Work Permits in Türkiye: Application Conditions, Types, Extension and Objection to Refusal

What Is a Work Permit and What Rights Does It Provide?

A work permit is a document issued by the Ministry of Labor and Social Security so that a foreign national can work in Türkiye under certain conditions. The basic regulation is International Labor Force Law No. 6735 and its Implementing Regulation. The type of permit, the employer, the position, the workplace and the period of validity determine the scope within which the person may work. The existence of a permit card does not mean freedom to work independent of the conditions on the card and in the permit decision. [1, Arts. 3, 6, 10] [2]

Are a work permit and a residence permit the same thing?

A valid work permit or work permit exemption generally takes the place of a residence permit. The reverse, however, is not valid: holding a tourist, family or student residence permit does not by itself give a right to work. A long-term residence permit likewise provides the possibility of applying for an indefinite work permit; it does not directly take the place of a work permit. [1, Arts. 10/3, 12] [3, Art. 27]

Work permits issued for international protection applicants, conditional refugees and foreign nationals under temporary protection, by contrast, do not take the place of a residence permit. The right of these persons to stay depends on their own protection status. The right to work of holders of refugee and subsidiary protection status is also regulated separately. A single explanation of "work permit equals residence permit" therefore cannot be applied to all foreign nationals. [1, Art. 17] [3, Art. 89] [5]

Is an employment contract, SGK registration or establishing a company sufficient?

An employment contract is the basis of the work to be done and the wage; it does not take the place of the administrative work permit. Notification to the Social Security Institution (SGK) also does not by itself make unauthorized work lawful. The situation of a foreign national who establishes a company or becomes a partner in a company is examined in terms of company type, managerial capacity and the work actually to be performed. [1, Arts. 6, 10, 13, 22]

The mere fact that an application has been submitted is also not sufficient to begin working for the first time. The limited right to continue working tied to a properly made extension application cannot be applied to initial applications. The date on which work may begin must be determined by assessing together the start of the approved permit and the foreign national's specific situation. [1, Arts. 6–7] [2, Arts. 25, 27]

Who Must Obtain a Work Permit and for Whom Is There an Exemption?

For a foreign national who works for an employer in Türkiye, acts on his or her own account or performs a service of a working nature, the need for a permit is examined first. That the activity is short, performed remotely or paid from abroad does not by itself remove the need for a permit; cross-border service and exemption provisions are examined separately. [1, Arts. 2–3, 6, 13]

A permit exemption differs from an exception to the evaluation criteria

A work permit exemption is a separate legal route provided for an activity or status defined in the legislation. A person within the scope of an exemption must complete the application and document procedures required by the applicable regulation. By contrast, being excepted from employment, financial adequacy or wage criteria affects how a work permit application will be evaluated; it does not by itself allow unauthorized work. [1, Art. 13] [2, Arts. 48–53] [4]

Special regulations, such as the rights of persons within the scope of the Blue Card, international agreements and certain protection statuses, are reserved. The conclusion that "no permit is needed" should not be reached by looking only at a person's nationality, marriage or time spent in Türkiye without verifying the person's document and status. [1, Art. 6] [3, Art. 89]

The scholarly literature likewise stresses that a work permit and an exemption are different legal institutions, and that the scope of an exemption and the consequences it produces must be assessed separately. This distinction prevents the expression "I am exempt from a work permit" from being understood as an exemption from every application, document and professional condition. A 2021 academic study on the subject is useful for the conceptual framework; in current procedures, the Regulation that entered into force later and its amendments must be taken as the basis. [22]

According to the Ministry's announcement of 17 September 2026, new work permit exemption applications are conducted through the updated portal; follow-up of applications made before that date continues through the old e-Muafiyet system. The link in the Ministry's announcement should be used to reach the application screen. For a domestic exemption application, the current Regulation's provision on the period of lawful stay must also be checked separately. [12] [2, Art. 49/3]

Professions reserved for Turkish citizens

Certain professions and duties are reserved for Turkish citizens by special laws. A general work permit does not remove the citizenship or professional admission requirement relating to these professions. For example, for the practice of law the conditions in the relevant professional law, and in fields such as health, education and engineering the prior authorization, equivalence or professional qualification regulations specific to that activity, are examined separately. The Ministry's current list of professions is the starting point; the true nature of the specific work is the basis. [1, Arts. 8–9, 20] [11]

What Are the Types of Work Permit?

The distinctions in the table are based on Articles 10 and 11 of Law No. 6735 and the Ministry's explanations of permit types. The specific duration of the permit is determined separately according to the contract, passport, nature of the activity and special regulations. [1, Arts. 10–11] [6]

Fixed-term work permit: one-, two- and three-year periods

The first fixed-term work permit may be granted for at most one year. For continuation of work with the same employer, the first extension, if assessed favorably, may be for at most two years; subsequent extensions may be for at most three years. These are not periods that will necessarily be granted to every applicant. A move to a different employer does not automatically continue this extension sequence; it is assessed under the principles of an initial application. [1, Art. 10/1–2]

Indefinite work permit: eight years alone is not sufficient

One of the alternatives in the Law is a long-term residence permit, the other is at least eight years of lawful work permit. Being in Türkiye for eight years with different residence permits cannot be treated directly as "eight years of lawful work." That the application condition exists does not require a favorable decision. The renewal every five years of the indefinite permit document also requires the duration of the right to be distinguished from the renewal of the document. [1, Art. 10/3–4] [2] [6]

Independent work permit and company partnership

In the independent permit assessment, education, professional experience, contribution to science and technology, the economic effect of the investment and activity, and the employment dimension are taken into account. Being a partner in a company in Türkiye does not mean that an independent work permit will be granted automatically. The need for a permit for company partners and the evaluation criteria are explained separately below. [1, Art. 10/5–8]

Aspects in which the Turquoise Card differs from a work permit

The Turquoise Card is a separate evaluation system for qualified foreign nationals. The document given to a relative of the cardholder provides a right of residence under the conditions in the legislation; whether the relative also acquires a right to work is assessed according to his or her own legal status. Foreign nationals under temporary protection are outside the Turquoise Card system. [1, Art. 11] [15]

The card is first issued with a three-year transition period. To remove the transition annotation, application must be made starting 180 days before the period expires and in any case before it expires. An application made after the period has expired is rejected and the card becomes invalid. Obtaining the first card therefore does not mean that the transition annotation is removed automatically. [1, Art. 11/2]

How Is a Work Permit Obtained in Türkiye?

