Work Permit for a Foreign Caregiver: Employer, Documents and Change of Employer

For what jobs can a foreign caregiver obtain a work permit?

The Ministry's domestic service criteria are based on the employment of foreigners in child, disabled or elderly care and patient attendance work. This scope is limited. The fact that a "domestic services" record has been opened does not mean that a foreigner can obtain a care permit for every kind of housework, cooking, cleaning or private driving. In the application, the main nature of the job and its daily duties must be consistent with the need for care. [3]

Child care

The child's age, the parents' working arrangements, any special care need, the other persons in the household and the foreign caregiver's experience are assessed. The mere fact that the parents work does not mean a permit will be granted in every file; a link must be established between the care need and the application period and the job description.

Elderly or disabled care

Age, the health report, the need for support in activities of daily living and the care arrangement within the family are important. A severe disability report is not the only mandatory document in every file; on the other hand, an abstract statement such as "he or she is elderly and needs care" may not be regarded as sufficient. A physician's report, medication or treatment records, a disability certificate and a care explanation may be submitted according to the specific case.

Patient attendance

Patient attendance is care and support work that does not confer authority to carry out medical intervention. If a foreign caregiver will practice a health profession, the relevant professional legislation, diploma, equivalence and preliminary permit conditions apply separately. A domestic service work permit is no basis for practicing nursing or another health profession without a permit.

Is a permit granted for cleaning and general housework?

The Ministry's current criterion is based on care and attendance work. Where the real purpose of the application is general cleaning or housework but child or elderly care is stated, this may lead to the problems of misleading declaration and use outside the purpose of the permit. Reasonable ancillary tasks may be included in the job description alongside care; however, the main job must be care or attendance. [1, Art. 9, 15] [3]

Who can be the employer in domestic service?

Who can make a child care application?

According to the Ministry's criteria, the persons who may apply for child care are the following:

• If the mother and father are married, the child's mother or father.
• If the mother and father are divorced, the mother or father who has custody.
• A person who has adopted the child.
• If the child is under guardianship, the guardian.
• In foster family practice, the foster mother or foster father.
• The mother of a child born out of wedlock or the father who has officially recognized the child. [3]

The applicant's legal capacity in relation to the child must be shown with the population record, custody, guardianship, adoption or foster family document.

Who can be the employer in elderly, disabled or patient care?

The application may be made by the person to be cared for, a first- or second-degree relative, the guardian, or a first- or second-degree relative with the guardian's approval. The Ministry's FAQ also explains separately that a first-degree relative can be the employer if the person to be cared for is not in a position to carry out the application procedures. The application workplace record, e-signature and work address must be created through the right person. [3] [4]

Can another person with a family tie cover the care expenses?

If the person to be cared for has no blood or in-law relatives up to and including the second degree, another person with a family tie may join the file by documenting sufficient and regular income and submitting a notarial undertaking that he or she will support the employer in the care. This provision does not mean that every third person can be an employer; the family tie, the income and the undertaking are examined together. [3]

By what criteria does the Ministry evaluate the application?

The reality of the care need

The age of the person to be cared for, health condition, disability or illness information, the areas in which support is needed in daily life and why the care is to be met by a foreign worker are examined. Exaggerating the care need in the file or showing a health condition that does not in fact exist creates serious legal risk.

The qualities of the foreign caregiver

The Ministry may assess the foreigner's education, professional experience, level of Turkish, residence and work history in Türkiye, marital status and age. A diploma is not the only mandatory document in every type of domestic service application; the declaration of the last school completed and experience records may be important. If there is training in child development, elderly care, first aid or patient attendance, its connection with the nature of the job should be explained. [3] [5]

The employer's socio-economic situation and income

The employer's assets, monthly continuous and regular income, capacity to meet the care expenses and the declared salary are assessed together. A one-off bank balance may not alone show the continuous income requirement. Salary, pension, rental income, commercial earnings or family support should be explained with official documents. [3]

The special nature of the job

Special circumstances such as night care, special diet, mobility support, more than one child, disability, hospital check-ups or the need for a foreign language may be shown in the job description. The duty should be consistent with the caregiver's education and experience.

