Consulates General. While the two (2) processes are generally similar, they differ in certain key respects. Before highlighting a major distinction, it is necessary to outline the domestic application procedure:[3]i) First and foremost, an employment contract must be signed between the foreign national and the employer.
ii) The employer must register the workplace by using an electronic signature on the e-Government portal through the “Work Permit Application System for Foreigners.”
iii) Then, the employer must follow the system’s step-by-step guidance under the domestic application section and complete the application by approving it via electronic signature.
Once these steps are completed, the Ministry must approve the work permit application. The criteria considered by the Ministry during its evaluation process will be addressed in a later section of this memorandum. Although the process for applications submitted from abroad is generally similar, it begins with the foreign national obtaining a reference number issued by a Turkish Embassy or Consulate General. The employer will then use this reference number to follow up on the overseas work permit application process.
The most significant difference between these two (2) routes emerges at the stage of notifying the Social Security Centre (the “SSC”) by submitting a declaration of insured employment once the application is approved.
For domestic applications, the declaration of employment must be submitted to the SSC within 30 days from the date of the e-mail confirming the approval of the application.
However, in the case of overseas applications, the process provides greater flexibility for the applicant: the foreign national must enter Türkiye within six (6) months from the date the approval e-mail is received, and within 30 days of entry, the declaration of insured employment must be submitted to the SSC. In conclusion, the time limits for submitting the employment declaration to the SSC differ depending on whether the application is made from within Türkiye or from abroad.
It is also important to evaluate the work permit application process specifically in the context of foreign direct investments. In this regard, the Regulation on the Employment of Foreign Nationals in Foreign Direct Investments[4], published in the Official Gazette dated 29 August 2003 and numbered 25214, sets forth facilitative provisions regarding the work permit applications for foreign personnel to be employed by foreign-capital companies in Türkiye.
For direct foreign investments of special nature, various investment and capital thresholds have been established based on the definitions provided in the Regulation on the Employment of Foreign National Personnel within the Scope of Foreign Direct Investments[5]. In order to benefit from the provisions under this Regulation, at least one of the following conditions must be met:
a) Provided that the total capital share of the foreign shareholders amounts to at least TRY 17,488,252 the company or branch must have generated a minimum annual turnover of TRY 1,314,000,000 in the most recent fiscal year.
b) Provided that the total capital share of the foreign shareholders amounts to at least TRY 17,488,252 the company or branch must have achieved a minimum export volume of USD 1 million in the most recent fiscal year.
c) Provided that the total capital share of the foreign shareholders amounts to at least TRY 17,488,252 the company or branch must have employed at least 250 personnel registered with the Social Security Institution (“SSI”) within the most recent year.
d) In the case of an investment by the company or branch, the projected minimum fixed investment amount must be at least TRY 436.1 million.
e) The parent company must have a direct foreign investment in at least one other country in addition to the country in which its headquarters is located.
Regarding employment in liaison offices, the Regulation on the Employment of Foreign National Personnel within the Scope of Foreign Direct Investments stipulates that the Ministry may grant a work permit to only one (1) person authorized for the liaison office, provided that at least USD 200,000 or its equivalent in foreign currency has been brought into Türkiye from abroad in the previous year to fund the office’s activities. This regulation may be considered as a special type of permit that is contingent upon the duration of the office's activity.
The Regulation defines the concept of "key personnel" and stipulates that individuals serving in positions such as board members or company managers, or those who possess essential knowledge regarding the company’s services, operations, or management, are considered key personnel. Their applications are “prioritized” accordingly. Under Article 7 of the Regulation, key personnel are allowed to submit their applications for work permits at Turkish diplomatic missions located in the country of their nationality or legal residence. If the foreign national is legally residing in Türkiye, the work permit application may be submitted directly to the Ministry by either the individual or the employer. It is stipulated that an application for the extension of a work permit may be submitted before the permit expires, provided that it is made within a maximum period of two months prior to the expiration date.