This section explains the general application regime. In applications within the scope of international or temporary protection, free zones and other special regulations, the relevant special procedures and time limits apply separately. [1, Arts. 17–18] [13–14]

The first decision in an application is whether the domestic application route is open. After that, the documents relating to the employer and the foreign national are made consistent in the same file. The official application channel is the Ministry's Foreigners' Work Permit Application System — e-İzin. Accessing the system through the link on the Ministry's current portal avoids confusion with old pages or pages belonging to third parties. [5] [7]

Domestic application and the six-month residence condition

According to the Ministry's current explanation, the general domestic application route requires a residence permit issued for at least six months and still valid on the date of application. The six months here should not be understood as the foreign national having necessarily lived in Türkiye for six months before applying, or as the card necessarily having six months remaining after the day of application. The period for which the residence document was issued and its current validity are assessed. [2, Art. 15/4] [5]

Can a work permit be applied for with a tourist residence permit?

In the Ministry's current explanation, the general formula for domestic application does not categorically exclude all tourist residence permits. By contrast, the existence of a particular residence card is not a guarantee that a work permit will be granted. The foreign national's status, the special provisions on the application route, and the conditions of the employer and the work are examined together. While tourist residence continues, work cannot be started without obtaining a work permit. [1, Arts. 6, 12] [2, Art. 15] [5]

For certain foreign nationals determined by the General Directorate, a domestic application route may be opened without a valid residence permit, on condition of lawful presence in Türkiye. This exception is not a facility that applies to everyone; the official category into which the person falls must be documented. [2, Art. 15] [5]

Application from abroad: consulate and employer procedures

An application from abroad has two stages. The foreign national applies to the embassy or consulate general of the Republic of Türkiye in the country of which he or she is a citizen or in which he or she is lawfully present. The 16-digit reference number given to him or her is used in the electronic application of the employer in Türkiye. Carrying out a procedure only at the mission or only opening an employer record does not show that all stages of the file have been completed. [1, Art. 7] [5] [7]

In a dependent work application from abroad, the employer must approve and complete the application in the system within thirty days of the work visa application. The reference, the identity and passport details, the employment contract and the job description must corroborate one another. The application number, date of submission, requests for additional documents and notifications should be kept in order. The mission application, the permit result, the work visa and the procedures for entry into Türkiye are different stages. [2, Art. 17/2] [7]

Sequence of steps to follow in an e-İzin application

1. Determine the foreign national's legal status, the work to be done, the type of permit and the application route.
2. Examine whether the profession is open to foreign nationals and whether prior authorization is required.
3. Prepare the employer's registration, employment, financial adequacy and wage conditions and, if any, exception documents.
4. Draw up the employment contract, the foreign national's position, the workplace, the working time and the wage consistently with the other documents in the file.
5. Complete the application through e-İzin with an authorized user; do not confuse a saved draft with a submitted application.
6. Monitor requests for missing documents and notices of the result; pay the requested fee and document charge in time for an application found suitable.
7. After the permit, perform the obligations of commencing work, notification to the Ministry, SGK and address on a separate calendar. [1, Arts. 7–8, 22] [5] [7–10]

How long does a work permit application take to conclude?

The Law provides that the evaluation of applications that are properly made and whose information and documents are complete be concluded within thirty days. This period is not synonymous with the date on which an incomplete file was first created. If missing information or documents are requested, the evaluation may be postponed; the period given to complete the deficiencies may not exceed thirty days, except for documented force majeure. The passing of the period does not mean that a work permit has been granted automatically. [1, Art. 7/7–8] [5]

What Documents Are Required for a Work Permit?

A single list of documents is not sufficient for all professions, companies and statuses. The document list for the relevant type of application of the Ministry and the fields that the e-İzin system requests in the specific file must be examined together. Not only uploading a document but the consistency of its content with other records is important. The job description, occupation code, wage, workplace and contract dates must not conflict with one another. [2] [8]

The table is a general preparation framework. Not all the examples in each row are mandatory in every file; the scope of the documents to be requested may vary depending on the profession and type of application. [8]

Passport, translation and diploma

Passport details must be legible and current. A work permit is, as a rule, issued for sixty days shorter than the validity period of the passport. Concluding a long-term contract therefore does not ensure that a permit of the same length will be granted despite an insufficient passport. The need for translation, certification, diploma or equivalence is assessed according to the relevant document and profession; one should not act as if the same diploma and equivalence requirement exists for every foreign employee. [1, Art. 24/1] [2, Art. 24/5] [8]

Prior authorization in health and education

In health services requiring professional qualification, prior authorization given by the Ministry of Health; in education services, by the Ministry of National Education or the Council of Higher Education under the relevant legislation, comes into play. Prior authorization is not the work permit itself. The work permit application and, to the extent appropriate, the extension procedure are conducted on the basis of this prior authorization. [1, Art. 8] [4, B.2 and B.7]

File consistency from the employer's perspective

The employer's trade name in the trade registry, the authorized person record, the SGK workplace information and the workplace in the application must corroborate one another. Choosing a profession unrelated to the work the foreign national will actually do, changing the job title in order to show a low wage requirement as met, or drawing up a contract that does not reflect the actual work may create problems in the application and in later inspection. The authenticity of documents is not a matter only for the initial permit stage. [1, Arts. 9, 15, 22–23] [5]

Work Permit Conditions the Employer Must Meet

The Ministry's evaluation system includes the headings employment, financial adequacy and wage. In addition, there are the sector, profession, job, the foreign national's status and transitional provisions. The explanations below relate to the official criteria checked on 29 October 2026; the legislation in force on the date of application and any special regulation must be examined separately. [4]