How is a foreign caregiver work permit application made?

Preparing the employment contract

The employer and the foreigner sign the fixed-term service contract specific to domestic services. In the contract, the employer, the foreigner, the person to be cared for, the work address, the duty, the term, the salary, the working arrangement, leave, accommodation and termination conditions must be clear. The Ministry's model contract is a starting point; gaps that conflict with the real conditions of the parties should not be left. [6]

The domestic service workplace record

The employer enters the e-İzin system through e-Devlet and creates a "Domestic Services" workplace record with an electronic signature. This record is opened in the name of a natural person. If the person to be cared for and the employer are different, the documents of kinship, representation or support are uploaded to the system. [4]

Application from within the country

As a general rule, the foreigner must hold a residence permit issued in his or her name for at least six months and valid on the date of application. The employer makes the application through e-İzin. The six-month condition does not mean that the foreigner must wait six months in Türkiye; it is a criterion relating to the total term of the residence permit issued. Statuses such as temporary protection or international protection are subject to their own special legislation. [4] [5]

Application from abroad

The foreigner applies for a work visa at the Turkish diplomatic mission in the country of which he or she is a citizen or in which he or she is legally present, and obtains a 16-digit reference number. The employer in Türkiye completes the e-İzin application with this number within 30 days. If the application is concluded favorably, the visa, entry, address and SGK procedures are followed. [2] [4]

Evaluation period

The evaluation of applications whose information and documents are complete is concluded within 30 days. If additional documents are requested, the period begins after the document is uploaded to the system. The passing of the period does not mean an automatic permit. [2] [4]

Documents required for the application

Documents of the employer and of the person to be cared for

• The employer's identity and contact information.
• Electronic signature.
• The identity document of the person to be cared for.
• For a child, the population, custody, guardianship, adoption or foster family document.
• For an elderly, disabled or sick person, documents showing age and health condition.
• The employer's income and asset documents.
• If the employer is a different person, documents of kinship and representation.
• If another family member provides income support, the income document and, if necessary, a notarial undertaking.
• The actual address where the foreigner will work.

Documents of the foreign caregiver

• A valid passport and, if necessary, a translation.
• Biometric photograph.
• Valid residence information in an application from within the country.
• The diplomatic mission reference number in an application from abroad.
• Education and experience documents or a declaration of the last school.
• Earlier work/residence records in Türkiye.
• Health, first aid or care training documents according to the nature of the job.
• The service contract signed by the employer and the foreigner.

Document table

How should the salary, working arrangement and contract be set up?

The salary must be at least the gross minimum wage

For a foreigner who will work in domestic services, the salary declared cannot be less than the gross minimum wage level on the date of application. The 2026 gross minimum wage is TL 33,030 and the net minimum wage is TL 28,075.50. The application, the contract, the actual payment and the earnings on which the SGK premium is based must be consistent. [3] [7]

Accommodation, meals or other benefits in kind must not be used as a basis for arbitrarily reducing the statutory salary. Payment of the salary through a bank and with an explanation is important for purposes of proof.

Are domestic services outside the Labor Law?

Labor Law No. 4857 as a rule leaves domestic services outside its scope. This does not mean that a foreign caregiver can be employed without a contract or without rights. The service relationship is assessed together with the service contract provisions of the Turkish Code of Obligations, the social security legislation, the work permit rules and other applicable regulations. [8, Art. 4/e] [9]

The job description should be detailed

Instead of writing only "caregiver" in the contract, who the person to be cared for is, the basic duties, working days and hours, night stays or live-in work, rest, salary, leave and accommodation conditions should be explained. Duties that require a health profession must not be assigned to the caregiver.

Is it lawful for the employer to hold the passport or the card?

