本文作者/The Authors：
艾谢・赫尔居纳・比尔根
Ayşe Hergüner Bilgen
托尔加·达尼什曼
Tolga Danı§man
乌富克·亚尔钦
Ufuk Yalçın
伊斯梅特·博佐格鲁
İsmet Bozoğlu
本文译者/The Translator：
李能娜 Li Nengna
一、前言 Foreword
土耳其作为 “一带一路” 倡议中的关键节点国家，其独特的地理位置使其横跨欧亚大陆，成为连接东西方的重要桥梁。凭借优越的区位优势、庞大的国内市场以及持续推进的工业化进程，土耳其正吸引着越来越多中资企业的目光，在基础设施建设、天然气储存、光伏产业等领域展开深入合作。然而，土耳其的劳动法体系融合了本土传统与国际劳工标准，在雇佣合同、个人隐私、劳动权益保障等方面有着细致且严格的规定，构成了中资企业在当地开展业务时必须谨慎应对的合规挑战 。
Turkey, as a key node country in the Belt and Road Initiative, spans both Eurasian continents with its unique geographical location, serving as a vital bridge connecting the East and the West. Leveraging its superior geographic advantages, large domestic market, and ongoing industrialization drive, Turkey has been attracting an increasing number of Chinese enterprises to engage in in-depth cooperation in sectors such as infrastructure construction, natural gas storage, and photovoltaic industry. However, Turkey's labor law system, which integrates local traditions with international labor standards, features meticulous and strict regulations in areas such as employment contracts, personal privacy, and labor rights protection, posing compliance challenges that Chinese enterprises must carefully address when conducting business locally.
在《土耳其劳动法概览》中， Ayşe Hergüner Bilgen、Tolga Danı§man、Ufuk Yalçın和İsmet Bozoğlu这4位拥有深厚专业背景与丰富实务经验的律师，通过深度整合土耳其劳动法的实体规范与司法判例，逐层拆解用工管理中的刚性约束条款与潜在风险点，旨在帮助中资投资者穿透文化差异与制度壁垒，构建覆盖招聘、薪酬、解雇全生命周期的合规管理体系，为中资企业在土耳其市场的可持续发展提供关键法律支撑。
In Türkiye Labor Law Overview, four experienced Turkish lawyers (Ayşe Hergüner Bilgen, Tolga Danı§man, Ufuk Yalçın and İsmet Bozoğlu) deeply study Turkey's labor laws and court cases to carefully explain the rules you must follow and the hidden risks when managing employees. They do this to help Chinese investors deal with cultural and legal differences. Their goal is to help these investors build a legal and proper system for everything from hiring workers, paying them, to letting them go. This gives Chinese companies the essential legal support they need to grow and last long-term in Turkey.
（下文为《土耳其劳动法概览》节选内容之下半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之土耳其篇）
(The following content is excerpted from Türkiye Labor Law Overview - Part B. For the full version, refer to the Türkiye Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、个人数据保护 Personal Data Protection
员工个人数据的保护除受劳动法立法规定的保密义务约束外，还需遵循个人数据保护立法的主要原则。
Protection of employees'personal data is subject to main principles of the personal data protection legislation, together with the confidentiality obligations specified under the labor law legislation.
根据《劳动法》第75条，雇主有义务为每位员工建立个人档案，其中应包含员工身份信息、健康报告、学历证书、简历、绩效与发展评估报告、薪酬支付记录及年休假记录等文件。
Under Article 75 of the Labor Law, employers are obliged to keep a file on each employee in which will be included documents such as the employee's identification information along with their health report, diploma, CV, performance and progress reports, payment made to the employee, and annual paid leave records.
修订后的《个人数据保护法》在“明示同意”外，新增了处理敏感数据的其他法律依据。员工的敏感个人数据可基于“履行与雇佣、职业健康、安全及类似事项相关的义务”之法律依据进行处理。
The amended version of the PDPL defines new legal grounds in addition to explicit consent for the processing of Sensitive Data. The sensitive personal data of employees may be processed based on the legal ground of "Fulfilment of obligations regarding employment and occupational health, safety, and similar issues".