3. Criteria for the Evaluation of Work Permit Applications
Provided that all documents are complete and accurate, the work permit application is expected to be finalized within 30 days following the evaluation by the Ministry. For qualifying foreign direct investments and key personnel to be employed in liaison offices under Article 6 of the Regulation, this period is 15 days from the date of application to the Ministry, again provided that the documentation is complete. The Ministry considers certain criteria during its evaluation. These criteria were updated on 01.10.2024[6] and include significant changes affecting foreign nationals’ work permit applications. With the new regulation, the criteria concerning employment, financial capability, and wages have been revised, and new regulations have been introduced on the basis of sectors, professions, and jobs.3.1. Employment Criteria
In workplaces subject to the balance sheet-based accounting method, it is essential that for each foreign national to be employed, at least five (5) Turkish citizens are employed in the same workplace.The employment criterion does not apply to work permit applications for up to five (5) foreign nationals to be employed in a workplace whose net sales in the previous year are TRY 50,000,000 or more.[7]
The requirement that at least five (5) Turkish citizens must be employed for each foreign national, as stated in the first paragraph, was also applied in 2023[8]. While this criterion has not changed, the net sales threshold applied in 2023, which was TRY 800,000, has been updated to TRY 50,000,000.
As for qualifying foreign direct investments, Article 6 of the Regulation on the Employment of Foreign Nationals in Foreign Direct Investments provides the following provision introducing a limit to employment: “In liaison offices operating under Law No. 4875, the Ministry may grant a work permit to a maximum of one (1) person holding an authorization certificate, provided that at least USD 200,000 or its equivalent in foreign currency has been brought in from abroad within the previous year for the office’s activities.”
3.2. Financial Capability Criteria
The financial capability criterion is regulated separately for applications made by newly established companies, existing companies, and ordinary partnerships based on the balance sheet method. In 2023, newly established companies subject to balance sheet accounting were required to have a minimum paid-in capital of TRY 100,000, while existing companies had to meet one of the following conditions: a minimum paid-in capital of TRY 100,000, net sales exceeding a certain threshold, or exports of at least USD 250,000 in the previous year. For applications made by ordinary partnerships, a minimum export amount of USD 150,000 in the previous year was required.As of 01.10.2024, these thresholds have been updated as follows:[9]
i. In work permit applications filed on behalf of a foreign national to be employed in a newly established workplace (established in the current year and has not yet issued a year-end balance sheet or annual income statement) subject to the balance sheet accounting method, the workplace must have a paid-in capital of at least TRY 500,000.
ii. In work permit applications filed on behalf of a foreign national to be employed in an existing workplace (established prior to the current year and has issued at least one (1) year-end balance sheet and annual income statement) subject to the balance sheet accounting method, the workplace must meet at least one of the following conditions: the paid-in capital must be at least TRY 500,000 or net sales must be at least TRY 8,000,000 or exports must be at least USD 150,000.
iii. In work permit applications filed by ordinary partnerships established by workplaces subject to the balance sheet-based accounting method, at least one of the partners must have a paid-in capital of at least TRY 500,000 or net sales of at least TRY 8,000,000 or exports of at least USD 150,000.
The effective date for the implementation of the new financial capability thresholds is set as 01.01.2025, as stated in the following article:
“The implementation of the paid-in capital and net sales thresholds specified in Article 2 titled ‘Financial capability criteria’ of Section A, and the capital threshold specified in the first paragraph of Article 1 titled ‘Financial capability and employment criteria for foreign shareholders’ of Section C shall enter into force on 01.01.2025.”
As for qualifying foreign direct investments, the Regulation on the Employment of Foreign Nationals in Foreign Direct Investments defines various investment and capital thresholds.[10] In order to benefit from the provisions set out under this Regulation, at least one of the following conditions must be met:
a) Provided that the total capital share of the foreign shareholders amounts to at least TRY 17,488,252 the company or branch must have generated a minimum annual turnover of TRY 1,314,000,000 in the most recent fiscal year.
b) Provided that the total capital share of the foreign shareholders amounts to at least TRY 17,488,252 the company or branch must have achieved a minimum export volume of USD 1 million in the most recent fiscal year.
c) Provided that the total capital share of the foreign shareholders amounts to at least TRY 17,488,252 the company or branch must have employed at least 250 personnel registered with the SSI within the most recent year.
d) In the case of an investment by the company or branch, the projected minimum fixed investment amount must be at least TRY 436.1 million.
e) The parent company must have a direct foreign investment in at least one other country in addition to the country in which its headquarters is located.[11]
For liaison offices, it is stipulated—as stated in the "Work Permit Application Process" section—that they are required to maintain an amount of 200,000 USD or its equivalent inforeign currency.
