国别指南：土耳其劳动合规要点 Labor Compliance Keys in Türkiye

前言
随着全球化深入发展，企业在多国拓展业务时，跨境劳动合规已成为最复杂严峻的挑战之一。为帮助企业系统应对这一难题，我们携手全球50余个主要司法管辖区的顶尖劳动法律师（均获钱伯斯、The Legal 500或同等机构推荐），共同编撰了超过100万字的中英文劳动用工合规指南，将持续更新相关要点。
With the deepening of globalization, when enterprises expand their business in multiple countries, cross-border labor compliance has become one of the most complex and severe challenges. To help enterprises systematically address this issue, we have collaborated with top labor lawyers from over 50 major jurisdictions worldwide (all recommended by Chambers, The Legal 500, or equivalent institutions) to jointly compile a Chinese-English labor & employment compliance guide exceeding 1 million words, and we will continuously update relevant key points.
本文刊载了截至2025年9月的土耳其劳动用工合规要点。
This article publishes the key points of labor & employment compliance by September 2025 in Türkiye.
01、劳动法体系概述 Overview of the Labor Law System
1.法律体系 Legal System
土耳其法律体系总体上属于欧洲大陆法系传统。
The Turkish justice system generally falls within the Continental European civil law tradition.
2.资源与机构 Resources and Agencies
调整劳动与雇佣关系的主要成文法包括《劳动法》《社会保险与全民健康保险法》《职业健康与安全法》《工会与集体谈判法》《债法典》及《民法典》。负责执行上述法律的主要主管机关包括劳动与社会保障部、社会保险机构（SGK）、劳动法院、调解机构以及工会与雇主协会。
The main statutes governing labor and employment are the Labor Law, the Social Insurance and General Health Insurance Law, the Occupational Health and Safety Law, the Trade Unions and Collective Bargaining Law, the Code of Obligations and the Civil Code. The primary authorities responsible for the enforcement of these statutes are the Ministry of Labor and Social Security, the Social Security Institution (SGK), the Labor Courts, mediation bodies, and trade unions together with employers’ associations.
02、就业资格与分类 Employment Qualifications and Classification
1.就业年龄 Employment Age
最低就业年龄为15周岁，特定例外情况下允许14至15周岁的未成年人从事轻微且无危险的工作，且该工作不得妨碍其身体、智力、社会及道德发展，亦不得影响其正常接受教育。
The minimum employment age is 15, with certain exceptions allowing children between 14–15 to work in light and non-hazardous jobs and does not hinder their physical, mental, social, or moral development, nor interfere with their continued education.
2.雇佣关系的分类 Classification of Employment
劳动关系的主要形式为《劳动法》所规制的标准雇员-雇主关系。除此之外，亦存在其他用工模式，例如受《债法典》调整的独立承揽合同、通过持牌私营就业机构建立的临时雇佣关系，以及根据《劳动法》第2条将部分工作委托给其他雇主的分包（alt işveren）或外包架构。
The main form of employment relationship is the standard employee–employer arrangement regulated under the Labor Law. Alongside this, other models also exist, such as independent contractors governed by the Code of Obligations, temporary employment relationships through licensed private employment agencies, and subcontracting (alt işveren) or outsourcing structures where part of the work is delegated to another employer under Article 2 of the Labor Law.
3.外国劳动者 Foreign Workers
外国公民在土耳其就业受《国际劳动力法》及相关次级法规调整。外国劳动者就业适用若干限制。一般而言，工作场所每雇用1名外国雇员，必须至少雇用5名土耳其公民。但该要求可存在例外情形。
Employment of foreign nationals in Türkiye is regulated by the International Labor Force Law and the relevant secondary legislation. Certain restrictions apply to the employment of foreign workers. In general, for each foreign employee in a workplace, at least five Turkish citizens must be employed. This requirement, however, may be subject to exceptions.