Number of Turkish employees and financial adequacy

In workplaces subject to balance-sheet accounting, the general rule is the employment of at least five Turkish citizens for each foreign national applied for. For workplaces whose net sales in the last year are at least TL 50 million, there is an exception to the employment criterion for up to five foreign nationals. For newly established workplaces, the paid-in capital threshold is TL 500,000. For workplaces in operation, alternatives of TL 500,000 paid-in capital, TL 8 million net sales or USD 150,000 exports are provided. These amounts are not a single formula to be applied without exception to all workplaces and all foreign nationals. [4, A.1–2]

As to financial adequacy, the interpretation that "capital, sales and exports are all required together" is wrong where alternative criteria exist. By contrast, satisfying only one alternative does not remove all other reviews relating to the wage, profession, employment or the foreign national's legal status. In the extension of existing permits, the transitional provision of the official criteria must also be read separately. [4, A.2 and D.2]

Wage requirement for the foreign employee

For the wage threshold, the gross minimum wage in force on the date of application and the work to be performed are the basis. The general coefficients are five minimum wages for senior executives and pilots, four for engineers and architects, three for other executives, two for work requiring expertise or mastery, and one for domestic services and other work. Private sector and status provisions apply separately. [4, A.3]

Confusing net and gross wages creates inconsistency in the file. The wage in the contract, the actual position and the SGK notification should be examined together. The job title alone is not sufficient; the responsibilities that the employee will actually undertake are assessed. If a special exception is relied on for wage or employment, it must be clearly shown which provision applies. [1, Arts. 9, 22] [4–5]

3 August 2026 amendments and exceptions

Foreign nationals with at least one year of lawful stay in the last three years

In the current criteria, for domestic applications by foreign nationals who have at least one year of lawful stay in the last three years under a work permit, residence permit or international protection, an employment and financial adequacy exception limited to at most three foreign nationals is provided. The condition that the number of permitted foreign nationals at the workplace not exceed the number of Turkish employees and the provisions for the fourth and subsequent foreign nationals are assessed together. This regulation does not by itself remove the wage criterion. [4, A.4]

Sectoral and personal exceptions

There are separate provisions for information technology, education, health, tourism, domestic services, public projects and other sectors. The scope of the special regulations provided until 31 December 2027 for certain applications in the manufacturing, poultry farming and recycling sectors should also be checked according to the type of work and application. It is not correct to summarize all sectoral exceptions as "the five-Turkish-employee requirement has been lifted." [4, B]

If an exception to the criteria is relied on because of a family tie with a Turkish citizen, certain residence statuses, a history of long-term permits or other special circumstances, the necessary official documents must be submitted. An exception does not create an absolute right to a permit. Which criterion is not applied and which other conditions continue must be shown separately in the file. [4, Ç]

Company Partners, Students and Special Statuses

Must a foreign company partner obtain a work permit?

A foreign partner-manager of a limited company, a foreign partner board member of a joint-stock company and a foreign managing general partner of a limited partnership with share-divided capital may work by obtaining a work permit, according to the provisions of the Law. For a board member of a joint-stock company who does not reside in Türkiye and a foreign partner of other companies who has no managerial capacity, exemption provisions come into play. Being a partner and actually managing or working in the company are different. [1, Arts. 10/5, 13/7]

In the application, not only the total company capital but the foreign national's capital share, partnership ratio, management duty and employment criteria are examined together. Because the Ministry has separate financial and employment criteria for foreign company partners, the table for an ordinary employee application should not be applied directly. The consistency of the trade registry record with the activity actually carried out must also be maintained. [4, C]

Under the Ministry's general criterion for company partners, the paid-in capital of a workplace subject to balance-sheet accounting must be at least TL 500,000, the foreign national's capital amount at least TL 500,000 and the partnership share at least 20%. The first permit is issued with an annotation relating to the condition of employing at least five Turkish citizens; starting from the seventh month from the start of the permit, the employment of at least five Turkish citizens every month at the workplace is required. For a foreign partner whose capital share is at least USD 100,000, sub-paragraphs C.1.1(a) and (b) of the criteria do not apply. This exception does not remove the other legal conditions and does not ensure an automatic permit. [4, C.1]

Can foreign students obtain a work permit?

A foreign student enrolled in a formal program of a higher education institution in Türkiye may work by obtaining a work permit. For associate and undergraduate students, application is possible after the completion of the first year of study, and the work must be part-time. These limitations do not apply to formal postgraduate students; however, this does not mean that all master's and doctoral students may work without a permit. [1, Art. 19]

Does a work permit end studentship and student residence?

Granting a work permit to a foreign student does not end the valid student residence permit and the rights it provides. A person holding a work permit studying and a student working are assessed from different angles. If studies continue when the permit ends, valid student residence or an appropriate application status must be checked separately. [1, Art. 19/3] [3, Arts. 38–41] [19]

A foreign national with a work permit who acquires the conditions for a student residence permit may benefit from the rights provided by student residence while the existing work permit continues. Master's and doctoral students are exempt from the obligation to obtain a student residence permit while the work permit is valid; when the work permit ends or is not extended, they must obtain a student residence permit. Whether a valid student permit continues to exist must also be checked at this stage. [19, Arts. 26/6, 38/3]

Temporary protection, international protection and refugee status

For foreign nationals under temporary protection, a work permit or exemption application can be made six months after the issuance of the temporary protection identification document. The permit is subject to special regulations relating to the province of registration and job and sector conditions. A temporary protection identification document is not a general work permit by itself. [1, Art. 17] [13]

For an international protection applicant and a conditional refugee, the six-month period is assessed from the date of the international protection application. Holders of refugee and subsidiary protection status, on the other hand, may work as employees or independently from the time they acquire status, subject to the professional limitations in the legislation; the relevant identity document takes the place of a work permit. These groups should not be combined in one explanation as if they had the same legal status. [1, Art. 17] [3, Art. 89] [14]

Academic studies on protection statuses also show that the right to work, the employment contract, diploma equivalence and the practice of a profession require separate legal examinations. For example, a person's being able to access the labor market does not mean that he or she can practice a regulated profession without equivalence or the necessary prior authorization. The assessments in the scholarly literature explaining the status should be read together with current legislation and Ministry practice. [23]