3.3. Wage Criteria
One of the most significant changes introduced in the context of work permit applications concerns the wage criterion. The wage criteria applied before 01.10.2024 and those that will apply to applications submitted after this date differ. The wage criteria to be applied as of 01.10.2024 are as follows: [12] [13]| Field of Profession | Application After 01.10.2024 | Application Before 01.10.2024 |
|---|---|---|
| Senior executives and pilots | At least 5 times the minimum wage | At least 6 times the minimum wage |
| Engineers and architects | At least 4 times the minimum wage | At least 4 times the minimum wage |
| Other managers | At least 3 times the minimum wage | At least 3 times the minimum wage |
| Those working in jobs requiring expertise/skills | At least 2 times the minimum wage | At least 1.5 times the minimum wage |
| Domestic workers and others | At least 1 time the minimum wage | At least 1 time the minimum wage |
As a result, it is seen that as of 01.10.2024, facilitatory regulations have been introduced into the wage criterion of the work permit evaluation process, and foreign nationals can now apply for a work permit even at the level of the minimum wage.
3.4. Exceptional Cases in Evaluation Criteria[14]
Another notable point introduced by the regulation dated 1 October 2024 is the exceptional cases added to the work permit evaluation criteria. The Ministry has envisaged certain exceptions to the general evaluation criteria concerning financial capability and employment. These exceptions provide relief from these criteria and may offer advantages for the employer company.In the evaluation of domestic work permit applications filed on behalf of foreign nationals who, excluding student residence permits, have legally resided in Türkiye under a residence permit, work permit, or international protection for at least three (3) years within the last five (5) years as of the date of the application, the employment and financial capability criteria shall not be applied, limited to a maximum of three (3) foreigners within this scope.
The first point to note in this regulation is that the required residence permit of at least three (3) years within the last five (5) years must be a type other than a student residence permit and must have been issued to the foreign individual. In this scope, the exemption from the employment and financial capability criteria is foreseen for a maximum of three (3) foreigners. For any additional foreigner beyond the third, the standard requirement of employment of five (5) Turkish citizens per foreigner and fulfillment of financial capability criteria shall apply. In order for this exception to be applied, the number of foreign nationals working under a work permit at the workplace must not exceed the number of Turkish citizen employees.
As for applications by individuals whose residence permit is about to expire, if the person has had an “uninterrupted” residence permit for the past three (3) years (with no gaps), and if the residence permit is still valid at the date of application, it is to be considered acceptable under exceptional circumstances even if it expires within the following six (6) months.
As for the exceptions in the Regulation on the Employment of Foreign Nationals in Foreign Direct Investments, it is stated that for key personnel who have been granted a work permit within the duration of a residence permit of at least six (6) months (excluding residence permits granted for education purposes), there shall be no requirement to obtain a work visa from Turkish foreign missions.
A distinction is made regarding the field of duty: in work permit applications filed on behalf of key foreign personnel to be employed in the field of vocational training, the 15-day evaluation period shall not apply. On the other hand, for key foreign personnel to be employed outside the field of vocational training, it is stated that opinions shall not be sought from the relevant authorities regarding vocational qualification. These individuals shall not be subject to the professional qualification and licensing requirements and procedures stipulated under the Regulation on the Implementation of the Law on Work Permits of Foreigners.
3.5. Sector, Occupation, or Job-Based Special Evaluation Criteria
In addition to the general evaluation criteria, the MoLSS has established specific criteria based on sector, occupation, and job roles. Where applicable, special criteria shall prevail over general criteria. In the absence of a special applicable criterion, the general criteria shall be applied.3.5.1. Information Technology
In evaluating work permit applications for workplaces operating in the field of information technology, it is essential that employment and financial capability criteria are not applied. This criterion applies to specialized jobs, occupations, and roles such as software development specialists, database specialists, mobile software specialists, system network and security specialists, and enterprise architecture specialists. If a person with one of these job titles is to work at a workplace not engaged in the IT sector, this exemption shall apply to a maximum of two (2) foreign nationals.3.5.2. Education
In the education sector, obtaining prior authorization from the Ministry of National Education or the Council of Higher Education is a prerequisite for applying. If such prior authorization has been granted, then, pursuant to Articles 8(3) and (4) of Law No. 6735 on International Labor Force, the following provisions apply in the evaluation of work permit applications:[15]“(3) When evaluating work permit applications of foreigners who have received prior authorization, subparagraph (d) of the first paragraph of Article 9 of this Law shall not apply.