03、招聘与劳动合同 Recruitment and Employment Contracts
1.背景审查 Background Examination
在土耳其，目前没有专门规范求职者背景调查的综合性立法；但此类行为须遵守《宪法》《劳动法》以及尤其是《个人数据保护法》的基本原则。雇主可直接或通过第三方开展部分调查，但在任何情况下，个人数据的收集与处理均须符合《个人数据保护法》的规定，即通常需要取得求职者的明确同意。
In Türkiye, there is no comprehensive regulation specifically governing background checks on job applicants; however, such practices are subject to the general principles of the Constitution, the Labor Law, and particularly the Personal Data Protection Law. Employers may conduct certain checks directly or through third parties, but in all cases the collection and processing of personal data must comply with KVKK, meaning that the applicant’s explicit consent is generally required.
2.劳动合同类型 Contract Types
劳动合同主要受《劳动法》和《债法典》调整。合同主要类型包括无固定期限合同和固定期限合同，以及非全日制、全日制、待命工作和远程工作合同。
Employment contracts are primarily governed by the Labor Law and the Code of Obligations. The main types of contracts are indefinite-term and fixed-term contracts, as well as part-time, full-time, on-call, and remote work contracts.
3.试用期 Probationary Period
试用期必须在劳动合同中以书面形式明确约定。惯例上试用期最长为两个月，但若存在集体谈判协议，则可延长至四个月。
The probationary (trial) period must be expressly agreed in writing in the employment contract. The customary probationary period is up to two months, but it can be extended to four months if there is a collective bargaining agreement in place.
04、工作标准 Working Standards
1.报酬与法定福利 Remuneration and Statutory Benefits
典型的薪酬结构由基本工资以及法定补贴（如加班费、离职补偿金、年假工资）构成，实践中还包括餐券、交通补助和绩效奖金等额外福利。薪酬最常见的形式为月薪，双方亦可约定日薪或时薪。
The typical remuneration structure consists of a base salary supplemented by statutory allowances (such as overtime pay, severance, annual leave pay) and, in practice, additional benefits such as meal vouchers, transportation support, and performance bonuses. Salaries are most commonly structured on a monthly basis, although daily or hourly wages may also be agreed.
2.社会保障与雇佣税费 Social Security and Employment Taxes
法定雇员福利主要通过《社会保险与全民健康保险法》项下的社会保障体系提供，不存在部分司法辖区中单独的住房公积金制度。主要保障范围包括：
Statutory employee benefits are primarily provided through the social security system under the Social Insurance and General Health Insurance Law. There is no separate housing fund scheme as in some jurisdictions. The main coverage includes:
• 养老金（养老保险）
Pension (old-age insurance)
• 医疗保险（全民健康保险）
Health insurance (general health insurance)
• 工伤及职业病保险
Work accident and occupational disease insurance
• 失业保险
Unemployment insurance
3.工作时间 Working Hours
标准工时制度为每周最多45小时，通常平均分配至六天（每日7.5小时），或实行每周五天工作制的场所每日工作9小时。除另有约定外，工作时间应在工作日平均分配。
The standard system provides for a maximum of 45 hours per week, typically spread evenly over six days (7.5 hours per day) or 9 hours per day in workplaces operating five days a week. Unless otherwise agreed, hours are divided equally among working days.
4.休息与休假 Rest and Leave
根据《劳动法》第46条，雇员每周有权享受一整日（24小时）休息日，惯例为周日。
Employees are entitled to one full rest day (24 hours) per week, customarily on Sunday, under Article 46 of the Labor Law.
05、职业健康与特别保护 Occupational Health and Special Protection
1.职业健康与安全 Occupational Health and Security
雇主须遵守《职业健康与安全法》规定的广泛职业健康与安全义务。雇主必须评估并降低工作场所风险，提供必要培训，任命工作场所安全专员与职业医生，并提供个人防护装备。未遵守规定可能导致行政罚款及法律责任。
Employers are subject to extensive occupational health and safety (OHS) obligations under the Occupational Health and Safety Law. Employers must assess and mitigate workplace risks, provide necessary training, appoint workplace safety specialists and occupational physicians, and supply personal protective equipment. Failure to comply may result in administrative fines and liability.