Employing a foreign caregiver in domestic services

The Ministry's criteria are based, in domestic services, on the care of children, persons with disabilities or the elderly and on accompanying the sick. The person who may apply, the care need, the foreign national's qualifications and the regular income to finance the cost of care are examined. A general explanation of "employing a domestic helper" may not be enough to show the specific care work and the necessary conditions. The special restriction that a foreign national who came through an application from abroad may not move to another employer in the first six months must also be taken into account. [4, B.3]

Foreign footballers, athletes and coaches

With the favorable opinion of the Ministry of Youth and Sports or the Turkish Football Federation, professional athletes, coaches and the sports personnel listed in the Regulation may be considered within the scope of a work permit exemption for the duration of their contracts. However, falling within the scope of an exemption does not mean that document procedures are entirely unnecessary. The Regulation provides for the foreign national within the exemption to work after obtaining the exemption. The procedures of the club, the athlete and the relevant institution must be completed according to the current application procedure. [2, Arts. 48/1-k, 49] [12]

How Much Is the Work Permit Fee and Card Charge?

In a work permit, the fee and the value-paper charge are separate items. The amounts below are the 2026 tariff published by the Ministry; exemptions specific to the application and status are assessed separately. The amounts should not be carried over automatically to later years. [9]

For example, in a one-year fixed-term permit subject to the general tariff, the fee and document charge alone total TL 13,538.90. This total does not include visa, translation, notary, insurance, professional document or optional legal service costs. It should not be presented as the single price showing the entire cost of each application. [9]

Payment time and correct transaction reference

For applications found suitable by the Ministry, the notified fee and document charge must be paid within thirty days of notification. Failure to pay in time may lead to rejection of the application. The payment must be tied to the correct foreign ID and transaction reference in the official channel; the reference of a different application must not be used. Evaluation of the application, payment and printing of the card are separate procedures. [9]

A fee exemption does not remove all costs

That a status is exempt from the fee does not show that the value-paper charge or other transaction costs also automatically disappear. The scope of the exemption should be examined on the basis of the relevant regulation and the official payment notification. Loss of the card, its reprinting or document renewal may also not be under the same financial regime as the initial application. [5] [9]

When Is a Work Permit Extension Application Made?

An extension application is made starting from sixty days before the end of the work permit and in any event before the permit ends. The Law provides that extension applications made after the period has expired will be rejected. Assessing the new application route for a person whose period has passed, if the conditions exist, does not validate the past period and does not provide an uninterrupted right to work. [1, Art. 7/3] [2, Art. 27]

Can work continue during the extension?

Under the general regime, in a properly made extension application, the foreign national may continue to work in the same job and at the same workplace for at most ninety days from the date the previous permit ended while the application is being evaluated. This period does not apply to an initial application; nor does it give a right to move to another employer. The Regulation provides that a free-of-charge work permit extension application certificate be issued on request; because of a transitional provision on technical implementation, the current route for issuing the document should be confirmed through the Ministry's system. Provisions in special protection regimes are reserved separately. [2, Art. 27/5–6, Provisional Art. 1/2-b] [14]

In the event of rejection of the application or another unfavorable decision, it should not be assumed that one can work until the end of the ninety days disregarding that decision. The status of the application, the notification of the decision, the current permit and other rights of stay must be assessed together. [1, Arts. 15, 21] [2, Arts. 27, 57]

Matters re-examined in the extension file

The continuation of the employment relationship, the employer's conditions, the wage and social security records and the validity of the passport again matter. That a previous permit was granted does not mean that a later extension will be accepted automatically. The transitional provisions of the criteria must be examined, particularly as to how the financial adequacy criterion on the date of the initial application will be assessed in the extension. [1, Arts. 7, 10] [4, D.2]

What Should Be Done When the Employer or Workplace Changes?

Moving to a new employer

Because a fixed-term work permit is tied to a specific employer and job, the existing permit card is not a document that can be used freely with another employer. An application tied to a new employer is assessed under the principles of an initial application. The period between the end date of the old employment relationship, the cancellation of the permit, the new application and the start of the new permit must be carefully planned. [1, Arts. 10/2, 15] [5]

Additional limitations in domestic services and special sectors

In some applications, there are additional conditions required by the sector or the exception relied on. For example, a domestic application tied to another employer within the first six months by a foreign national who began working in domestic services on an application from abroad is assessed negatively, except in force majeure. The practice on change of employer in one sector therefore cannot be generalized for all foreign nationals. [4, B.3.5]

Different workplace, position or address of the same employer

Belonging to the same company does not mean that every change of workplace and every change of position complies with the permit conditions. The line of business, position, workplace and registration information within the scope of the permit must be examined. A change of address and actually starting to work at another workplace or in another position are different procedures. One should not act on the mere idea that the employer remains the same without determining the necessary update or new application. [1, Art. 10] [2] [5]

Commencing Work, SGK and Notifications After the Permit Is Obtained

The granting of a work permit does not mean that the process is complete. After the permit, there are obligations to be performed by the employer and the foreign national. The one-month period for commencing work, the thirty-day SGK notification and the fifteen-day notification to the Ministry are not the same obligation. [1, Art. 22] [2, Arts. 25, 61] [10]

Commencing work and entry into Türkiye

In a domestic application, the foreign national must begin working, having fulfilled the relevant obligations, within one month of the start of the permit. In an application from abroad, the rule of commencing work within one month of entry and, in any case, within six months of the start of the permit applies. In addition, a foreign national who obtains a permit from abroad must come to Türkiye within six months of the start of the permit's validity. [1, Art. 12/2] [2, Art. 25] [10]

SGK entry and notification to the Ministry

A work permit does not remove social security obligations. The Ministry's explanation states that notifications made to SGK in respect of the foreign insured persons concerned within thirty days of the start of the permit, or, where the start of the permit and the date of service differ, of the service of the document on the employer, will be counted as timely. The entry date, the start of the permit and the actual employment records must be consistent with one another. Special provisions of international social security agreements are reserved separately. [1, Art. 22] [10]

The general period for notification to the Ministry of commencement, termination and events requiring cancellation, as provided by the Law, is fifteen days. However, the Regulation contains a provision that the entry notification made to SGK and the exit notification made on the end date of the work permit are deemed to have been made to the Ministry. It is therefore not correct to say that a second notification will be made for the same event in every case or that an SGK notification removes every Ministry obligation. [1, Art. 22] [2, Art. 61/2]

Address registration, loss of the card and passport change

Those who come from abroad with a work permit must register in the address registration system from entry, and those who obtain a permit from within Türkiye from the delivery of the document to them, within twenty working days at the latest. The address of the workplace and the foreign national's residential address must not be confused. [19, Art. 22/12]

In case of loss or theft of the card, the new card request route in the Ministry's e-İzin system may be used. Changes in passport or identity details must also be updated together with the permit and other official records. Printing a new card does not extend a permit that has expired; physically holding the card also does not make a cancelled permit valid again. [1, Art. 15] [5]

What Happens to the Right of Residence When the Work Permit Ends?

