Work permits for foreign company owners and conditions for employing Turkish-origin personnel: 3 Years of Experience Myth or Reality?

Question came from client:

"Hi. One more point: I lived and worked in Turkey for more than three years. Do I understand correctly that I can obtain a work permit for the activity I organize, and that the mandatory requirement to employ five Turkish nationals will not apply to me? For example, could the staff be one Turkish employee, myself and an accountant? I worked for three years in one field, and now I plan a new activity in another field — will this affect the requirement to hire five Turkish citizens?"

Three years’ residence and employment in Turkey is an important positive factor, but it does not automatically exempt you from local hiring expectations.

Three years’ residence and employment in Turkey is an important positive factor, but it does not automatically exempt you from local hiring expectations. Work permits for founders/managers are assessed on a case‑by‑case basis by the Ministry of Labour and other competent bodies.

Key points:

1. Legal framework

   - Foreign founders can obtain work permits for companies they establish.

   - Authorities assess the “economic necessity” of a foreign worker; managerial or highly specialized positions may be treated more flexibly, but there is no automatic exemption.

2. On the “five Turkish employees” requirement

   - There is no universal, fixed rule that always requires five Turkish employees per foreigner. Some inspections expect a certain level of local employment, but decisions are fact‑specific.

   - In some cases, a smaller initial staff (e.g., one Turkish operational employee + accountant + founder) may be accepted, but this cannot be guaranteed in advance.

3. Impact of three years’ experience and sector change

   - Three years’ employment in Turkey is an advantage, demonstrating integration and experience, but a new line of business will be evaluated on its own merits. Changing sector may require additional justification and does not automatically waive local hiring expectations.

4. What to prepare to improve chances

   - Detailed business plan and justification for the foreign manager role;

   - Incorporation documents, articles of association, 12‑month financial forecast;

   - Office lease, commercial contracts / preliminary orders, proof of real activity;

   - Organizational chart and staffing plan showing Turkish positions and records of local recruitment efforts;

   - Evidence of your three‑year work history in Turkey.

Practical recommendations

• Coordinate your strategy with us, FINLOG — we will prepare the legal and operational justification and, if necessary, coordinate with a Turkish labour/immigration lawyer.

• We will prepare a full document package and business justification (business plan, staffing plan, proof of local recruitment efforts, etc.) for submission and to respond promptly to authorities’ requests.

• Be prepared for additional inspectorate requests — we will help collect and present all necessary evidence and explanations quickly.

• Upon request, we will handle communications with authorised officials and bodies: conduct preliminary alignments, clarify requirements and defend your position in negotiations.

• We recommend a preliminary project audit together with FINLOG: we will prepare a document checklist and a step‑by‑step submission plan to minimise risks and reduce review time.

  
  

Conclusion: with careful preparation and FINLOG support the prospects are good, but each application is considered individually and no absolute guarantees can be given. We can prepare the document checklist and a comprehensive justification for your application if you wish.