Employment is decided by what happens, not by what the contract says.

We are deliberately careful here, and more careful than the market generally is. Employer-of-record models are marketed for Türkiye by several providers. Our position is that what holds up is a service relationship in which we deliver a defined outcome using our own organisation — not one where a payroll is held for people who, in substance, work under your direction and inside your business.

Turkish authorities assess substance over form. Where the reality is your direction, your instructions and your business benefit, relabelling the paperwork does not change what an inspection finds. We have formal legal advice in progress on exactly where that line sits and will publish the detail when we have it, rather than borrowing a label that sells better.

Find them, administer them, keep the obligations correct and coordinate the payroll. Where the person is genuinely working within our organisation delivering our service, they are ours to employ. Where they would be working inside yours, you need a structure that can employ them — and we will tell you that rather than construct something that looks convenient now.

It depends on the role, the applicant's nationality, the completeness of the documents and the employing structure. Applications are made under International Labour Law No. 6735. We give you a timeline once we have the facts of your case rather than an average that may not describe it.

The more useful question is often whether the role needs an expatriate at all. Filling it locally is usually faster and cheaper, and sometimes better.

Gross salary plus employer social security contributions and the other statutory costs on top. The difference between the gross figure in an offer letter and the total employer cost is significant, and it catches out companies budgeting from their home-market ratios.

We build the number for your case. We do not publish a multiplier, because the rates and the applicable incentives change and a stale figure on a website is worse than none.

Severance, notice and the procedural requirements follow the reality of the employment relationship and its duration — not the wording chosen at the start. This is one of the areas where decisions taken quickly in another country create liabilities that surface much later.

Reducing an operation is a different exercise from closing one, and it is worth planning with the numbers in front of you.

Payroll and social security filings are run by the specialist provider, and the output is reconciled into the accounts and reported to your group in one place. What we hold is the coordination, the calendar and the accountability for it being right and on time.