雇主在数据保护方面的其他重要义务：
VERBIS注册
编制个人数据处理清单
提供隐私声明
获取书面同意
个人数据保留与销毁
针对特殊类别个人数据制定安全政策
制定数据事件响应计划
个人数据处理政策
Other Material Obligations of Employers related to Data Protection:
Registration with VERBIS
Compile a Personal Data Processing Inventory
Provide a Privacy Notices
Obtain Explicit Consent Texts
Personal Data Retention and Destruction Policy
Develop Policy Regarding Security of Special Categories of Personal Data
Formulate a Data Incident Response Plan
Personal Data Processing Policy
三、外国公司雇佣规则 Employment Rules for Foreign Companies
根据土耳其法律（如前所述），建立雇佣关系需完成社会保险及全民健康保险注册。土耳其立法中无直接禁止外国公司在未实际设立土耳其实体的情况下雇佣本地员工的条款。然而，若外国公司无土耳其法律实体，则无法加入土耳其社保体系或为员工缴纳社保费用。因此，未在土耳其设立法律实体的外国公司实际上无法成为适格雇主。
Under Turkish law, as also explained above, forming an employment relationship results in registration with the social insurance and general health insurance. There is no direct provision under Turkish legislation prohibiting foreign companies from employing people in Türkiye while having no actual presence in Türkiye. However, if there is no legal presence, it would not be possible for the employer to enroll in the Turkish social security system or pay the relevant social security premiums for the employees. Therefore, it is not practically possible for a foreign company without legal presence in Türkiye to become an employer.
四、外籍雇员雇佣 Employment of Foreign Employees
根据土耳其法律，持有工作许可的外国人无需另行申请居留许可。但仅持有居留许可不足以在土耳其工作，外国人仍须申请工作许可。除非符合立法规定的豁免情形，否则外国人必须取得工作许可。规范外国人工作许可的法律未强制要求其在土耳其就业期间达到最低居留时长。换言之，短期就业不构成法律规定的豁免事由。
Under Turkish law, as long as there is a work permit obtained, there will be no need for a residence permit. However, having a residence permit obtained would not suffice for working in Türkiye and the foreigner would also have to apply for a work permit. Unless a foreigner is not subject to the exemptions stated under the legislation, they will have to obtain a work permit. The legislation regulating foreigners'work permits does not stipulate a minimum length of time the foreigner must reside in Türkiye during their employment in Türkiye. In other words, short-term employment does not create an exemption under the relevant legislation.
非土耳其公民无工作许可不得在土耳其受雇。由本地雇主雇佣的外国人须申请工作许可，且公司每雇佣1名外籍员工须同时雇佣至少五名土耳其公民（"1:5比例要求"）。
Non-Turkish citizens cannot be employed in Türkiye without a wok permit. Foreigners to be employed by a locally resident employer are subject to the work permit requirement and the company must also employ at least five Turkish citizens per foreign employee (“1:5 Rule”).
五、工会与集体谈判协议 Unions and Collective Bargaining Agreements
（一）工会授权 Authorization of the Union
在特定行业分支（无论雇主）中拥有全国至少1%雇员会员，且在某特定雇主处拥有半数以上雇员会员的工会，有权申请授权书以在该雇主的相关工作场所协商并缔结集体谈判协议（"CBA"）。
Unions having members representing at least 1% (one percent) of the employees in a given branch of activity (regardless of their employers) in the country and also having half of the employees employed by a given employer as members, would be entitled to apply for a letter of authorization to negotiate and conclude a collective bargaining agreement (“CBA”) in the relevant workplace of the given employer.