The foreigner's passport and work permit card are personal documents. The employer may take copies necessary for an application or an official procedure; continuous seizure of the documents, restriction of freedom of movement or withholding of salary is not acceptable. Personality rights and human dignity must be protected in the employment relationship.

Social security and post-permit procedures

SGK registration

A social security record consistent with the salary declared in the work permit application and with the full-time working basis must be made for the foreign caregiver. Persons employed for 10 days or more per month in domestic services are insured under additional Article 9 of Law No. 5510. The SGK's official explanations state that foreigners are subject to a work permit and that foreign insurance records must be made on a 30-day basis. [10] [11]

Time to start work

In an application from within the country, the foreigner must start work within one month of the start date of the work permit, with the social security obligations fulfilled. In an application from abroad, the foreigner must start work within one month of entering Türkiye and in every case within six months of the start of the permit. [4] [11]

Address registration

A foreigner who comes with a work visa from abroad must have the address registered in time after entry. The Ministry's current FAQ states a 20-day address registration obligation. The work address, the residential address and the employer record must be consistent with one another. [4]

The fifteen-day notification to the Ministry

The start or end of work, or circumstances requiring the cancellation of the permit, are notified to the Ministry within 15 days. The employer completes the "Post-Permit Procedures - Permit Termination Request" section of the e-İzin system with an electronic signature. The SGK notification of leaving the job is subject to its own period. [1, Art. 22] [4]

How is a change of employer made?

One cannot work for another family with the same work permit

A time-limited work permit is issued for a specific employer, job, workplace and address. A foreign caregiver cannot work for another family, in a different home or for a different care job with the same card. The new employer must make a new work permit application. This application is subject to the initial application procedure, not to an extension. [1, Art. 10] [4]

The first six months rule

For a foreigner who has obtained a work permit in domestic services on the basis of an application from abroad, an application made from within the country in the first six months from the start of the permit to work for a different employer is assessed unfavorably, except for force majeure. This regulation aims to ensure that the care work and the employer-foreigner relationship are established as real and stable from the outset. [3]

How is force majeure assessed?

Force majeure relates to events that are independent of the choice of the foreigner or the employer, unforeseeable and seriously prevent the continuation of the employment relationship. Facts such as the death of the employer, the ending of the need for care, or a serious health or security situation should be presented with concrete documents. Not every dispute or a higher salary offer is regarded as force majeure.

Change of employer after six months

Even if the six-month period has ended, working for a new employer does not become free automatically. The new employer, if the conditions for an application from within the country exist, makes an initial application through e-İzin; the foreigner cannot start work in the new home before the new permit is issued. The existing permit termination procedure, the timing of the new application and the foreigner's residence status must be managed together.

The current employer's termination of the permit

The employer must make the notifications to the Ministry and SGK on the date the employment relationship ends. After the permit is terminated, the foreigner's right to work for the former employer ends. If the new employer's application has not yet been concluded, no actual work should be done in the interim.

Extension application

An extension application is made from the date 60 days remain until the end of the permit term and before the permit ends. If the same employer, the same address and the same care job continue, the extension application is evaluated. The first extension may be issued for at most two years and later extensions for at most three years. [1, Art. 10] [4]

Working while the extension is awaited

A foreigner who has applied for an extension in time may continue to work for the same employer and in the same job after the previous permit ends, until the application is concluded and for at most 90 days. If there is a change of employer or address, this protection should not be relied on. [4]

Does the care need continue?

At an extension, not only the previous card is submitted. The care need, the employer's income, the contract, the salary and current documents relating to the foreigner's duty may be re-examined. The growth of the child, the death of the patient or the ending of the care need may remove the basis of the permit.

What can be done if the application is refused?

It should be determined which ground was applied in the refusal decision. The following are the matters often discussed in domestic service files:

• The care need not being sufficiently documented.
• The absence of an employer eligible to apply or of the kinship requirement.
• Failure to show the employer's regular and sufficient income.
• Mismatch between the foreigner's experience and the nature of the job.
• Change of employer in the first six months.
• Conflict in the contract, address or duty information.
• Failure to complete a missing document in time.
• The foreigner's migration or public order record.