If there is no other residence permit

The residence effect provided by the work permit depends on the validity of the permit. The YUKK Implementing Regulation provides for a route of applying for a purpose-appropriate residence permit within ten days when a work permit is cancelled or ends. If a work permit extension has been refused, this ten-day period starts from the service of the refusal decision. The conditions of the type of residence to be applied for must be found separately. [1, Arts. 12, 15] [19, Art. 21/6–7]

The ten days are not a new work permit or automatic residence

This provision does not mean that one can work freely for ten more days after the permit ends or that a residence permit will be granted automatically. The application period, the evaluation of the application and the authority to work must be distinguished from one another. If there is another decision concerning the foreign national's status, the effect of that decision is also examined separately. [1, Arts. 6, 15, 17] [19, Art. 21]

If the end of the work permit is known in advance, instead of leaving the transition to the last days, it is possible to prepare the purpose-appropriate residence application during the sixty-day period before the end. The special documents and conditions required for each type of residence are assessed separately. [16]

If a separate residence permit remains valid

A separate residence permit obtained for another reason and still valid does not automatically become invalid when the work permit ends. However, this residence document does not continue the right to work. The validity and cancellation conditions of a student residence, family residence or other permit must be followed separately. [2, Art. 57/3] [1, Art. 19/3]

Consequences of Unauthorized Work and Employing a Foreign National

Unauthorized work may give rise to sanctions for both the foreign national and the employer. The basic administrative fines published by the Ministry for 2026 are as follows: [10]

In case of repetition, the increased application in the Law and separate consequences arising from social security and other legislation may also come into question. Payment of the fine does not give a right to continue unauthorized work. In the record, the correct identification of the employer, the foreign national, the fact of work, the date and the act, and an examination of the provision on which the sanction is based, are necessary. The route and time limit against an administrative fine must not be confused with the route of objection against the refusal of a work permit. [1, Art. 23] [10]

A foreign national found to have worked without a permit is notified to the Ministry of the Interior for deportation procedures. The deportation decision and the action against it are a procedure separate from the work permit file. The protections concerning the prohibition of return and persons who cannot be deported are reserved. The employer's responsibility for the accommodation and return of the foreign national and relevant family members and, where necessary, health expenses may also arise separately. [1, Art. 23/8–9] [3, Arts. 4, 53–55]

Why Is a Work Permit Refused or Cancelled?

The ground of refusal must be read together with the specific file

Article 9 of Law No. 6735 regulates grounds of refusal such as contravention of international labor force policy, insufficiency of the justification for employing a foreign national, absence of the required qualifications, failure to meet the evaluation criteria, professions reserved for Turkish citizens, forged or misleading documents, security and public order reasons, and time limit and deficiency problems. [1, Art. 9]

It is not sufficient to read only the conclusion section of the refusal decision. Which condition was considered unmet, and on the basis of which document or fact, must be established. For example, the objection to be prepared against a refusal given because of the number of employees is not the same as for a refusal based on a public security ground. In the former, the workplace records and the exception to be applied; in the latter, the information underlying the act, the personal situation and the administrative assessment may become important.

Cancellation, non-extension and expiry are different procedures

Expiry of the permit period, refusal of the extension application and cancellation of an existing permit are not the same procedure. Termination of work, work contrary to the permit, a misleading document found later, a passport problem or other grounds in the legislation may matter for cancellation. The employer's cancellation request and the foreign national's right of objection should also be assessed separately. [1, Arts. 15, 21]

Staying abroad for a long period

The Law regulates among the grounds for cancellation a stay abroad of more than six uninterrupted months for fixed-term permits and more than one uninterrupted year for independent and indefinite permits, except in force majeure such as health or compulsory public service. There is a special system for the Turquoise Card. When planning travel, one should not look only at the final date written on the card. [1, Art. 15/2-ğ–h]

How Are an Objection to a Refusal Decision and an Annulment Action Conducted?

The framework below relates to the general regime of Law No. 6735. Areas with special application, sanction and remedy provisions, such as free zones, must be examined separately. [1, Art. 18/3]

Objection to the Ministry within thirty days

Against decisions given by the Ministry within the scope of the Law, an objection may be made to the Ministry within thirty days of service. The nature of the refusal, non-extension, cancellation or termination decision, the situation of the applicant and the employer, and to whom and how the service was made, must be established. In the Ministry's current explanation, the objection is to be made online through e-İzin with a reasoned petition and documents. [1, Art. 21] [2, Art. 66] [5]

What documents should be in the objection file?