（二）集体谈判启动 Initiation of CBA Negotiations
工会取得授权书后，雇主必须与之进行谈判。若雇主拒绝履行该义务，工会可提前进入罢工准备期。若双方在60日内就所有条款达成一致，则工会与雇主签订集体谈判协议，程序终止。
Once a union obtains a letter of authority, the employer has no choice but to negotiate with the union. If the employer refrains from doing so, the period (coming after the negotiation period) during which the union may go on strike would arrive sooner than necessary. If the parties arrive at an agreement on all proposals within this sixty days period, a CBA is concluded by and between the union and the employer and the process comes to an end.
（三）双方未能达成一致 Disagreement of the Parties
若双方未能在60日内达成协议并签署集体谈判协议，则需签署分歧纪要并于6个工作日内提交至土耳其就业局（İŞKUR）。收到分歧纪要后，土耳其就业局应于6个工作日内通过会议（至少一方出席）任命官方调解员。调解员须在15日内促成双方和解，必要时可延长6个工作日。调解期间，谈判继续开展，但调解员需全程参与。
If the parties cannot reach an agreement and conclude a CBA in the 60 sixty days period, a minute of disagreement is signed and sent to İŞKUR within 6 (six) business days. Following receipt of the minutes of disagreement, İŞKUR appoints an official mediator within 6 (six) business days through a meeting to which at least one of the parties would attend. The official mediator has a 15 (fifteen) days period to reconcile the parties. Should the official mediator deem necessary, their term of duty may be extended by 6 (six) business days. During the term of duty of the official mediator, the negotiations continue as usual with the sole exception of the official mediator being present this time around.
若调解期满仍未达成协议，调解员应于3个工作日内向土耳其就业局提交分歧报告。调解员报告送达各方（尤其是工会）标志着集体谈判协议（CBA）流程的重要节点，由此开启第二个也是最后一个60天期限。在这60天内，工会可随时作出罢工决定，且该决定仅能通过提前6个工作日通知雇主后方可实施。直至工会正式作出并实施罢工决定前，双方仍可在这60天内继续协商以达成 CBA 协议。
At the end of the official mediator's term of duty, if the parties still fail to reach an agreement, the official mediator prepares and delivers a report to İŞKUR on the disagreement of the parties. The service of the official mediator's report to the parties, especially to the union marks an important deadline in the CBA timeline as it initiates the second and final 60 (sixty) days period. During anytime of the second and final 60 (sixty) days period, the union is entitled to adopt a strike decision and such decision may only be implemented by giving a 6 (six) business days prior notice to the employer. Parties are allowed to continue their negotiations to conclude a CBA during the second sixty days period as well until the union adopts the decision of strike and implements it.
（四）罢工期 Strike Period
罢工期间，工作场所所有工作停止，决定参与罢工的工会会员员工停止工作并加入罢工，参与罢工员工的劳动合同暂时中止。若工会通过罢工决议，雇主则有权采取闭厂措施——即停止工作场所所有作业（包括白领员工的工作）。
During a strike, all works at the workplace stop and member employees of the union that do decide to participate in the strike stop working and join the strike, and employment contracts of the employees that go on strike are temporarily suspended. If the union adopts a strike decision, this would give the employer the right to adopt a lockout decision which means cease of all activities at the workplace including the activities carried out by the white collar employees.
（五）集体谈判协议 Collective Bargaining Agreements
集体谈判协议签署后即在工作场所生效，但个人劳动合同仍保持有效。集体谈判协议对个人劳动合同的效力体现为：协议中已规范的事项将取代个人劳动合同的条款。
Once a CBA has been concluded it becomes applicable at the workplace, but the individual employment contracts remain valid. The effect of the CBA on the individual employment contracts that it is considered to have replaced the terms and provisions of the individual employment contracts on all matters that are regulated under the CBA.
