Recent Developments in Turkish Employment Law for 2025: What Employers Need to Know
Turkey has passed a flurry of noteworthy amendments to its employment legislation, a continued push to strengthen employee rights and align working practices with evolving economic realities. In the run-up to 2025, several key amendments will enter into force. What follows is an overview of the most salient developments and how they will likely impact business.
1. Current Minimum Wage Statistics
Among the notable developments is the formal increase in the minimum wage that commences as from 1 January 2025. The required minimum gross wage on a daily basis is TRY 866.85 and its equivalent on a monthly basis would be TRY 26,005.50. The new limits would serve well as reference to be appropriately reviewed and modified of payroll schemes as well as corresponding obligations that cover wage items like contributions and benefits.
2. Enhanced Occupational Health and Safety Obligations
For smaller enterprises that employ fewer than 50 workers in low-risk groups, the government's initial deferral period for compliance with the requirement to employ occupational safety experts and workplace physicians has lapsed. As of 1 January 2025, such smaller companies are obligated to comply with the law by having such specialists in their employ to watch over the welfare of the workers and guard against potential risks. Failure to meet these requirements results in administrative fines. Recent Developments in Turkish Employment Law for 2025: What Employers Need to Know
3. Better Methodology for Meal Allowances Exemptions
Social insurance regulation amendments radically alter the treatment of meal allowances in the context of premium computation. Under the new regime, employers that provide meals by vouchers, cards, or any other non-monetary arrangement can benefit from a one-day exemption limit of TRY 158.00 for the year 2025. Where companies are not providing catering services within the corporate premises, the share of allowances qualifying within the de minimis level will be excluded from insurance premiums. Employers looking to maximize their compensation packages while avoiding noncompliance need to exercise care in modifying their payroll systems based on these changes.
4. Temporary Incapacity Benefits Harmonisation
Another legal revision seeks to harmonize the calculation of temporary incapacity payments, specifically equalizing the playing field for illnesses, maternity, occupational accidents, and occupational diseases. This amendment comes after rulings by the Turkish Constitutional Court requesting a standardized approach to calculating benefit payments. Employers need to ensure they are using the right calculation periods and base amounts to prevent future conflicts or liabilities.
5. Adjusted Social Security Contribution Discounts
On 1 February 2025, private sector employers will see a decrease in discount on disability, old age, and death insurance premiums from five points to four. Manufacturing companies are exempt for the moment from this adjustment until 31 December 2026—an extension which can be extended up to the end of 2027 if so decided by competent authorities. The companies not taking advantage of this grace period need to take into account the revised premium charges while formulating their staff budgets and planning for the subsequent two years.
6. Continuing Proposals and Seniority Compensation
Legislators must also take into account other social security adjustments like an initiative to raise monthly minimum pension grants to TRY 14,469 for retirees and dependents to shift from the existing base point. Moreover, for the first six months of 2025, the seniority compensation limit under law has risen to TRY 46,655.43, prompting a need to recalculate any severance-based calculation whenever there is a dismissal situation.
In general, the latest Turkish labour law amendments reflect a greater emphasis on the protection of employees, simplifying social insurance instruments, and implementing fair labour standards. Businesses would be well advised to review their internal policies, recruitment agreements, and reporting procedures to ensure that they are compliant with these new standards. Professional legal guidance can help organisations make a smooth transition into 2025, without incurring fines and maintaining compliance on a continuous basis.
For more information on how such developments can affect your business or to obtain targeted advice, feel free to get in touch with CCS Law.
Disclaimer: This article is intended for informational purposes only and does not constitute legal advice.
#Lawyer #TurkeyLawyer #TurkishLawyer #EmploymentLawyer #BusinessLawyer #LabourLawyer #LegalServices #LegalAdvice #CorporateLaw #LawFirm #Solicitor
#EmploymentLaw #TurkishLabourLaw #LabourLawTurkey #EmployeeRights #WorkplaceRegulations #HRCompliance #BusinessCompliance #PayrollLaw #MinimumWageTurkey #SocialSecurityLaw #SeverancePay #WorkplaceSafety
#TurkeyBusiness #InvestInTurkey #CompanySetupTurkey #HRTurkey #TurkishBusinesses #LegalCompliance #BusinessRegulations