The decision and service record, the initial application, the documents uploaded, deficiency letters, answers given, the employment contract and position information form the starting file. Depending on the ground of the objection, SGK employee lists, financial documents, bases of exceptions, prior authorization and diploma records, or documents showing the personal status, are added. The objection should not be limited to a general petition requesting re-evaluation of the application; it should discuss every determinative point in the ground of refusal with a concrete document. [1, Arts. 9, 21]

Administrative jurisdiction and calculating the time limit for suit

Law No. 6735 provides that, if the objection is rejected, recourse may be had to the administrative courts. The general time limit for filing suit against administrative acts, absent a special provision, is sixty days. However, the relationship between the special thirty-day objection to the Ministry and the administrative application provision in Article 11 of the İYUK (Law on Administrative Procedure No. 2577), and the nature of the application and its effect on the time limit for suit, must be examined together. One should not act on the assumption that "I objected, so in every case I now have a new sixty days." [1, Art. 21] [17, Arts. 7–8, 11]

In applications to which Article 11 of the İYUK applies, the administrative application suspends the running time limit for suit; if no reply is given within thirty days, a refusal results, and the remaining time continues to run, taking into account the time that elapsed before the application. In a work permit file, the applicability of this general calculation must be assessed together with the special objection provision of Law No. 6735. The date of the first service, the date of objection and the date of reply or non-reply must be recorded in the same file. [17, Art. 11]

E-mail and UETS service are not calculated in the same way

A time limit must not be calculated without determining the channel through which service was sent. The Regulation contains a transitional provision on the electronic service infrastructure, and the Ministry's practice includes e-mail and system notifications. The fifth-day rule of the Notification Law on electronic service cannot be applied automatically to every e-mail that is seen. The e-signed application declaration, the notification record and the service procedure to be applied must be examined together. [1, Art. 21] [2, Provisional Art. 2] [18, Art. 7/a]

Does an objection or suit give a right to continue working?

Filing an objection or suit does not by itself create a work permit, revive a cancelled permit or automatically extend the right to stay in Türkiye. A stay of execution in administrative jurisdiction is a separate request; the act's manifest unlawfulness and damage that would be difficult or impossible to compensate if it were implemented must be shown together. The effects on work, income, the employer's activity, and family or educational life must be explained with concrete documents. [17, Art. 27]

While a permit action is pending, the residence situation, a deportation decision or another administrative act may need to be followed separately. The seven-day time limit for suit in the Law against a deportation decision must not be combined with the thirty-day period for objection to a work permit or the sixty-day period of a general administrative action. [3, Art. 53]

What do Council of State decisions show about review of refusal and cancellation?

The decision of the 10th Chamber of the Council of State dated 22 June 2022, E.2017/3116, K.2022/3433, concerns judicial review of a work permit cancellation based on a security assessment. The majority of the Chamber examined the basis of the information note in the file and whether there were serious, concrete facts justifying the act, and quashed the decision dismissing the action, sending the file back for a new decision. The lesson that can be drawn is that the administrative ground is to be reviewed against the content of the specific file. The decision does not mean that a new work permit is directly granted or that all security-based cancellations are unlawful. There is also a dissenting opinion. [20]

The decision of the 10th Chamber of the Council of State dated 8 June 2022, E.2019/10332, K.2022/3164, on the other hand, concerns the majority affirmation of an annulment decision given on the rejection of a work permit request and the objection. This decision shows that economic and employment-related assessments are also subject to judicial review on the basis of the reasoning and conditions in the file. Allegations concerning the applicant's family tie, length of stay in Türkiye or citizenship cannot be read as independent rules requiring a permit to be granted to every similar applicant. This decision also has a dissenting opinion. [21]

The disputes in both decisions relate to acts in the period of repealed Law No. 4817. It is not correct to substitute the decisions for the application conditions of current Law No. 6735 or the 2026 evaluation criteria. What is reported here are verified decision stages; no conclusion is asserted as to the later finality of the files or whether a new permit was granted. [20–21]

Reapplication and implementation of the court decision

If the deficiency in the ground of refusal has been remedied, a new work permit application can be made. This route does not automatically renew the objection or suit time limit running for the earlier decision. Eligibility for the new application, lawful stay and authority to begin work are examined separately. Submitting a file again without changing the same deficiency does not remove the earlier unfavorable ground. [5] [17, Arts. 7, 11]

When an annulment or stay of execution decision is obtained, the notification of the decision to the administration, the establishment of a procedure consistent with its reasoning and the result of the system record must be monitored. The İYUK provides that the requirement of a court decision be performed without delay and, as a rule, within thirty days of notification to the administration. Nevertheless, not every annulment decision means that a new work permit card is automatically issued; the scope and reasoning of the decision are decisive. [17, Art. 28]

Critical Time Limits in Work Permits

The table must be read together with the conditions and exceptions in the relevant sections. Days, working days and months are not the same unit of time. The period granted for one procedure does not automatically extend another procedure, the authority to work or lawful stay. [1, Arts. 7, 12, 21–22] [2, Arts. 17, 25, 27, 61] [9–10] [17] [19]

Common Mistakes in Work Permit Applications

The most important mistake is to start collecting documents without determining the type of permit and the application route. This is followed by misinterpreting the six-month residence condition, not investigating which criterion an exception removes, writing the wage without distinguishing gross from net, and choosing a profession unrelated to the actual position. Saving an application only as a draft in the system is also not a completed application. [1, Arts. 7–9] [4–5]

After the permit, the mistakes that stand out are thinking that the card can be used with all employers, waiting for the end date for an extension, confusing Ministry and SGK notifications, neglecting address registration and assuming that an objection suspends all time limits. In following the file, the decision, service, start and end of the permit, the employment relationship and lawful stay must be monitored together but with their separate legal consequences. [1, Arts. 10, 15, 21–22] [2, Arts. 27, 57, 61] [19]

Related articles: Work Permits for Foreigners in Türkiye: 2026 Application Conditions, Required Documents, Employer Obligations and Current Practice; Cancellation or Termination of a Work Permit: Residence, Change of Employer and Application Routes; What Is the Turquoise Card? 2026 Application Conditions, Rights, Family, Indefinite Status, Cancellation and Citizenship Guide; Residence Permits in Türkiye: Types, Application, Extension and Legal Remedies Against Refusal; Refusal of a Residence Permit and Application Routes in Subsequent Migration Procedures; Refusal of a Work Permit Application: Grounds, the Objection File and the Annulment Action; Work Permit for Foreign Company Partners: Partnership, Management and Application Conditions; Work Permit for a Foreign Caregiver: Employer, Documents and Change of Employer.

Conclusion

Correctly framing a work permit application in Türkiye does not consist merely of uploading documents. The foreign national's status, the true nature of the work, the employer's conditions, the exceptions to be applied and the post-permit obligations must be handled consistently in the same file. When the type of permit and the application route are correctly chosen, it also becomes clear which documents are required and why, and which time limits must be tracked.