六、雇主义务 Obligations of the Employer
（一）遵守健康与安全法规 Compliance with the Health and Safety Regulations
《职业健康安全法》及其细则依据雇员人数及工作场所危险等级规定了广泛的职业健康与安全义务。因此，未履行相关要求可能导致高额行政处罚。
OHS Law and its secondary legislation provides for a wide range of occupational health and security obligations based on the number of employees and the hazard class of the relevant workplace. Therefore, failure to comply with these requirements may result in high administrative fines.
（二）备案与申报 Filings and Regulations
雇主须在员工开始工作前向社会保险机构为每位员工提交雇佣声明。在特定情形下，雇主还须通过指定软件向警方部门通知并登记其员工信息（包括录入所需信息），并通过该软件通知雇佣关系终止。此外，工作事故须于事故发生后3个工作日内向社会保险机构报告。
Employers must give a statement of employment to the Social Security Institution for each employee before the employee starts working. In certain cases, employers are also required to notify and register their employees to the police department through their software and inserting requested information as well as notifying the termination of employment over said software. Furthermore, work accidents must be reported to the Social Security Institution within 3 business days after the accident occurs.
（三）雇佣残疾员工的义务 Obligation to Hire Disabled Employees
在雇员人数达50人及以上的工作场所，雇主必须雇佣残疾员工，其人数应达到雇主总劳动力的3%。未履行该义务将面临30,081土耳其里拉的行政处罚（2025年标准）。
At workplaces with 50 (fifty) or more employees, the employer must hire disabled employees, the number of which should be equal to 3% (three percent) of the employer's total work force. The failure to hire disabled employees results in an administrative fine of 30,081 TL (for 2025).
七、雇佣协议的终止 Termination of Employment Agreements
（一）单方终止 Unilateral Termination
雇主仅可基于“有效原因”或“正当理由”终止已工作至少6个月的员工的无固定期限雇佣协议。
The respective employer may only terminate indefinite term employment agreements of employees who have been employed for at least 6 months on the basis of a "valid cause"or a "just cause" .
1. 员工单方面终止（辞职）Unilateral Termination by the Employee (Resignation)
根据《劳动法》，若无正当终止理由，员工仅可通过提前书面通知雇主终止无固定期限雇佣协议。若员工终止雇佣协议时未遵守法定通知期，则须向雇主支付相当于通知期内应得工资的赔偿金。
Under the Labor Law, unless there is just cause for termination, an indefinite term employment agreement can only be terminated by the employee through prior written notice to the employer. If the employee terminating the employment agreement does not comply with the statutory notice periods, then the employee must pay a notice payment to the employer corresponding to their salary that would have accrued during the applicable notice period.
2. 雇主基于正当理由的单方终止 Unilateral Termination by the Employer Based on Just Cause
若存在“正当理由”，雇主可无需遵守通知期/支付通知期工资及离职补偿终止雇佣协议。正当理由在《劳动法》第25条中穷尽列举，通常分类如下：
健康原因；
缺乏诚信及道德品质；
不可抗力或旷工。
An employer can terminate an employment agreement without being subject to any notice period/payment and severance payment if "just cause"exists. Just causes are listed exhaustively under Article 25 of the Labor Law and are generally categorized as follows:
Health reasons,
Lack of good faith and moral character, and
Force majeure or absence from work.
3. 雇主基于有效原因的单方终止 Unilateral Termination by the Employer Based on Valid Cause
《劳动法》未明确定义“有效原因”（geçerli sebep）或提供其穷尽性清单，但列举以下非穷尽示例作为有效终止理由：
效率低下或缺乏资质；
态度问题；
与业务、工作场所或工作相关的必要性（如重组、公司财务困难、公司清算或部门关闭等）。
The Labor Law does not explicitly define the term"valid cause"or provide an exhaustive list of valid causes but lists the following non-exhaustive examples as valid causes for termination:
inefficiency or lack of qualification,
attitude problems, or
necessity in relation to the business or workplace or the work (such as re-organization, financial difficulties of the company, liquidation of the company or closure of departments, etc.).
