Turkey’s strategic location connects Europe, Asia, and the Middle East, making it a hub for global trade. Its strong manufacturing base and diverse exports, including textiles, automotive parts, machinery, and IT services, make it an attractive partner for international businesses.

Turkey excels in: Textiles: Clothing and home furnishings. Machinery and Automotive Parts: Industrial equipment and vehicle components. Electronics and Chemicals: Consumer electronics and industrial chemicals. IT and Professional Services: Software development, engineering, and consultancy.

Due diligence helps mitigate risks by verifying a supplier’s: Commercial Records: History, ownership structure, and compliance. Production Capabilities: Ability to meet quality and volume requirements. Financial Stability: Solvency to fulfil orders without delays.

Key clauses include: Payment Terms: Detailed provisions on payment methods and penalties for delays. Dispute Resolution: Prefer Turkish courts or arbitration for faster outcomes. Intellectual Property (IP) Protection: Secure proprietary designs and trademarks.

Pre-Production Samples: Request prototypes to verify quality. Third-Party Inspections: Hire independent inspectors to monitor production.

Letters of Credit: Secure transactions between buyer and seller. Escrow Accounts: Safeguard funds until conditions are met. Milestone Payments: Break payments into instalments tied to production progress.

To mitigate fluctuations in the Turkish Lira: Monitor exchange rates regularly. Use hedging strategies for large transactions.

Ensure compliance with: Export/Import Regulations: Turkish export and destination country’s import laws. Product Labelling and Certification: Standards like CE marking for electronics. Customs Documentation: Properly filled documents to avoid delays or penalties.

Incoterms: Clearly define terms like FOB (Free on Board) or CIF (Cost, Insurance, and Freight). Shipping Insurance: Protect goods in transit from potential damage or loss. Lead Times: Plan realistic timelines for production and delivery.

Cultural Awareness: Understand Turkish business etiquette and communication styles. Site Visits: Visit suppliers to strengthen trust and assess capabilities. Risk Mitigation: Diversify suppliers and include force majeure clauses in contracts.

CCS Law provides: Supplier Due Diligence: Assessing risks and verifying reliability. Contract Drafting: Ensuring comprehensive, enforceable agreements. Regulatory Compliance Advice: Navigating customs and legal requirements. Dispute Resolution Support: Representing clients in Turkish courts or arbitration.

You can reach CCS Law via: Phone: +44 (0) 203 576 2076 Email: info@ccs.law Office: Central House, 1 Ballards Lane, London, N3 1UX Submit your query through our online form for expert guidance.

Turkish Labor Law recognizes the following kinds of employment contracts, among others: Indefinite-term contracts: The default for ongoing roles. Fixed-term contracts: For temporary work or specific projects. Part-time and full-time contracts: Dependent on agreed hours worked. Trial period contracts: Maximum of two months, extendable up to four months with collective agreements. Contracts for a period longer than one year must be in written form to be legally valid.

The standard workweek is 45 hours, normally distributed evenly over six days. Employers and employees may agree to distribute these hours differently so long as they do not exceed: 11 hours per day. 45 hours per week on average. Beyond this limit, overtime needs to be compensated according to law.

Overtime is paid at premium rates: 150% of the regular hourly wage for hours exceeding 45 per week. Employees can opt for time off instead of monetary compensation. For every overtime hour worked, employees get 1.5 hours off.

In Turkey, there is an entitlement to: Paid Annual Leave (inclusive of service length): 14 days for 1–5 years; 20 days for 5–15 years; 26 days for 15+ years. Public Holidays: 15 days per annum for national and religious events. Facilities for unpaid leave due to personal or family emergencies may be given by the employer as per discretion.

Termination must be in accordance with Turkish labor laws, including the following: Notice periods: Depending on the length of employment: <6 months: 2 weeks. 6–18 months: 4 weeks. 18–36 months: 6 weeks. 36 months: 8 weeks. Severance pay: one month's gross salary for each year of continuous service, with a maximum statutorily capped amount; summary dismissal for cause needs effective and documented reasons on issues like misconduct or health capability.

The following claims arise frequently for foreign employers: Unfair dismissal: Claims based on improper procedures at the time of termination. Overtime claims: Claims based on non-payment or insufficient calculation of overtime. Discrimination: Claims based on unequal treatment because of gender, race, religion, etc. Data protection breaches: Breaches of the Turkish Personal Data Protection Law (KVKK).

Discrimination based on race, gender, religion, political views, or union membership is strictly prohibited. Employers must: Ensure equal pay for equal work. Treat part-time and fixed-term employees equally compared to their full-time and indefinite-term counterparts. Refrain from discriminatory practices during recruitment, employment, and termination.

Employers must: Register all employees with the Social Security Institution (SGK) before starting work. Pay social security contributions amounting to around 22.5% of gross wages. Deduct 15% from the employees' wage for their own social security contribution. Keep complete and correct payroll records for taxation and compliance purposes.

Employers must comply with Turkey’s Occupational Health and Safety Law, which includes: Conducting workplace risk assessments. Providing safety equipment and training. Appointing workplace physicians and safety officers for organisations with higher risks or larger workforces.

The Personal Data Protection Law (KVKK) regulates employee data protection. Employers must: Have explicit consent for collecting and processing data. Take strict measures for securing personal data. Limit access to sensitive information. Non-compliance can result in significant administrative fines and legal liability.

In mitigating risks, foreign employers should: Ensure all employment contracts comply with Turkish labour laws. Keep detailed personnel files regarding contracts, performance review documents, and termination paperwork. Engage local legal experts to stay updated on regulatory changes and ensure compliance.