In case of refusal, cancellation or non-extension, the priority is to establish the ground of the decision, the date of service and the current work and residence situation. An administrative application, a lawsuit, interim legal protection and transition to appropriate residence do not take the place of one another. The legal assessment should not stay at the stage of application or filing suit; the implementation of the decision given and bringing the permit records into line with the actual situation should also be followed.

Frequently Asked Questions

Can I work in Türkiye without a work permit?

The general rule is to obtain the appropriate work permit or the necessary exemption document before beginning work. A right to work arising from a special law, agreement or status is assessed separately. Concluding an employment contract or opening an SGK record does not by itself take the place of a permit. [1, Arts. 6, 13, 22]

Related explanation: Who must obtain a work permit and for whom is there an exemption?.

After obtaining a work permit, is a residence permit also required?

Under the general regime, a valid work permit takes the place of a residence permit. There are special provisions for international protection applicants, conditional refugees and foreign nationals under temporary protection; the work permits of these groups do not take the place of a residence permit. [1, Arts. 12, 17] [5]

Related explanation: Are a work permit and a residence permit the same thing?.

Must I wait six months in Türkiye in order to apply for a work permit?

The general domestic application condition is a residence permit issued for at least six months and still valid on the date of application. This does not mean that every applicant must wait six months retroactively in Türkiye. Special application categories are assessed separately. [2, Art. 15] [5]

Related explanation: Domestic application and the six-month residence condition.

Can a work permit application be made with a tourist residence permit?

In the current general application explanation, tourist residence permits are not categorically excluded. Nevertheless, the type and validity of residence, and the job and employer conditions, are examined. That an application can be made does not mean that work can be started before the work permit is issued. [1, Arts. 6, 12] [2, Art. 15] [5]

Related explanation: Can a work permit be applied for with a tourist residence permit?.

Does the employer make the work permit application?

In an application for work tied to an employer, the employer's e-İzin procedures are decisive. In an application from abroad, the foreign national's mission procedure and reference number are also required. The procedures for independent, indefinite and other special types of application differ. [1, Arts. 7, 10] [2] [5]

Related explanation: Sequence of steps to follow in an e-İzin application.

What is the 16-digit number in an application from abroad for?

The reference obtained from a Turkish foreign mission provides the link with the employer's electronic work permit application. A dependent application from abroad must be completed by the employer in the system within thirty days of the work visa application. Obtaining the number does not by itself show that a work permit has been granted. [2, Art. 17/2] [5]

Related explanation: Application from abroad: consulate and employer procedures.

For how many years is the first work permit granted?

A general fixed-term permit is granted in the initial application for at most one year and may not exceed the term of the employment or service contract. With the same employer, the first extension, if assessed favorably, may be for at most two years and subsequent extensions for at most three years. [1, Art. 10]

Related explanation: Fixed-term work permit: one-, two- and three-year periods.

Is there a five-Turkish-employee requirement for every foreign national?

This is the general rule in workplaces subject to balance-sheet accounting; however, the sector, the company's situation, the foreign national's status and certain exceptions may change the outcome. For which application and criterion an exception applies must be shown with an official document. [4]

Related explanation: Number of Turkish employees and financial adequacy.

Is the company's capital alone sufficient for a work permit?

No. Financial adequacy is one of the evaluation headings. The job and profession, wage, employment, the foreign national's status and application documents are also examined. That there are capital, net sales or export alternatives for certain operating workplaces does not remove all other conditions. [1, Art. 9] [4]

Related explanation: Number of Turkish employees and financial adequacy.

Does a foreign national who establishes a company automatically obtain a work permit?

No. Establishing a company, becoming a partner, working in a managerial capacity and acting on one's own account are assessed separately. The company type, managerial capacity, capital share and the permit or exemption route to be applied must be determined. [1, Arts. 10/5, 13/7] [4, C]

Related explanation: Must a foreign company partner obtain a work permit?.

Can a foreign university student work?

A foreign student enrolled in formal education may work with the appropriate work permit. Associate and undergraduate students may apply after completing the first year and may work part-time. A student residence card is not a work permit by itself. [1, Art. 19]

Related explanation: Can foreign students obtain a work permit?.

Is there a first-year limitation for master's and doctoral students?

The first-year and part-time limitations specific to associate and undergraduate students do not apply to formal postgraduate students. However, the requirement of a work permit continues. There is also a separate special exemption from the obligation to obtain student residence for as long as a valid work permit lasts. [1, Art. 19] [19, Art. 38/3]

Related explanation: Does a work permit end studentship and student residence?.

Can I study in Türkiye while I have a work permit?

When the conditions for a student residence permit arise, it is possible to benefit from the rights provided by student residence while the work permit continues. The educational conditions and the person's current status are assessed separately. Granting a work permit does not end the rights of valid student residence. [1, Art. 19/3] [19, Art. 26/6]

Related explanation: Does a work permit end studentship and student residence?.

When can those under temporary protection apply for a work permit?

In general, application can be made six months after the issuance of the temporary protection identification document. The conditions of the province of registration, employer, sector and special legislation apply separately. Obtaining a work permit does not provide an independent and absolute right of residence. [1, Art. 17] [13]

Related explanation: Temporary protection, international protection and refugee status.

Are the work rules the same for refugees and conditional refugees?

No. The identity documents of holders of refugee and subsidiary protection status may take the place of a work permit. For an international protection applicant and a conditional refugee, there is a six-month period from the date of application and a permit application provision. Professional limitations are reserved. [1, Art. 17] [3, Art. 89] [14]

Related explanation: Temporary protection, international protection and refugee status.

Do foreign footballers and coaches need no document at all?

They may fall within the scope of the exemption with a favorable opinion; however, the exemption document and application procedures are not entirely unnecessary. The sports personnel listed in the Regulation must be assessed under the current exemption procedure on the basis of the contract and the favorable opinion of the relevant institution. [2, Arts. 48/1-k, 49]

Related explanation: Foreign footballers, athletes and coaches.

How much is a one-year work permit in 2026?

Under the general tariff, the fee for a fixed-term work permit of up to one year is TL 12,574.90 and the value-paper charge is TL 964. The total of these two items is TL 13,538.90. Special statuses and exemptions and other transaction costs are assessed separately. [9]

Related explanation: How much is the work permit fee and card charge?.