4. 固定期限雇佣合同的终止 Termination of Definite-Term Employment Agreements
固定期限雇佣合同在其期限届满时自动终止，提前终止仅允许基于正当理由。若在合同期满前无正当理由终止，员工可主张剩余期限的工资及其他应计未付雇佣债权。
A definite-term employment contract automatically terminates upon the expiry of its term and early termination is only permissible for just cause. In the event of termination without just cause prior to the expiration of the employment contract, the employee may claim the remaining period's salary, along with any other accrued but unpaid employee receivables.
（二）协商终止 Mutual Termination
根据土耳其法律，雇佣关系可通过双方签署和解协议实现协商解除。在此类解除情形下，所有累积的员工权益（包括通知期赔偿金、离职补偿、加班费、应计未休年假补偿及奖金）外加额外合理利益（即额外和解款项），须于协议签署日（即雇佣关系实际终止日）支付给员工。
Under Turkish law, an employment relationship may be mutually and amicably terminated by the parties through execution of a settlement agreement. In the event of terminating employment under a settlement agreement, all of the accumulated employee rights, including, notice pay, severance pay, overtime pay, accrued but unused annual paid leave, and bonuses, plus an additional reasonable benefit (i.e., additional settlement payment), must be paid to the employee as of the execution date of the agreement (which will also be the actual termination date of the employment).
（三）终止法律后果 Legal Consequences of Termination
在终止雇佣关系时（无论基于有效原因或签署和解协议），须向员工支付以下补偿项目：通知期赔偿金、离职补偿、未休年假补偿金和其他应计未付雇佣债权。
In case of termination (whether based on valid cause or through execution of a settlement agreement), the following compensation items must be paid to the employee: notice payment, severance payment, unpaid annual leave payment and other accrued but unpaid employee receivables.
八、劳动争议解决 Employment Disputes
实践中，员工通常以部分诉讼或未明确诉请金额的诉讼起诉，以避免程序初期承担高额诉讼费。待诉讼进展有利时，员工可调整并增加索赔金额并补缴相应诉讼费，尤其在法院获取包含员工主张债权计算的专家报告后。
In practice, employees usually file lawsuits with partial claims or for an unspecified claim amount in order to avoid incurring high court fees at the beginning of the proceedings. Once the proceedings evolve in their favor, they adjust and increase the amount of their claim and top-up the corresponding court fees, in particular after the court obtains an expert report inclusive of calculations of the alleged employee receivables.
九、工会补偿 Union Compensation
工会补偿系恶意解雇补偿的特殊形式。若雇主仅因工会成员身份或参与工会活动终止员工雇佣合同，雇主须承担支付不低于员工一年工资的工会补偿之责任。主张工会补偿时，不得另行主张基于恶意解雇的补偿。即使员工受职务保障条款约束，因工会相关事由遭终止时仍可提起复职诉讼。
Union compensation is a specific form of bad faith compensation. In case an employer terminates the employment contract of an employee solely on the grounds of union membership or participation in union activities, the employer would be liable from payment of union compensation in an amount not less than the employee's one-year wage. Where union compensation is claimed, additional claims for compensation on the grounds of bad faith shall not be admissible. Even if the employee is within the scope of job security, they may still file a reinstatement lawsuit in case of termination arising from union-related grounds.
十、社会保险 Social Insurance
所有签订雇佣合同的雇员均须由雇主为其办理社会保险及全民健康保险。该保险主要涵盖三大分支：（1）短期保险（如因工伤事故、职业病、生育等无法工作期间的经济津贴）；（2）长期保险（老年、残疾及身故的经济补助）；（3）全民健康保险范围内的医疗援助。
All of the employees that work under an employment agreement are obliged to be subscribed by their employer to the social security and general health insurance. This social security and general health insurance mainly covers three insurance branch: (i) short-term insurances such as, financial aids for the time that cannot be worked (in case of workplace accidents, occupational diseases, maternity instances), (ii) long-term insurance (financial aids for old age, handicap and death), and (iii) health aid within the scope of the general health insurance.
