Automate payroll in Turkey with Al-powered calculations, local SGK (Sosyal Guvenlik Kurumu) handling, and compliant payslips generated in seconds.
Establish credibility and match buyer objections: compliance, local knowledge, pricing clarity, and support.
Local Compliance Without Local Overhead: Ontop automates Turkey tax calculations and Toplu Is Sozlesmesi (TIS) requirements so you avoid setting up a local entity. The platform handles Ikramiye (Annual Bonus) payments, wage floors, and regional tax variation to keep payroll compliant and predictable. Transparent Pricing And Fees: Pricing clearly shows payroll fees, exchange rates, and contractor or EOR plan costs before payment.
Finance teams get predictable statements with no surprise charges. Human Support When It Matters: Live support helps resolve local queries and edge cases. Dedicated onboarding specialists guide tax registration and social security setup so teams move from hire to pay faster. Global Coverage With Turkey Expertise: Ontop supports hiring across 150+ countries while providing Turkey-specific workflows. Proration for Ikramiye (Annual Bonus), Toplu Is Sozlesmesi (TIS) compliance, and Gelir Idaresi Baskanligi (GIB) deadline management. Scale globally while keeping local accuracy.
Provide fast facts: minimum wage, pay frequency, bonuses, regional salary ranges. Satisfies informational intent and helps long-tail SEO.
Minimum Wage And Pay Frequency: Turkey's minimum wage is TRY 22,104/month (2026 H1) Monthly. With Ikramiye (Annual Bonus), annual total reaches the statutory requirements. Many employers pay Discretionary, 13th month common in large firms or prorate into Monthly payments. Ontop supports both structures.
Average Salary And Net Take Home: National average salary is ~TRY 600,000 per year, about ~TRY 50,000 per month gross. Ontop displays gross-to-net breakdowns so payroll and offers align with local expectations.
Regional Variation To Budget For: Salaries run higher in Istanbul and Ankara. Istanbul averages TRY 70,000 - 180,000 (~50%% above national). Ankara around TRY 55,000 - 130,000 (~25%%). Ontop lets you model regional differences in offers and cost projections.
Ikramiye (Annual Bonus): Turkey commonly provides Discretionary, 13th month common in large firms. Payroll logic captures proration rules so payslips match local contract terms.
Turkey's wage structure includes Toplu Is Sozlesmesi (TIS) that set sectoral minimums. Buyers search "minimum wage by sector," "TIS wages." Captures mid-funnel research intent.
National Statutory Minimum Wage: Turkey's national minimum wage is TRY 22,104/month (2026 H1) Monthly. Applies to all workers unless a higher sectoral minimum applies. Revised annually.
Toplu Is Sozlesmesi (TIS) Sectoral Minimums: Turkey has multiple active Toplu Is Sozlesmesi (TIS) agreements covering specific sectors. These set minimums higher than the statutory minimum depending on industry and role. Sectors include key local industries.
How Sectoral Wage Floors Affect Payroll: If an employee falls under a specific TIS, you must pay the sectoral minimum. Underpaying triggers wage claims, back pay, and penalties. Ontop stores and applies the correct rate based on employee role and sector.
How Ontop Applies Correct Wage Floors: Ontop maintains an updated TIS database and automatically applies the correct minimum wage. During payroll preview, the system displays which agreement applies and confirms compliance. Removes manual compliance risk.
National Average Salary Benchmark: Colombia's national average salary is approximately ~TRY 600,000 per year. Varies by role, experience, and sector. Larger cities run up to 20% higher; rural regions typically align with the statutory minimum.
High-Cost Cities: Istanbul and Ankara: Istanbul offers salaries ~50%% above national average, particularly in tech and finance. Typical range: TRY 70,000 - 180,000 annually for mid-level roles. Ankara offers ~25%% premium with strength in innovation and services. Typical range: TRY 55,000 - 130,000.
Secondary Cities and Regional Variation: Secondary cities generally sit between 5% to 10% above the national average, depending on local industries. Rural regions typically align with or fall below the national average. When budgeting for diverse teams, account for market research to ensure equitable offers.
How Ontop's Cost Calculator Handles Regional Modeling: Input location and role to preview total employer cost. See how regional differences, wage floors, and benefits combine to show true cost of employment by city.
Buyers search "contract types Turkey," "permanent vs fixed-term." Legal structure and misclassification risk are critical for compliance.
Permanent Full-Time Employment (Belirsiz Sureli Is Sozlesmesi): Standard indefinite contract with full statutory protections. Employees get all mandatory benefits (Ikramiye (Annual Bonus), Yillik Ucretli Izin, sick leave, maternity leave, Kidem Tazminati (Severance)). Termination requires just cause or economic redundancy with notice and severance payout. Employer SGK (Sosyal Guvenlik Kurumu) contributions typically ~20.5% employer SGK (pension 11% + health 7.5% + unemployment 2%)%.
Fixed-Term Contracts (Belirli Sureli Is Sozlesmesi): Limited-duration contracts (typically for a fixed period, renewable). Used for project work, seasonal roles, or temporary needs. Same taxes and benefits as permanent, but with defined end date. Subject to renewal restrictions and TIS rules. Simpler termination but accrued benefits paid in full.