(4) Work permits for foreign academic staff who will work in accordance with Article 34 of the Higher Education Law No. 2547 of 4/11/1981 shall be granted by the Ministry based on the prior authorization issued by the Council of Higher Education under the relevant legislation. In evaluating the work permit applications of foreign academic staff working with such authorization, the first paragraph of Article 9 of this Law shall not apply, except for the fourth, fifth, and sixth paragraphs and subparagraphs (f), (g), and (ğ) of Article 7.”
Furthermore, regarding employment and financial capability criteria: “Without prejudice to the provisions of international agreements to which Türkiye is a party, in the evaluation of work permit applications for foreigners working in education institutions and international schools in professions or occupations requiring prior authorization under Article 29 of the Ministry of National Education’s Regulation on Private Educational Institutions[16], employment and financial capability criteria shall not apply.”
3.5.3. Domestic Services
In the area of domestic services, the eligibility of individuals for work permits for childcare, care of the elderly, or care of disabled persons is regulated separately. A key criterion is outlined for foreign nationals applying from abroad to work in domestic services:“In cases where a foreign national is employed in domestic services through a work permit issued upon an application made from abroad, any subsequent domestic work permit application within six (6) months of the initial permit start date—aiming to work for a different employer—shall be denied, except in cases of force majeure.”
Supporting legal basis and documents are as follows:
3.5.3.1. In the domestic services sector; it is essential that foreigners are employed in child care, care of persons with disabilities or the elderly, and patient accompaniment services.
3.5.3.2. In the domestic services sector;
a) For child care:
1. In cases where the mother and father are married, the child’s mother or father,
2. In cases where the mother and father are divorced, the parent with custody of the child,
3. The person who adopted the child,
4. In cases where the child is under guardianship, the child’s guardian,
5. Persons who hold the status of foster mother or foster father within the scope of the foster family system,
6. The mother of a child born out of wedlock or the father who has legally recognized the child,
b) For the care of persons with disabilities or the elderly and for patient accompaniment:
1. The disabled, ill, or elderly person themselves,
2. First- or second-degree relatives of the disabled, ill, or elderly person,
3. The guardian, in cases where the disabled, ill, or elderly person is under guardianship may apply for a work permit.
3.5.3.3. In the evaluation of work permit applications;
a) The health condition and age of the person to be cared for or accompanied,
b) The education, professional experience, Turkish language proficiency level, residence or work history in Türkiye, marital status, and age of the foreigner who will provide the care or accompaniment,
c) Other issues indicating the specific nature of the work,
ç) The employer’s socio-economic status, assets, and regular and continuous monthly income are taken into consideration.
3.5.3.4. In domestic services, the person to be cared for or accompanied, or their blood or in-law relatives up to and including the second degree who will assist in the care or accompaniment, must have sufficient regular and continuous income, documented by relevant institutions and organizations. In cases where there is no blood or in-law relative up to and including the second degree of the person to be cared for or accompanied, other persons with family ties who wish to assist with the care must submit a document issued by the relevant institution showing sufficient regular and continuous income and a notarized letter of undertaking declaring their support to the employer.
3.5.3.5. For foreigners employed in domestic services with a work permit issued based on an application from abroad, applications made from within Türkiye to work for another employer within six (6) months from the start date of the permit shall be evaluated negatively, except in cases of force majeure.
3.5.4. Aviation
In evaluating work permit applications made on behalf of foreign nationals to work in senior executive positions or in specialized roles at the Turkish representations of foreign flag carrier airlines, the employment and financial capability criteria shall not apply. At this point, the job description is of significant importance. In order for the exemption to be applicable, the following three (3) fundamental conditions must be met simultaneously[17]:a) The employer must be a flag carrier airline of a foreign country (e.g., Qatar Airways, Lufthansa, Emirates, Aeroflot, etc.), b) The individual must be employed at the representative office of the company in Türkiye, c) The foreign national’s position must be either a senior executive role (e.g., general manager, director) or a specialized position requiring expertise (e.g., flight safety specialist, maintenance engineer, training director, etc.).