作者简介/About the Authors
艾谢・赫尔居纳・比尔根 Ayşe Hergüner Bilgen
艾谢・赫尔居纳・比尔根律师是 Hergüner 律所的创始合伙人，是土耳其诉讼领域最受尊敬的律师之一，她以沉稳果断的作风和解决复杂纠纷的务实能力著称。其逾40年的执业经验及对土耳其法院程序的精深理解，成为处理跨多领域复杂争议案件的核心优势。她专业领域还涵盖诉讼程序内外的和解谈判。
Ayşe Hergüner Bilgen is a founding partner of the Hergüner lawfirm, who is one of the most respected names in Turkish litigation and is known for her resolute composure and ability to develop real-world solutions for complex disputes. Her 40 plus years of experience and expert knowledge of Turkish court procedures are a key asset during complex dispute proceedings touching upon multiple practice areas. Ms. Hergüner Bilgen's expertise also covers settlement proceedings occurring during and outside of court proceedings.
托尔加·达尼什曼 Tolga Danı§man
托尔加·达尼什曼是Hergüner 律所争议解决业务组的领军人物。达尼什曼先生在对抗性诉讼程序方面拥有丰富经验，并以善于将对手的优势转化为其劣势而闻名。他深谙客户的商业利益与声誉关切，无论在谈判桌前还是法庭上，都以注重实效的代理服务赢得高度认可。
Tolga Danışman is a leader in our Dispute Resolution practice group. Mr. Danışman has extensive experience in adversarial proceedings and a reputation for turning his adversaries'strengths against them. Mr. Danışman understands the commercial and reputational concerns of his clients and is valued for providing results-focused representation, whether at the negotiation table or in the courthouse.
乌富克·亚尔钦 Ufuk Yalçın
乌富克·亚尔钦是Hergüner 律所企业支持及雇佣与劳动业务组的负责人，在企业日常法律需求支持方面发挥着关键作用。亚勒钦先生为进入土耳其市场的外国企业提供法律服务，并协助外资及本地企业处理日常运营需求，包括公司治理、合同管理、反贿赂与反腐败、特许经营与分销、数据保护以及复杂诉讼事务。
Ufuk Yalçın is a leader in Corporate Support and Employment & Labor practice groups, where he plays a key role in assisting corporations in their day-to-day legal needs. Mr. Yalçın represents foreign companies entering the Turkish market and foreign and local companies in regards to their day-to-day operational needs, including corporate governance, contract management, anti-bribery and anticorruption, franchising and distribution, and data protection as well as complex litigation matters.
伊斯梅特·博佐格鲁 İsmet Bozoğlu
伊斯梅特・博佐格鲁（İsmet Bozoğlu）是Hergüner 律所商业支持与争议解决业务组的负责人之一。他擅长指导全球企业的土耳其子公司应对错综复杂的合规要求。作为资深诉讼律师，当企业客户涉及本地争议或国际仲裁程序时，他担任首席法律顾问。
İsmet Bozoğlu is among the leaders in Commercial Support and Dispute Resolution practice groups. He specializes in guiding the Turkish subsidiaries of global corporations through the complicated patchworks of compliance requirements. As a seasoned litigator, Mr. Bozoğlu acts as lead counsel when his corporate clients are engaged in local disputes or international arbitration proceedings and specializes in litigation.
李能娜 Li Nengna
李能娜律师执业领域为劳动争议解决、多元化用工合规、人力资源管理合规等。
先后毕业于中国政法大学和清华大学，取得法学学士学位和法学硕士学位。执业领域为劳动法、企业合规、公司并购及债券发行等商业综合事务。曾为多家大型央企、上市公司提供专项法律咨询及顾问服务。
Ms. Li Nengna specializes in labor dispute resolution, diversified employment compliance, human resources management compliance etc.