The Ministry's decision may be objected to through e-İzin within 30 days of notification. In the objection, the health, income, kinship, experience, contract and system records that answer the ground of refusal should be submitted. If the deficiency has been remedied later, a new application may be made; a new application does not suspend the earlier objection and suit periods. [1, Art. 21] [4]

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

No. If the initial application has been refused, the foreigner cannot start work. If the extension application has been refused, the 90-day evaluation period ends with the refusal decision. An objection or suit does not by itself make the work permit valid.

Stay of execution

If the objection is rejected, an annulment action and, where the conditions exist, a stay of execution may be considered. A manifest unlawfulness and damage that is difficult or impossible to compensate must be explained together. A court decision does not mean that a permit is issued directly in the name of a new employer.

Consequences of working without a permit

For 2026, an administrative fine of TL 102,503 for each foreigner is applied to an employer who employs a foreigner without a permit, and TL 40,977 to a foreigner working dependently without a permit. A fine of TL 6,805 is provided for violation of the notification obligation. The fines are increased in case of repetition. The employer may also face the foreigner's deportation expenses and social security liabilities. [12]

It is not lawful for a new employer to start the foreigner at work by saying "I made the application". The stage of waiting for the permit card to be printed, and the approval of the application and the start date of the permit, must be checked separately.

Security, personal data and human dignity in the care relationship

The health information of the person to be cared for is special-category personal data. Only the necessary health and care information should be placed in the application file; reports should not be shared with third parties or in public messaging areas. The foreign caregiver's passport, address and health information should be protected with the same care.

A work permit does not give the employer unlimited authority to interfere in the foreigner's private life. In live-in work, the conditions of rest, private space, communication and salary should be clearly regulated. Allegations of seizing the foreigner's passport, restricting movement, not paying salary or ill-treatment may have consequences in terms of criminal law, compensation and human trafficking.

Three hypothetical examples

An application from abroad for child care

The mother and father are married and want a full-time caregiver for a six-year-old child. The foreigner is abroad. The family prepares the population records of the child and parents, the employer's income, the care need, the contract and the foreigner's experience documents. The foreigner obtains a reference number from the diplomatic mission; the employer completes the e-İzin application. The foreigner cannot start work in Türkiye before the permit is issued.

A relative as employer in elderly care

The elderly person is not in a position to make an application. The first-degree relative opens the employer record, enters the care address correctly and attaches the documents of kinship and the identity/health of the elderly person to the contract. Documents showing the regular income of the employer or of the supporting family member are placed in the file.

Change of employer in the first four months

A foreigner who started work with a family on the basis of an application from abroad wants to move to another family in the fourth month. If there is no force majeure, the new employer's application from within the country may be assessed unfavorably. Leaving the former job, terminating the permit and the status of stay are managed separately; the foreigner cannot work in the new home before the new permit is issued.

Checklist for application and change of employer

1. Verify that the job falls within child, elderly or disabled care or patient attendance.
2. Prepare the employer's capacity to apply and the kinship/custody/guardianship documents.
3. Explain the care need with age, health and daily living information.
4. Document the employer's regular income and, if necessary, family support.
5. Show the foreign caregiver's experience, education and history in Türkiye.
6. Draw up a contract in line with the Ministry's model, containing the real duty and salary.
7. Do not set the salary lower than the 2026 gross minimum wage.
8. Create the e-İzin domestic services record with the right person and address.
9. Complete the SGK and address procedures in time after the permit is issued.
10. Notify the start and end of the employment relationship to the Ministry within 15 days.
11. In a change of employer, do not start work before the new permit is issued.
12. Check the special first-six-months rule for applications from abroad.