2.特殊保护 Special Protection
《劳动法》及相关立法对特定雇员群体适用特殊保护。怀孕及哺乳期女性享有产假、哺乳休息时间、禁止夜间工作及解雇保护，50岁以上雇员则享有延长年假待遇。18岁以下青年劳动者不得从事危险工作，且适用更短工时，15岁以下儿童不得被雇用，仅限有限的轻微工作例外。
Special protections apply to certain groups of employees under the Labor Law and related legislation. Pregnant and breastfeeding women are entitled to maternity leave, nursing breaks, protection from night work, and safeguards against dismissal, while employees over 50 benefit from extended annual leave. Young workers under 18 are prohibited from hazardous work and are subject to shorter working hours, and children under 15 cannot be employed except in limited light work.
06、个人信息与隐私 Personal Information and Privacy
1.一般规则 General Rules
雇员隐私与个人数据在土耳其受《个人数据保护法》保护，该法在很大程度上与欧盟《通用数据保护条例》保持一致。
Employee privacy and personal data are protected in Türkiye under the Personal Data Protection Law (KVKK), which is largely aligned with the EU GDPR.
2.跨境数据转移 Transnational Transfer
根据《个人数据保护法》，雇员个人信息的跨境传输需符合严格条件。原则上，个人数据仅在以下情形下可传输至境外：（i）雇员已给出明示同意；或 （ii）存在法定处理依据（如合同履行必要、法定义务等），且接收国经土耳其个人数据保护局认定提供充分保护。
Under the Personal Data Protection Law (KVKK), transnational transfers of employees’ personal information are subject to strict conditions. In principle, personal data may only be transferred abroad if: (i) the employee has given explicit consent, or (ii) one of the statutory processing grounds applies (e.g., necessity for contract, legal obligation), and the recipient country provides adequate protection as determined by the Turkish Personal Data Protection Authority.
07、反歧视与反骚扰 Anti-Discrimination and Anti-Harassment
1.一般规定 General Rules
反歧视与反骚扰规则主要由《劳动法》《宪法》及《债法典》规定。
Anti-discrimination and anti-harassment rules are primarily regulated under the Labor Law, the Constitution, and the Code of Obligations.
2.受保护特征 Protective Characters
雇员受到保护，不受基于语言、种族、性别、残障、政治观点、哲学信仰、宗教、教派、工会成员身份及类似理由的歧视。
Employees are protected against discrimination based on language, race, sex, gender, disability, political opinion, philosophical belief, religion, sect, union membership, and similar reasons.
08、内部政策 Internal Policies
1.适用范围 Applicability
雇主通过内部工作场所规章制度及政策管理劳动者在土耳其属于常见且合法的做法，前提是该等规则符合《劳动法》及公平基本原则。此类内部政策通常涵盖工作场所纪律、健康与安全、行为准则、公司财产使用及工作流程等领域。
It is a common and lawful practice in Türkiye for employers to manage workers through internal workplace regulations and policies, provided that these rules comply with the Labor Law and general principles of fairness. Such internal policies typically cover areas such as workplace discipline, health and safety, code of conduct, use of company property, and working procedures.
2.效力 Validity
只要内部工作场所政策符合《劳动法》、集体谈判协议（如有）及公平基本原则，雇主通常无需取得雇员、工会或公共机构的批准或同意即可使政策生效。雇主享有规范工作场所实务的法定管理权（ius variandi），但该权利的行使不得与强制性劳动权利相抵触。
Employers are not generally required to obtain approval or consent from employees, trade unions, or public authorities for the validity of internal workplace policies, as long as these policies comply with the Labor Law, collective bargaining agreements (if any), and general principles of equity. Employers have a statutory management right (ius variandi) to regulate workplace practices, but this right cannot be exercised in a way that contradicts mandatory labor rights.
3.举报制度 Whistleblowing
在土耳其，目前没有与部分司法辖区等同的单一综合性举报保护法，但对举报人的保护可间接来源于多项法律规定。根据《劳动法》与《债法典》，雇员不得因行使法定权利而被解雇或歧视。《宪法》亦保护言论自由及向公共机构请愿的权利。
In Türkiye, there is no single comprehensive whistleblowing law equivalent to those in some other jurisdictions. However, protection for whistleblowers arises indirectly from various sources. Under the Labor Law and the Code of Obligations, employees cannot be dismissed or discriminated against for exercising their legal rights. The Constitution also protects freedom of expression and the right to petition public authorities.