3.5.5. High-Tech Sectors
In cases of qualified investments or jobs requiring high technology—where the General Directorate considers it appropriate due to the absence of similarly qualified Turkish employees and where a high contribution to the national economy or significant employment is pledged—the general evaluation criteria for work permits may be waived in full or in part.In addition, the MoLSS provides a regulation concerning the field of R&D:
“In evaluating work permit applications for foreign nationals to be employed as R&D, innovation, or design personnel in companies holding an R&D Center or Design Center certificate under Law No. 5746[18] on Supporting Research, Development and Design Activities and related legislation, or for those working within technology development zones under Law No. 4691 on Technology Development Zones, a positive opinion from the Ministry of Industry and Technology shall be required. This regulation applies to all companies operating within technoparks. Applications are submitted in a standard manner through the MoLSS’ work permit application system, and the evaluation process is expected to be concluded within 30 to 45 days. The assessment is carried out in coordination between the relevant ministries, and a positive opinion is issued by the Ministry of Industry and Technology following the application. No additional procedure is required for obtaining this opinion.
Employment and financial capability criteria shall not apply to work permit applications made under this paragraph.
3.5.6. Public Projects
For foreign nationals to be employed in bilateral or multilateral treaty-based projects or those implemented in Türkiye, or by public institutions and organizations in the procurement of goods and services via contract or tender procedures, and/or in firms contracted as subcontractors in such projects, employment and financial capability criteria shall not be applied in the evaluation of their work permit applications.3.5.7. Health Sector
As in the education sector, foreign nationals who are to work in professional and qualified positions in healthcare institutions must obtain prior authorization. Such authorization must be obtained from the Ministry of Health. Once prior authorization is granted, employment and financial capability criteria shall not apply. Health tourism companies may also be evaluated within this scope pursuant to Article 20, titled "Preliminary Permit", of the Regulation on the Implementation of the International Workforce Law.3.5.8 Tourism Sector
In the tourism sector, the employment criterion shall not be applied in evaluating work permit applications for foreign nationals to work in jobs requiring expertise or skill—such as massage therapists, SPA therapists, etc.—in tourism businesses certified by the Ministry of Culture and Tourism, restaurants operating at the same address as such businesses, animation organizations contracted with these businesses, hammams/saunas and similar complexes holding a travel agency business license, or thermal hotels with proper authorization from official authorities, provided that at least 10 Turkish citizens are employed. For work permit applications filed on behalf of foreigners who will work as masseurs, masseuses, SPA therapists, and in other similar professions requiring expertise and craftsmanship, the workplace where the foreigner will be employed must be one of the following:a) A tourism enterprise that holds a tourism operation certificate issued by the Ministry of Culture and Tourism and that can prove the existence of a massage salon, or a thermal hotel that has obtained an activity license from official authorities,
b) A massage salon operating under a contract within a tourism enterprise holding a tourism operation certificate from the Ministry of Culture and Tourism, located at the same address as the enterprise,
c) A bath and sauna facility contracted with an enterprise that holds a travel agency certificate,
ç) A sports center authorized by official authorities and employing at least twenty Turkish citizens.
Work permit applications filed on behalf of foreigners who will work as masseurs, masseuses, SPA therapists, and in other similar professions requiring expertise and craftsmanship at workplaces other than those listed in subparagraphs (a), (b), (c), and (ç) shall be negatively evaluated.
3.5.9. For Small Businesses:
A special exemption is foreseen for small businesses as follows:“In evaluating work permit applications made on behalf of foreign nationals to work in small businesses (e.g., hairdressers, jewelers, leather, carpet, textile sales) operating under contract within tourism enterprises certified by the Ministry of Culture and Tourism, employment and financial capability criteria shall not be applied for up to two (2) foreign nationals falling within this scope.”
For intermediary institutions authorized by the Ministry of Health and operating under travel agencies licensed by the Ministry of Culture and Tourism, domestic work permit applications may be evaluated without applying employment and financial capability criteria for up to five (5) foreign nationals falling within this scope.
4. Significant Legal Amendments as of October 15, 2024 and Work Permit Exemptions
Article 48 of the Regulation on the Implementation of the International Labor Force Law, published in the Official Gazette dated 2/2/2022 and numbered 31738, contains provisions regarding foreign nationals who are exempt from obtaining a work permit. Since a work permit exemption means the foreigner may work in Türkiye without holding a work permit or residence permit, any amendments to the exemption conditions carry great importance for foreign nationals.Subparagraph (h) of the first paragraph of Article 48 of the Regulation stipulates exemption periods for foreign nationals reported by public institutions and organizations who may contribute to Türkiye in economic, socio-cultural, technological, or educational fields. While the exemption period was previously limited to six (6) months, it has now been extended to up to three (3) years.[19] This change is considered to be a significantly advantageous development.
