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Don't leave the position open — foreign staff work permits, handled

The applying party is your company; we check eligibility before opening a file, and we run the Ministry process for you.

Jale Snejana Vural Jale Snejana VuralFounder · works with you directly No middleman
No intermediaries · directly with the founderTransparent process, start to finish22 years of file experience
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Not a company?

This page is for corporate employers. If your situation is different, go to the right page.

I'm hiring a caregiver or household helper A separate page for household employers. I will be working myself Your work permit process as a foreign employee.
Eligibility

Is your company eligible?

The Ministry examines the status of the employing company, not the foreign employee. Four criteria are decisive.

The Ministry examines the status of the employing company, not the foreign employee.

CriterionStaff structure

Ratio of Turkish employees

A set number of Turkish citizens must be employed for each foreign staff member

  • Staff structure
  • The rule is calculated per foreign employee
  • The ratio differs for companies falling under an exemption
  • Your current staff structure must be checked from the start
Is this your situation? Have us call you →
CriterionFinancial structure

Capital or turnover threshold

Paid-in capital, or turnover / export volume as an alternative

  • Financial structure
  • The paid-in capital threshold is the first criterion checked
  • If it isn't met, the turnover or export alternative comes into play
  • Current thresholds require following the legislation closely
Is this your situation? Have us call you →
CriterionClean record

Tax and social-security record

Active taxpayer status and a debt-free record

  • Clean record
  • An active tax registration and SGK (Social Security) record must exist
  • A tax or SGK debt directly affects the application
  • The record is checked at the time of application
Is this your situation? Have us call you →
CriterionPosition

Wage level

The minimum gross wage to be paid to the foreign employee, set by position

  • Position
  • The minimum is indexed to the minimum wage
  • The coefficient changes according to the nature of the position
  • The wage in the contract must match the application
Is this your situation? Have us call you →

Four criteria, side by side

Each criterion looks at something different, and each one tends to stumble at a different point; all four are checked together before a file is opened.

Scroll sideways to see the other criteria — turn your phone horizontal to fit the whole table.

Criterion Ratio of Turkish employeesCapital or turnover thresholdTax and social-security recordWage level
What is examined Number of Turkish employees per foreign staff memberPaid-in capital, or turnover/export volumeTaxpayer status and debt recordMinimum gross wage
Where it's checked SGK staff recordsTrade registry and financial statementsTax and SGK recordsEmployment contract
Common stumbling point Staff count dropping right at application timeThe alternative criterion never being triedAn overlooked debt recordContract not matching the application
Exemption scope Yes — Technopark, R&D, incentivised companiesYes — alternative criteriaNoVaries by position
Exemptions

Criteria differ for companies holding a Technopark, R&D centre or Investment Incentive Certificate status; easier terms can also apply for certain positions and nationalities. General framework: work permit application process.

Eligibility is checked before the file is opened — opening a file that doesn't meet the criteria means rejection and a waiting period.

Situations we often help with

Typical company profiles we see in corporate files. If yours isn't on this list, we assess it together during the initial consultation.

01
First foreign employeeCompanies that have never employed a foreign national before and need the process set up from scratch.
02
Qualified positionRecruiting engineers, software developers, specialists and similar roles from abroad.
03
Technopark / R&DCompanies that want clarity on whether they fall under an exemption.
04
Growing headcountFirms increasing their current number of foreign employees and needing to manage the ratio rule.
05
Transferring companyCompanies bringing on a foreign employee currently working for another employer.
06
After a rejectionThose wanting to reopen a previously rejected file with the right structure.
Process
Process

With you from eligibility to decision

01

Eligibility check

Staff structure, financial position, record and position are assessed together. If a criterion isn't met, alternatives are discussed before a file is opened.

1–3 days
02

File preparation

Documents on both the company's and the employee's side are gathered; apostille, translation and validity dates are checked.

1–2 weeks
03

Ministry application

The application is filed in the company's name through the electronic portal; any requests for additional documents are handled by us.

30–35 working days
04

Decision and card

On a positive outcome, the fee is paid, the permit is notified, and the card is issued.

After the decision
Step 01
1–3 days
/ 04
Step 01 · 04

Eligibility check

Staff structure, financial position, record and position are assessed together. If a criterion isn't met, alternatives are discussed before a file is opened.