09、企业交易事项 Transactions
1.劳动关系 Employment Relationship
发生合并、收购、股权转让或资产转让时，对雇员劳动合同的处理主要受《劳动法》及《债法典》规制。
The treatment of employees’ contracts in cases of mergers, acquisitions, equity transfers, or asset transfers is primarily governed by the Labor Law and the Code of Obligations.
2.补偿与待遇 Compensation
雇员并不会仅因公司合并、收购或股权 / 资产转让而自动获得任何补偿。根据《劳动法》第6条，劳动合同由受让方雇主按原有条款继续履行，不得仅因该交易而解除雇员合同。
Employees are not automatically entitled to any compensation solely because of a merger, acquisition, or equity/asset transfer. Under Article 6 of the Labor Law, employment contracts continue with the transferee employer under the same terms, and employees cannot be terminated merely due to the transaction.
10、劳动关系的终止 Termination of Employment
1.解除原因 Termination Grounds
雇主不得随意解雇雇员，解除劳动合同通常必须基于法律规定的正当理由。适用的法律框架为《劳动法》。
Employers cannot dismiss employees at will; termination must generally be based on a cause defined by law. The applicable framework is the Labor Law.
2.解雇程序 Termination Procedure
根据土耳其法律，除非存在可立即解雇的正当理由，否则雇主在解除无固定期限劳动合同前必须提前通知。雇主可选择不提前通知，而是支付等同于相应通知期内雇员工资的代通知金（ihbar tazminatı）。
Under Turkish law, an employer must give prior notice before termination of an indefinite-term employment contract, unless there is a just cause for immediate dismissal. The employer may choose not to give notice by paying compensation in lieu of notice (ihbar tazminatı) equal to the employee’s wages for the relevant notice period.
3.解雇保护 Termination Protection
雇员根据《劳动法》享有解雇保护。工作场所雇员人数不少于30人、且工龄至少6个月的雇员受职业保障条款约束。对于该类雇员，雇主必须证明解除劳动合同存在与雇员工作表现、行为或企业经营需要相关的正当理由（geçerli sebep）。
Employees benefit from dismissal protection under the Labor Law. Employees who work in a workplace with at least 30 employees and have a minimum of 6 months’ seniority are covered by the job security provisions. For these employees, the employer must demonstrate a valid reason (“geçerli sebep”) for termination related to the employee’s performance, behavior, or the operational needs of the enterprise.
4.解雇补偿与赔偿 Severance and Compensation
离职补偿金（kıdem tazminatı）的权利依据原第1475号《劳动法》第14条确立，尽管现行《劳动法》已颁布，该条款仍然有效。与同一雇主连续工作满一年的雇员，在符合法定情形的劳动合同终止时，有权获得离职补偿金。
In Türkiye, the right to severance pay (kıdem tazminatı) is established under Article 14 of the former Labor Law No. 1475, which remains in force despite the enactment of the current Labor Law. Employees who have completed at least one year of service with the same employer are entitled to severance pay upon termination, provided the termination falls under qualifying circumstances.
5.不当解雇 Wrongful Termination
根据《劳动法》，违法解雇会使雇主承担重大法律责任。若法院（或诉讼前的强制调解程序）认定解雇无效：
Wrongful termination exposes the employer to significant liabilities under the Labor Law. If a court (or mandatory mediation prior to litigation) determines that a termination was invalid:
• 复职
Reinstatement
• 闲置期间赔偿
Compensation for idle period
• 离职补偿金与代通知金
Severance and notice pay
• 其他请求：雇员还可主张未付的加班费、年假工资或其他既得权利
Other claims: Employees may additionally claim unpaid overtime, annual leave, or other accrued rights
6.集体解雇与裁员 Mass termination and Layoffs
集体解雇由《劳动法》第29条专门规定。若雇主在30日内解雇下列数量的雇员，将构成集体解雇：
Collective dismissals are specifically regulated under Article 29 of the Labor Law. A termination is considered collective if, within a 30-day period, the employer dismisses:
• 雇员人数20–100人的工作场所，至少解雇10名雇员；
At least 10 employees in workplaces with 20–100 employees,
• 雇员人数101–300人的工作场所，至少解雇10%的雇员；
At least 10% of employees in workplaces with 101–300 employees,
• 雇员人数超过300人的工作场所，至少解雇30名雇员。
At least 30 employees in workplaces with more than 300 employees.
