Turkey Employment Guide

Maternity Leave Regulations in Turkey

Expectant employees in Turkey are entitled to 16 weeks of paid maternity leave. This period is divided into two segments: 8 weeks must be taken prior to childbirth, while the remaining 8 weeks are reserved for the postnatal period. During this leave, employees receive two-thirds (66.67%) of their regular salary. The Social Security Institution (SGK) covers these payments, provided the employee has contributed to SGK insurance for at least 90 days within the preceding 12 months, based on the insurance premium ceiling.

Following the postnatal leave, employees are granted 1.5 hours of daily breastfeeding time until the child reaches one year of age. This time can be utilized in a consolidated manner, offering flexibility to working mothers.

Employees may extend their maternity leave through unpaid time off, which does not require a medical certificate. This option allows for additional recovery or bonding time without financial compensation.

Paternity Leave Provisions

Fathers are eligible for 5 days of fully paid paternity leave, which must be taken immediately after the child's birth. Employers are responsible for covering 100% of the salary during this period. While Turkish labor law does not permit extensions to paternity leave, some employers, like SailGlobal, may offer additional unpaid leave as part of their inclusive policies.

Parental Leave Considerations

Turkey's current legislation does not include specific parental leave entitlements beyond maternity and paternity leave. However, progressive companies such as SailGlobal often implement extended unpaid leave options to support work-life balance, aligning with global HR trends.

Sick Leave Policies

Employees are entitled to one week of paid sick leave annually, with benefits covered by social security. Extensions are possible but unpaid, requiring clear communication with HR departments to ensure compliance. For instance, SailGlobal facilitates seamless sick leave management through digital platforms, reducing administrative burdens.

Case Study: Implementing Family-Friendly Policies

A multinational firm in Istanbul reported a 20% increase in employee retention after introducing flexible leave options, demonstrating the value of exceeding legal minimums. SailGlobal’s advisory services help companies design such policies, enhancing competitiveness in talent acquisition.