Common mistakes

• Stating child or elderly care as the reason for a general cleaning job.
• Making the application in the name of a family member who is not legally authorized.
• Submitting only a bank balance without explaining regular income.
• Not linking the foreigner's experience to the care job.
• Declaring a salary below the gross minimum wage.
• Having the foreigner work on a trial basis before the work permit is issued.
• Thinking that one can work for another family with the same card.
• Making a change-of-employer application disregarding the first six months rule.
• Not notifying the Ministry and SGK of the end of work in time.
• Sharing health and identity documents through insecure channels.

Related articles: Work Permit in Türkiye: Application Conditions, Types, Extension and Objection to a Refusal Decision; Work Permit Application for Foreigners in Türkiye; Work Permit Extension Application; Work Permit and Social Security; Employing Foreigners Without a Work Permit; Refusal of a Work Permit Application.

Conclusion

At the center of a foreign caregiver work permit file is not only the foreigner's passport or employment contract but the genuine care need, the right employer capacity, regular income, the foreigner's suitability for the care duty and the social security arrangement after the permit. The permit is valid for a specific family, address and job. A change of employer requires a new application; in the first six months of a permit granted on the basis of an application from abroad, a new employer's application is assessed unfavorably unless there is force majeure. In the application and refusal processes, the date on which the foreigner may start work and the residence status must be protected separately.

Frequently Asked Questions

For what jobs can a foreign caregiver obtain a work permit?

An application can be made for child, disabled or elderly care and patient attendance. General cleaning or other housework alone is not within the scope of a care permit. [3]

Can a foreign work permit be obtained for housecleaning?

The Ministry's current domestic service criterion is based on care and patient attendance work. If the real purpose of the application is cleaning, a care justification should not be stated.

Who can be the employer for a child caregiver?

The child's mother or father; the custody holder in a divorce; the adopter; the guardian; the foster family; and, for a child born out of wedlock, the mother or the recognizing father may apply. [3]

Can the son or daughter of an elderly person be the employer?

Yes. A first-degree relative can be the employer where the elderly person is not in a position to apply or within the framework of the kinship conditions in the criteria. Documents of kinship and care are submitted. [4]

What if the person to be cared for has no second-degree relative?

Another person with a family tie may join the file with a document of sufficient regular income and a notarized undertaking of care support. [3]

Is a diploma mandatory for a caregiver?

A diploma is not mandatory in every domestic service application. The declaration of the last school and experience are important; if the job requires special training, the relevant documents should be submitted. [5]

How much salary should be stated for a foreign caregiver?

In domestic services, the salary cannot be less than the gross minimum wage on the date of application. For 2026 the gross minimum wage is TL 33,030. [3] [7]

Is insurance mandatory for a foreign caregiver?

Yes. The work permit and social security obligations are fulfilled together. In domestic services, foreign workers are notified full-time and on a 30-day basis. [10] [11]

Does one have to wait six months for an application from within the country?

The general rule is that a residence permit issued in the foreigner's name for at least six months and valid on the date of application is held. This does not mean actually waiting six months in every case. [4]

Who starts the application from abroad?

The foreigner obtains a reference number from the Turkish diplomatic mission; the employer in Türkiye completes the e-İzin application with this number. [4]

Can the caregiver work before the work permit is issued?

No. An application or appointment record does not give a right to work. The permit must be approved and its start date checked.

Does a work permit count as a residence permit at the same time?

A time-limited work permit as a rule replaces a residence permit. There are special provisions for temporary protection and certain international protection statuses. [1] [13]

Can a foreign caregiver work for another family?

No. The permit is valid for a specific employer, job and address. A new work permit is needed to work for a new family. [4]

Is a change of employer an extension application?

No. An application for a different employer is assessed under the initial application procedure. The old permit is not carried over to the new employer. [4]

Can the employer be changed within the first six months?

In a domestic service permit obtained through an application from abroad, a new employer's application from within the country in the first six months is assessed unfavorably, except for force majeure. [3]

What is force majeure?

Situations that objectively prevent the continuation of the employment relationship, such as the death of the employer, the ending of the need for care or a serious security/health incident, are assessed with documents. Not every dispute is force majeure.