1–3 days
Step by step
⚠
Starting employment before the permit is issued creates an administrative-sanction risk for both the company and the employee.
What Our Clients Say

On Google Maps, a 4.6/5 rating

Based on 46 reviews — including both corporate and individual files.

"We knew nothing when hiring our first foreign employee. They checked the criteria from the start, so we never opened a file for nothing."
B. A.2026
"Our HR team's workload dropped noticeably. We were kept informed at every stage."
C. Y.2025
"We were hesitant about undeclared employment. They made the process official, and now we're at ease."
M. K.2026
See all reviews →
Independent consultancy

We are an independent consultancy. With power of attorney, we file your application on your behalf and follow up the process.

FAQ
Frequently Asked Questions

The questions on your mind

Can my company employ foreign staff?

The Ministry examines the status of the employing company, not the foreign employee. Four headings are decisive.

  • Staff structureA set number of Turkish citizens must be employed for each foreign staff member. The ratio differs for companies falling under an exemption.
  • Financial structureThe paid-in capital threshold is the first criterion checked; if it isn't met, the turnover or export alternative comes into play. Current thresholds: application process.
  • RecordAn active tax registration and SGK (Social Security) record must exist; a tax or SGK debt directly affects the application.
  • WageThe minimum gross wage to be paid to the foreign employee is indexed to the minimum wage; the coefficient varies with the nature of the position.

Does the company apply, or the employee?

The applying party is legally the company. The foreign employee has no authority to apply on their own behalf.

  • How it runsThe application is filed in the company's name through the Ministry's electronic portal.
  • Our roleUnder the company's power of attorney, we run the application in the company's name; requests for additional documents and correspondence go through us.
  • What stays with HRDecision-making and signing authority stay with you; the operational load stays with us.
Work permit for a company shareholder

How long does a foreign staff work permit take?

Once the documents are submitted complete, the Ministry's assessment is 30–35 working days on average — but what determines the timeline is how complete the file is.

  • What extends itA request for additional documents or clarification can add 2–6 weeks to the process.
  • The costliest delayApplying under the wrong category — correcting it requires a fresh application, and the clock starts over.
  • Past recordsPast tax, SGK or residence irregularities on the company's or the employee's side affect the assessment.

What happens if the application is rejected?

A waiting period arises before a new application can be made, and the foreign employee cannot be legally employed during that period.

  • Operational costThe planned hire is put on hold and the position stays open. It's a financial and an operational burden at the same time.
  • The right approachHow the file is structured needs to change based on the rejection grounds; reopening the same file often produces the same result.
  • PreventableMost rejections can be spotted at the eligibility-check stage — which is why we check before a file is opened.
What a rejection decision says

What are the most common mistakes in corporate applications?

Typical situations, drawn from 22 years of file practice, that negatively affect applications — all of them preventable before the application is filed.

  • Wrong category selectionSetting the permit type without evaluating position, education and company structure together is risky; the wrong category often ends in rejection.
  • Document datesEvery document has a validity period. A document valid at the time of application can turn out to be expired by the time it's assessed.
  • Apostille and translationWhen the apostille, translation and notary chain on foreign documents isn't fully in place, the file goes back to square one.
  • Skipping the record checkIf a tax or SGK debt is discovered after the file is opened, all the preparation goes to waste.
  • Starting work before the permit is issuedThis creates an administrative-sanction risk and affects the company's future applications.

We're a Technopark or R&D centre — are the criteria the same?

No — criteria differ for companies holding a Technopark, R&D centre or Investment Incentive Certificate status.

  • ScopeEasier terms can also apply for certain positions and nationalities; which framework applies is determined on a file-by-file basis.
  • Why it mattersCompanies unaware they fall under an exemption can needlessly get stuck on a threshold they don't actually have to meet and give up on the application.

What happens to the permit if the employee leaves?

A fixed-term work permit is tied to the employer and the workplace; it loses validity once the employee leaves.

  • What falls to the companyAn obligation to notify the departure arises.
  • New employerA new application is required for a move to another company. Detail: employer change.

Does the foreign staff member also need a residence permit?

No separate residence-permit application is required for the duration of the work permit; the work permit card stands in for residence.

  • Once the permit endsIf it isn't renewed, a separate residence permit application comes onto the table.
  • OrderA residence permit is a precondition for a work permit; the two are separate applications.
Get in Touch

Let's check eligibility before we open the file.

Staff structure, capital, record and position are assessed together. If a criterion isn't met, we discuss alternatives — we don't open a file for nothing.

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