Disputes are first referred to mediation, which is compulsory before litigation. If mediation fails, claims can go to labour courts. Employers should document all employment-related decisions and maintain comprehensive records to strengthen their legal defence.

Non-compliance may result in: Administrative fines in case of violation of health and safety legislation. Financial liability in case of wrongful termination includes compensation for severance, notice, and damages. Reputation damage on account of discrimination or data protection violation.

Turkish labor law is singular and highly regulated, requiring detailed compliance. Local legal expertise ensures that employment practices are adapted to cultural norms and in line with legal standards, minimizing operational risks and disputes.

The legal services provided by CCS Law include but are not limited to drafting and reviewing of employment contracts, advising compliance with Turkish Labour Laws, representation before dispute resolution and litigation, and in-house training regarding workplace policies and best practices for employers.

Yes, foreign individuals can buy property in Turkey. The Turkish legal system allows foreigners to acquire real estate and limited rights under Article 35 of the Title Deed Law (No. 2644). However, there are certain restrictions, such as the maximum area a foreigner can own and properties located in security or military zones.

Yes, foreign buyers must adhere to the following limitations: Maximum Area: Foreigners can own up to 30 hectares in total across Turkey. Restricted Zones: Properties in security or military zones cannot be acquired without special permits from military authorities.

The property acquisition process involves the following steps: Conduct Due Diligence: Verify the property’s legal status and ensure the seller is credible. Prepare Documents: Gather essential documents, such as a passport, tax ID, and residence permit (if applicable). Sign a Sales Agreement: Secure the transaction with a notarised or official agreement. Obtain Military Clearance: Confirm the property is not in a restricted zone. Transfer the Deed: Register the property in your name and pay the title deed transfer tax.

When purchasing property in Turkey, buyers are typically responsible for: Title Deed Transfer Tax: 4% of the property's declared value. Notary Fees: For notarised agreements. Property Appraisal Fee: Required for determining the fair market value of the property.

Yes, investing in real estate worth at least $400,000 makes you eligible for Turkish citizenship. Additional documentation and legal processes are required, which CCS Law can assist you with.

To avoid property scams: Hire a trusted legal advisor to review contracts and agreements. Work only with reputable real estate agents. Verify the property’s legal status and ownership with the Title Deed Office.

Key documents include: Valid passport or ID. Tax Identification Number (obtained from a local tax office). Power of Attorney (if acting through a representative). Residence permit (if applicable).

A lawyer ensures your interests are protected by: Conducting due diligence on the property. Reviewing contracts for compliance and fairness. Guiding you through legal procedures, such as obtaining military clearance and registering the deed.

At CCS Law, we offer: Expertise: Extensive experience in Turkish property law. Personalised Service: Tailored legal strategies to meet your investment needs. Comprehensive Assistance: From due diligence to post-purchase support, we are with you every step of the way.

Yes, our team specialises in resolving property disputes, including fraud, ownership conflicts, and breach of contract cases. We offer robust legal representation to protect your rights.

Yes, we assist foreign clients in obtaining residence permits linked to property ownership, ensuring compliance with Turkish immigration regulations.

You can reach us at +44 (0) 203 576 2076 or email info@ccs.law. Alternatively, visit our London office at Central House, 1 Ballards Lane, London, N3 1UX, or fill out our online query form for a complimentary consultation.

Turkish lawyers have a dual duty of care: Statutory Duty: Lawyers must act with diligence, honour, and professionalism as outlined in the Attorneyship Code (Law No. 1136) and regulations of the Turkish Bar Association. Contractual Duty: Lawyers must adhere to client instructions and act in the client’s best interests under the Turkish Code of Obligations (TCO).

Professional negligence arises when a lawyer breaches their duty of care, such as: Failing to follow client instructions. Missing critical deadlines. Providing substandard legal advice. Acting incompetently, causing financial or legal harm to the client.

No, lawyers are responsible for the process, not the outcome. An unfavourable outcome does not automatically indicate negligence unless the lawyer failed to meet procedural or professional standards.

To establish a claim, the client must demonstrate: Duty and Breach: A lawyer-client relationship existed, and the lawyer breached their statutory or contractual duty. Client’s Loss: The client suffered a clear financial or legal loss due to the lawyer’s negligence. Causation: A direct link exists between the breach and the loss.

Clients can claim: Material Damages: Quantifiable financial losses, such as missed filing deadlines resulting in financial harm. Non-material Damages: Compensation for emotional or reputational harm caused by the lawyer’s actions.

Yes, Turkish lawyers are typically covered by professional indemnity insurance, which may be accessed through the lawyer’s bar association to compensate clients for proven negligence.

The Attorneyship Code (Law No. 1136) and Turkish Code of Obligations (TCO) set the legal framework for lawyers’ professional conduct, including: Upholding justice and public trust. Acting in the client’s best interests. Complying with professional ethics and regulations of the Turkish Bar Association.

Clients should: Gather evidence of the lawyer’s breach of duty (e.g., documents, correspondence). Document the financial or legal loss incurred. Seek legal advice to evaluate the merits of a professional negligence claim.

CCS Law provides expert legal support, including: Assessing the lawyer’s adherence to professional duties. Representing clients in claims for damages. Navigating the legal and procedural complexities of professional negligence cases.

You can reach CCS Law via: Phone: +44 (0) 203 576 2076 Email: info@ccs.law Office: Central House, 1 Ballards Lane, London, N3 1UX Submit your query through our online form for personalised support.