In addition, the phrase “with a visa bearing the annotation of sport” has been removed from subparagraph (k) of the same article. Alongside these amendments, new subparagraphs (ş) and (t) have been added, thereby expanding the scope of the exemption:[20]
According to subparagraph (ş) of the same article, individuals falling within the scope of Articles 46 and 91 of Law No. 6458 and reported via the system by the Ministry of Interior shall be granted exemptions based on the scope and duration specified in such notification. Pursuant to the referenced articles of the law, persons benefiting from a “humanitarian residence permit” and those covered under “temporary protection” are also now included in the exemption scope.Pursuant to subparagraph (t), foreign press members arriving under a permanent press card may be included within the exemption scope for the duration of their duties, provided that the Directorate of Communications under the Presidency has issued a favourable opinion.
Another amendment concerns Article 49(3) of the Regulation, regarding applications for work permit exemption to be filed domestically. Previously, foreign nationals were required to apply for the work permit exemption within thirty days of entering Türkiye. With the amendment, this 30-day limit has been made more flexible, allowing foreigners to apply for the exemption as long as they remain legally within the country.
Article 48 of the Regulation also introduces certain time limitations regarding the duration of the exemption. Accordingly, for foreigners who are granted a work permit exemption under subparagraphs (b) and (c) of the first paragraph of the relevant article, a new application under the same exemption cannot be filed unless six (6) months have passed since the previous exemption. For other exemptions, this period is 12 months. In cases falling under subparagraph (ı), the calendar year shall apply as the basis for limitation.
Individuals falling within the scope of subparagraph (ş) of Article 48 are exempt from Articles 49, 50, and 51 of the Regulation, and shall be evaluated under the work permit exemption for the scope and duration stated in the notification. It is also stipulated that, for foreign nationals within this scope, only a work permit exemption information form shall be issued. These amendments entered into force as of October 15, 2024.
CONCLUSION
Work permit applications for foreign nationals may be filed either from within Türkiye or from abroad. Once the application has been submitted, both the employer and the foreign national must comply with the general evaluation criteria. As of October 1, 2024, both general evaluation criteria and special criteria based on sector, occupation, or job have been updated.The introduction of exceptional cases in the work permit evaluation criteria—such as exemptions granted to individuals who have had at least three (3) years of uninterrupted residence, the allowance for minimum-wage-based work permit applications, and exemptions granted to small enterprises operating in the health tourism sector—have objectively simplified the application process.
Although the increases introduced in the financial capability thresholds were a necessary measure in a country experiencing inflation, the fact that the new financial thresholds will take effect as of January 1, 2025 means that work permit applications submitted in 2024 will remain unaffected.
REFERENCES
• General evaluation criteria, retrieved on 28.07.2025 from
https://www.csgb.gov.tr/uigm/calisma-izni/calisma-izni-degerlendirme-kriterleri/
• Work permit evaluation criteria, retrieved on 28.07.2025 from
https://yabancicalismanizni.com/izin-degerlendirme-kriterleri/
• Regulation on Private Educational Institutions of the Ministry of National Education, retrieved on 28.07.2025 from
https://ookgm.meb.gov.tr/meb_iys_dosyalar/2020_02/25111828_ozel_ogretim_kurumlari_yonetmeligi_19022020.pdf
• Law No. 6735 on International Labor Force, dated 13/08/2016
• Regulation on the Implementation of the Law on International Labor Force, published in the Official Gazette dated 02/02/2022 and numbered 31738
• Law No. 5746 on the Support of Research, Development and Design Activities, dated 28/02/2008
• Law No. 6458 on Foreigners and International Protection, dated 04/04/2013
• Regulation on the Employment of Foreign National Personnel within the Scope of Foreign Direct Investments, published in the Official Gazette dated 29/08/2003 and numbered 25214
CONTRIBUTORS
This information is provided for your benefit and does not constitute legal advice. It has been prepared for the purpose of providing general information to our clients and other interested parties. It should not be applied to any specific situation without obtaining appropriate legal counsel and may contain links to websites other than our own. NPartners assumes no responsibility for the content of external websites and does not endorse or make any express or implied representations or warranties regarding the information, content, presentation, or accuracy of any material on such websites. This information is protected by copyright and may not be reproduced or translated without the prior written consent of NPartnersFor any questions regarding this article, please contact the contributors or reach out via info@npartners.com.tr.
.jpg)
.jpg)