When should I apply for a work permit extension?

Application can be made sixty days before the end of the permit, and the application must in any case be completed before the permit ends. Waiting for the last day may cause loss of time in the event of document or system problems. [1, Art. 7/3] [2, Art. 27]

Related explanation: When is a work permit extension application made?.

Can I make an extension application after my permit has ended?

An extension application made after the period has passed is rejected under the Law. If the conditions exist, examination of the new initial application route is possible; this does not retroactively extend the previous permit or provide a right to work in the interim period. [1, Art. 7/3] [2, Arts. 23, 27]

Related explanation: When is a work permit extension application made?.

Can I work while my extension application is pending?

Under the general regime, in a properly made extension, work may continue at the same job and the same workplace for at most ninety days from the end of the previous permit. This rule does not apply to an initial application or to a move to another employer; special status provisions are reserved. [2, Art. 27] [14]

Related explanation: Can work continue during the extension?.

Can I move to another employer with my current work permit?

A fixed-term permit is tied to the specified employer and job. A move to a new employer is assessed under the principles of an initial application; the existing card alone is not sufficient to work at the new workplace. In some sectors there are additional transition limitations. [1, Art. 10/2] [4–5]

Related explanation: Moving to a new employer.

Are address registration and notification required once a work permit is obtained?

Yes. For address registration the period is generally twenty working days; for notification to the Ministry, fifteen days from the relevant event; commencement of work and SGK procedures have their own special periods. The situations in which an SGK procedure is deemed to have been made to the Ministry must be examined separately. [1, Art. 22] [2, Arts. 25, 61] [19, Art. 22/12]

Related explanation: Commencing Work, SGK and Notifications After the Permit Is Obtained.

If my work permit ends or is cancelled, does my residence also end?

The residence effect tied to the permit ends; however, a valid separate residence obtained for another reason does not automatically become invalid. The special ten-day application period for transition to purpose-appropriate residence is calculated from service in the case of a refused extension. If the end is foreseen, transition preparations can be made in the last sixty days. [2, Art. 57/3] [16] [19, Art. 21]

Related explanation: What Happens to the Right of Residence When the Work Permit Ends?.

Within how many days is a work permit refusal objected to?

Under the general regime, an objection may be made to the Ministry within thirty days of service of the decision. The administrative suit time limit and the effect of the objection on this period must be calculated separately. The date the objection was sent, the service record and the reasoned documents should be kept. [1, Art. 21] [17, Arts. 7, 11]

Related explanation: Objection to the Ministry within thirty days.

Does filing suit or reapplying preserve the right to work?

Not by itself. An objection and suit are assessed separately from the existing authority to work and reside; if necessary, a stay of execution is requested. The ability to reapply after remedying the deficiency also does not automatically renew the time limit for suit against the earlier act. [5] [17, Arts. 7, 11, 27]

Related explanation: Does an objection or suit give a right to continue working?.

Sources

1. International Labor Force Law No. 6735. Ministry of Justice Legislation Information System.
2. Implementing Regulation of the International Labor Force Law. Current consolidated text.
3. Law No. 6458 on Foreigners and International Protection. Current text of the law.
4. Ministry of Labor and Social Security, General Directorate of International Labor Force. Work Permit Evaluation Criteria.
5. Ministry of Labor and Social Security. Foreigners in Working Life — Frequently Asked Questions.
6. General Directorate of International Labor Force. Types of Work Permit.
7. General Directorate of International Labor Force. Types of Application and official application portal.
8. General Directorate of International Labor Force. Information and documents required in work permit evaluation.
9. General Directorate of International Labor Force. Payment of Fee and Value-Paper Charge — 2026 tariff.
10. General Directorate of International Labor Force. Social Security of Foreign Employees and Administrative Fines — 2026 amounts.
11. General Directorate of International Labor Force. Professions Reserved for Turkish Citizens.
12. General Directorate of International Labor Force. Announcement on the work permit exemption application system, 17 September 2026; for the scope of the exemption, Source 2, Arts. 48–53.
13. Regulation on Work Permits of Foreign Nationals Under Temporary Protection. Current text.
14. Regulation on the Employment of International Protection Applicants and Holders of International Protection Status. Current text.
15. General Directorate of International Labor Force. Turquoise Card; also Source 1, Art. 11.
16. Presidency of Migration Management. Work Permit — Frequently Asked Questions.
17. Law No. 2577 on Administrative Procedure. Current text of the law.
18. Notification Law No. 7201. Current text of the law.
19. Regulation on the Implementation of the Law on Foreigners and International Protection. Current text.
20. Council of State 10th Chamber, 22.06.2022, E.2017/3116, K.2022/3433. Official decision text. Quashing decision; act from the period of repealed Law No. 4817.
21. Council of State 10th Chamber, 08.06.2022, E.2019/10332, K.2022/3164. Official decision text. Affirmation decision; act from the period of repealed Law No. 4817.
22. Kaya, Talat (2021). “Yabancıların Çalışma İzni Muafiyetlerine Dair Bir Değerlendirme” (An Assessment of Work Permit Exemptions for Foreigners), Türkiye Adalet Akademisi Dergisi, 47, 215–246. Link to article and full text. In particular pp. 226–229 and 239–243; a study predating the 2022 Regulation.
23. Yıldız, Ayselin; İzmirlioğlu, Ayça (2022). “Türkiye’de Yaşayan Uluslararası Koruma ve Geçici Koruma Statüsündeki Yabancıların Çalışma İzni, İş Sözleşmeleri, Diploma Denklik ve Meslek İcrasına İlişkin Durumlarının Hukuki Açıdan Değerlendirilmesi” (A Legal Assessment of the Work Permits, Employment Contracts, Diploma Equivalence and Practice of Profession of Foreigners Living in Türkiye under International Protection and Temporary Protection Status), Ankara Üniversitesi Hukuk Fakültesi Dergisi, 71(1), 25–63. Link to article and full text, DOI: 10.33629/auhfd.1001322. In particular pp. 35–40, 50–54 and 59.