Within how many days must the Ministry be notified when leaving the job?

The end of work and circumstances requiring termination of the permit are notified to the Ministry within 15 days. The SGK period for leaving the job applies separately. [1, Art. 22]

When is the extension application made?

It is made from the date 60 days remain until the end of the permit and before the permit ends. The same employer and job must continue. [4]

Can work continue while the extension is being evaluated?

If there is an application in time, work for the same employer and in the same job may continue for at most 90 days after the end of the permit. This period ends with a refusal decision. [4]

Within how many days is a refusal objected to if the application is refused?

The Ministry may be objected to through e-İzin within 30 days of notification of the refusal decision. [1, Art. 21]

Does objecting give a right to continue working?

No. An objection or suit does not by itself make the work permit valid.

What is the penalty for employing a caregiver without a permit?

In 2026, an administrative fine of TL 102,503 for each foreigner for the employer and TL 40,977 for the foreigner is provided. The current tariff should be checked on the date of the act. [12]

Sources

1. Law No. 6735 on International Labor Force (Uluslararası İşgücü Kanunu), in particular Arts. 6, 9, 10, 15, 21-23. resmigazete.gov.tr
2. Implementing Regulation of the International Labor Force Law (Uluslararası İşgücü Kanunu Uygulama Yönetmeliği), in particular the provisions on application, start of work and objection. resmigazete.gov.tr
3. Ministry of Labor and Social Security (ÇSGB), Work Permit Evaluation Criteria - Domestic Services Sector (Çalışma İzni Değerlendirme Kriterleri - Ev Hizmetleri Sektörü). csgb.gov.tr
4. Ministry of Labor and Social Security (ÇSGB), Foreigners in Working Life - Frequently Asked Questions (Yabancıların Çalışma Hayatı - Sıkça Sorulan Sorular). calismaizni.csgb.gov.tr
5. Ministry of Labor and Social Security (ÇSGB), Information and Documents Required in the Work Permit Evaluation Process (Çalışma İzni Değerlendirme Sürecinde Gerekli Bilgi ve Belgeler). csgb.gov.tr
6. Ministry of Labor and Social Security (ÇSGB), Fixed-Term Service Contract (Domestic Services) (Belirli Süreli Hizmet Sözleşmesi (Ev Hizmetleri)). csgb.gov.tr
7. Ministry of Labor and Social Security (ÇSGB), 2026 Minimum Wage Data (2026 Asgari Ücret Verileri). csgb.gov.tr
8. Labor Law No. 4857 (İş Kanunu), in particular Art. 4/e. mevzuat.adalet.gov.tr
9. Turkish Code of Obligations No. 6098 (Türk Borçlar Kanunu), service contract provisions. mevzuat.adalet.gov.tr
10. Law No. 5510 on Social Insurance and General Health Insurance (Sosyal Sigortalar ve Genel Sağlık Sigortası Kanunu), Additional Article 9. mevzuat.adalet.gov.tr
11. Social Security Institution (SGK), Insurance Status of Domestic Service Workers and Easy Employer (Ev Hizmetlerinde Çalışanların Sigortalılığı ve Kolay İşverenlik). e.sgk.gov.tr
12. Ministry of Labor and Social Security (ÇSGB), Social Security of Foreign Workers and 2026 Administrative Fines (Yabancı Çalışanların Sosyal Güvenliği ve 2026 İdari Para Cezaları). csgb.gov.tr
13. Law No. 6458 on Foreigners and International Protection (Yabancılar ve Uluslararası Koruma Kanunu), in particular Art. 27. mevzuat.adalet.gov.tr
14. Ministry of Labor and Social Security (ÇSGB), Work Permit Application Processes for Foreigners to Be Employed in Domestic Services (Ev Hizmetlerinde İstihdam Edilecek Yabancıların Çalışma İzni Başvuru Süreçleri), revision 18.11.2025. csgb.gov.tr