11、保密、竞业限制和禁止招揽 Confidentiality, Non-Compete, and Non-Solicitation
1.保密义务 Confidentiality
法律并不强制要求与雇员签订保密协议，但雇主通常会在劳动合同中加入保密条款，或单独签订保密协议，对特定岗位雇员尤为常见。
It is not mandatory by law to sign confidentiality agreements with employees; however, it is a common practice for employers to include confidentiality clauses in employment contracts or to sign separate non-disclosure agreements (NDAs), especially with certain categories of employees.
2.竞业限制与禁止招揽 Non-Compete and Non-Solicitation
根据土耳其法律，当事人可约定竞业限制及禁止招揽条款，但根据《债法典》，此类条款受到严格限制。
Under Turkish law, it is legally permissible to agree on non-compete and non-solicitation clauses, but such clauses are subject to strict limitations under the Code of Obligations.
12、员工代表与工会制度 Work Representation and Trade Unions
1.员工代表制度 Work Representation
土耳其劳动立法规定了工作场所内多种雇员代表形式，但并非部分欧盟国家那样的广泛“劳资委员会”形式。
Turkish labor legislation provides for the establishment of certain forms of employee representation in the workplace, though not in the form of broad “works councils” as in some EU countries.
2.工会制度 Trade Unions
工会受《工会与集体谈判法》规制，其组织形式主要以行业层面为主，而非单纯以工作场所为基础。
Trade unions are regulated under the Trade Unions and Collective Bargaining Law and they are organized primarily at the sectoral level rather than on a purely workplace basis.
13、劳动争议解决 Dispute Resolution
1.程序与执行 Procedures & Enforcement
劳动争议主要依据《劳动法院法》和《劳动法》解决。一般程序要求当事人在向劳动法院提起诉讼前，必须先尝试强制调解。若调解失败，争议可提交至专门的劳动法院审理，相较于其他民事案件，劳动诉讼程序通常更为快捷。
Labor disputes are resolved primarily under the Labor Courts Law and the Labor Law. The general procedure requires parties to first attempt mandatory mediation before filing a lawsuit in labor courts. If mediation fails, the dispute may proceed to specialized labor courts, where proceedings are generally expedited compared to other civil cases.
2.权利放弃与执行 Waiver & Enforcement
雇员不得预先有效放弃其法定劳动权利。劳动合同或补充协议中限制或排除该类权利的任何条款均无效。
Employees cannot validly waive their statutory labor rights in advance. Any clause in an employment contract or side agreement that limits or excludes such rights is null and void.
14、其他事项 Others
1.最新动态与发展趋势 Latest Development & Trends
对于国际投资者而言，需重点关注的问题包括：离职补偿金改革动向、家庭休假政策调整、工作场所事故后更严格的职业健康安全执法、《国际劳动力法》下外国工人规则的演变，以及全球环境、社会和治理（ESG）与供应链合规义务对土耳其子公司及承包商的广泛影响。
For international investors, key issues to monitor include potential reforms in severance pay, family leave policies, stricter occupational health and safety enforcement following workplace accidents, evolving rules on foreign workers under the International Workforce Law, and the broader impact of global ESG and supply chain compliance obligations on Turkish subsidiaries and contractors.
2.文化与宗教考量 Cultural and Religious Considerations
对于国际投资者，尤其是来自中国的投资者而言，了解文化与宗教敏感性对于在土耳其建立良好的职场关系、避免不必要的纠纷至关重要。土耳其是世俗共和国，但其绝大多数人口为穆斯林，这一背景影响着职场惯例、公共假期及雇员预期。
For international investors, especially those from China, understanding cultural and religious sensitivities is important for building strong workplace relations and avoiding unnecessary disputes in Türkiye. Türkiye is a secular republic but the majority of its population is Muslim, which influences workplace practices, public holidays, and employee expectations.