Overview: Turkey Visas and Work Permits in 2025

Turkey continues to refine its visa and work-permit framework to attract skilled talent while protecting the domestic labor market. In 2025 the system remains employer-driven: foreign nationals normally need both an appropriate entry visa and a valid Turkish work permit before starting paid employment. Key pathways include short-term work permits, long-term and unlimited work permits (after qualifying residence or work history), intra-company transfer and project-based permits, and special tracks for high-skilled talent such as the Turquoise Card.

Who needs a work permit?

• Foreigners who will perform paid work in Turkey generally require a work permit, even if they enter visa-free.
• Some short unpaid internships and volunteer positions may be exempt, but documentation is still often needed.
• Certain professions (medical doctors, lawyers, engineers) require professional recognition and local licensing before employment.

Recent policy focus (2025)

Policy trends in 2025 emphasize faster e‑processing, strengthened labor-market testing to prioritize resident workers, and targeted incentives for technology, R&D, and investment-related positions. Authorities have streamlined some digital filings while clarifying exemptions for international transfers, scientific researchers and high-wage specialists. Note: local implementation details and fees change frequently—always confirm with official Turkish government portals or a local immigration advisor before applying.

Types of permits and typical eligibility

• Short-term work permit: Usually issued for up to one year and renewable; common for initial hires and seasonal roles.
• Long-term work permit: Available after a period of continuous lawful work and residence (requirements vary); offers broader rights.
• Intra-company transfer: For employees moved to a Turkish branch; often faster if the parent company meets criteria.
• Project-based / contractor permits: For fixed-term projects; application must reference the project contract.
• Turquoise Card: A selective scheme for highly qualified individuals that confers near‑permanent work and residence rights when criteria (education/experience/income) are met.

Step-by-step application process (practical operations)

Step 1 — Pre-check the vacancy and labor market test

1. Employer decides to hire a foreign national and checks whether the role is subject to a labor market test. Many vacancies must be advertised to local job seekers for a minimum period; exemptions apply for specialist roles, intracompany transfers and positions meeting thresholds.

2. Gather job description, salary details and any documents showing exemption (for example, intra-company transfer letter).

Step 2 — Prepare documents

• For the employee: valid passport, biometric photograph, CV, diploma(s) and notarized translations, criminal record extract, health insurance proof, and any professional licenses.
• For the employer: company registration documents, tax ID, signed employment contract specifying salary and conditions, recent payroll records, and justification for hiring a foreigner.
• Diploma recognition: Certain professions and universities may require equivalence from YÖK (Turkish Higher Education Council).

Step 3 — Employer submits online application

1. The employer initiates the permit application via the Ministry of Labor’s electronic platform. Applications typically include attachments for both employer and employee documents.

2. Pay the application fee online and record the application number. Fees and processing time vary by permit type and salary band.

Step 4 — Processing and decision

1. The Ministry reviews labor-market obligations, the employer’s compliance and the employee’s admissibility. Processing times vary—many applications are decided within weeks, but complex cases may take longer.

2. If approved, the system issues a positive decision which enables the applicant to complete entry/residence formalities.

Step 5 — Visa, entry and activation

1. If the foreign national is outside Turkey, they typically apply for a work visa at the relevant Turkish consulate/embassy with the approval letter.

2. Upon arrival, the employee completes residence/work-permit registration steps, receives a work-permit card and registers with Social Security (SGK) so contributions and payroll can be set up.

Step 6 — Ongoing compliance

1. Employers must register the employee for SGK and ensure payroll taxation and contributions are paid on time.

2. Notify authorities of any material change (role, salary, employer). Moving to a new employer normally requires a fresh application or transfer procedure.

Typical documents checklist

• Passport copy (valid at least six months)
• Biometric photos
• Signed employment contract (Turkish or translated & notarized)
• Diplomas and transcripts (notarized translation and, if required, YÖK equivalence)
• Criminal record certificate (translated/notarized)
• Employer company documents (trade registry, tax statements, chamber registration)
• Proof of previous work/residence if applying for long-term permit

Important timelines and fees (guidance)

Processing times and fees are updated regularly. As a rule of thumb:

• Online application decision: several weeks for straightforward cases.
• Consular visa appointment and issuance: typically a few days to a few weeks depending on country.
• Fees: split between application fee and permit card fee; amounts depend on permit type and gross salary band. Employers are commonly responsible for application fees.

Always confirm the current fee schedule on official Turkish ministry sites before payment.

Common pitfalls and Notes (Precautions)

1. Do not let the employee start paid work before the permit is granted — doing so risks fines, deportation and blacklisting.
2. Ensure translations and notarizations meet Turkish authority requirements; incomplete paperwork is a primary delay cause.
3. Verify whether the role requires professional licensing (health, legal, engineering) and obtain local recognition in advance.
4. Keep contract terms consistent across the job ad, application and payroll. Salary declared must match SGK reports.
5. Apply for renewals early — ideally 60 days before expiry — to avoid gaps in authorization.
6. Report changes in employment status promptly; changing employer normally means a new permit process.
7. Beware of informal hiring arrangements or contractors paid off‑book; these carry serious penalties.

Case examples

Case A — IT specialist hired by a Turkish startup

A UK national receives a job offer from a Istanbul-based software company. The employer advertises the vacancy as required, demonstrates a shortfall of local applicants, and files a short-term work permit application. After approval, the candidate obtains a work visa, arrives, registers for SGK and begins work. Later, meeting employment-duration thresholds, they apply for a long-term permit.

Case B — Intra-company transfer

A German engineer is transferred to a Turkish branch of a multinational. Because the parent company demonstrates continuity and the role is a managerial transfer, the employer uses the intra-company transfer track which shortens processing time and avoids a full labor-market test.

Case C — Turquoise Card applicant

An experienced AI researcher with a strong publication record and high salary offer applies for the Turquoise Card. Their dossier highlights outstanding professional achievements and income above the published threshold; on acceptance, they gain broad work and residence rights and fewer labor-market restrictions.

Enforcement, penalties and appeals

Working without authorization can trigger fines for both employer and employee, expulsion, and temporary bans on re-entry. If an application is refused, the decision typically includes grounds and the applicant may have a limited window for administrative appeal or for re-submission with corrected documentation.

Practical tips for a smooth application

• Prepare notarized translations ahead of time; apostilles may be accepted for some documents.
• Keep clear records of job advertisements and recruitment efforts to demonstrate compliance with labor-market rules.
• Budget for social security and employer contributions from the start.
• Use official e‑portals and receive printed receipts of submissions; if working with a local attorney or consultant, ensure they are reputable.

Where to get official information

Always cross-check procedures, fees and legal texts on official Turkish government websites (Ministry of Labor and Social Security, Ministry of Foreign Affairs) and at local consulates. Rules change, and regional offices may apply guidance differently.

Assistance services

If you want professional support for cross-border hiring, permit filing and relocation logistics, consider service providers who specialize in Turkish immigration. SailGlobal provides out-of-sea human services including permit filing support, document legalization guidance and arrival logistics to help foreign hires settle quickly and compliantly.

Final checklist before submission

1. Confirm correct permit category (short-term, intra-transfer, project, Turquoise Card).
2. Collect all passports, photos, notarized and translated documents.
3. Complete any required labor-market advertising or obtain exemption proof.
4. Submit employer application online and retain the application number.
5. Prepare for SGK registration and payroll setup upon permit approval.

By following the steps above, monitoring official updates, and securing proper documentation and licensing, employers and foreign nationals can reduce delays and stay compliant with Turkey’s 2025 visa and work-permit requirements.