Part-Time Contracts: Reduced hours subject to local statutory limits. Salary and benefits are prorated by hours worked. SGK (Sosyal Guvenlik Kurumu) and taxes apply pro-rata. Ontop handles prorated Ikramiye (Annual Bonus) automatically.
Apprenticeships: Training contracts for students or junior profiles with reduced SGK (Sosyal Guvenlik Kurumu) contributions where applicable. Includes structured training and on-the-job learning. Misclassification can trigger reclassification penalties.
Self-Employed / Hizmet Sozlesmesi / Serbest Meslek: Independent contractor operating own business. No employer obligations, only invoice payments. Contractor handles own SGK (Sosyal Guvenlik Kurumu), taxes, invoicing. Critical: if worker appears to be employee (direction, control, exclusivity), you face reclassification and back-pay exposure.
Compliance Differences Between Contract Types: Tax rates, SGK (Sosyal Guvenlik Kurumu) contributions, benefits, termination rules, and Kidem Tazminati (Severance) accrual vary by type. Misclassification triggers wage claims, penalties, and reclassification costs.
How Ontop Templates & Payroll Logic Handle Each Type: Ontop provides compliant templates for each type and applies correct payroll logic: permanent benefits, fixed-term accruals, part-time prorations, apprenticeship rates, and Hizmet Sozlesmesi / Serbest Meslek invoicing. Avoids misclassification risk.
Explain operational flow from onboarding to monthly payments. Reduces friction and clarifies steps.
Onboarding And Registration: Ontop handles registration with Turkey tax authorities (Gelir Idaresi Baskanligi (GIB)) and SGK (Sosyal Guvenlik Kurumu) and collects required IDs. Automation plus human verification reduces setup time and avoids compliance gaps. Typical onboarding: a few business days.
Monthly Payroll Calculation: Gross-to-net includes progressive 15% up to TRY 158,000 / 20% / 27% / 35% / 40% tax rates, ~14% employee SGK + income tax% SGK (Sosyal Guvenlik Kurumu), and Ikramiye (Annual Bonus) proration. Platform applies region-specific tax bands, TIS rules, and wage floors for accurate payslips.
Contributions And Filings: Employer contributions include SGK (Sosyal Guvenlik Kurumu) (~14% employee SGK + income tax) and applicable local surcharges. Submitted according to statutory deadlines to SGK (Sosyal Guvenlik Kurumu) on your behalf. Ontop maintains records for annual reconciliation.
Payment Execution And Reconciliation: Payments in TRY ₺ (Turkish Lira) via local bank transfers to local accounts. Ontop shows conversion rates and fees before approval. Audit-ready receipts and instant USD payout options available.
EOR Vs Hizmet Sozlesmesi / Serbest Meslek: Your Options: Choose Hizmet Sozlesmesi / Serbest Meslek plans for flexible work or full EOR for permanent employees. Ontop supports both and highlights compliance differences so you pick the right structure.
Finance teams search "Turkey payroll deadline." Captures operational queries and establishes Ontop as deadline-management partner.
Monthly Tax Withholding & SGK (Sosyal Guvenlik Kurumu) Payment Deadlines: Gelir Idaresi Baskanligi (GIB) tax withholding due March 25 (annual declaration) via Gelir Idaresi Baskanligi (GIB) online portal. SGK (Sosyal Guvenlik Kurumu) contributions due Monthly by 26th (muhtasar) to SGK (Sosyal Guvenlik Kurumu) authority. Late payments trigger Late SGK: 5x base rate annual; late GV: 5x base rate + 50% penalty penalty plus interest.
Annual Compliance Deadlines: Muhtasar ve Prim Hizmet Beyannamesi: annual SGK (Sosyal Guvenlik Kurumu) reconciliation, due By 26th of following month. Yillik Gelir Vergisi Beyannamesi: due March 25. Yil Sonu Gelir Belgesi: annual employee tax certificate due End of February.
Payroll Processing Calendar (Monthly Example):
Monthly payroll - muhtasar by 26th - SGK contributions - annual March declaration. Key Regulatory Bodies & Filing Channels: GIB (Gelir Idaresi Baskanligi):
Income tax. Online filing via official portals.
SGK: Social security.
Calisma ve Sosyal Guvenlik Bakanligi: Labor law and inspection.
Penalties for Non-Compliance: Late Gelir Idaresi Baskanligi (GIB) remittance:
Late SGK: 5x base rate annual; late GV: 5x base rate + 50% penalty plus interest. SGK (Sosyal Guvenlik Kurumu) shortfalls result in fines. Missing documentation increases audit exposure. Audit exposure increases with missing filings. Willful violations can trigger criminal liability.
How Ontop Manages Deadlines Automatically: Ontop tracks all compliance deadlines, sends alerts before due dates, and submits filings automatically. Finance team approves payroll ahead of deadlines. All documentation audit-ready.
Buyers search "how much leave Turkey," "maternity leave," "paid leave entitlements." Impacts total cost of employment and satisfies planning intent.
Ikramiye (Annual Bonus) (December): All permanent employees entitled to Discretionary, 13th month common in large firms. Typically paid in December, or prorated across year. Statutory bonus, not discretionary. Must factor into annual payroll cost.
Yillik Ucretli Izin: Minimum 14 days (1-5 yrs) / 20 days (5-15 yrs) / 26 days (15+ yrs) of paid vacation annually. Unused leave carryover varies by TIS. Some allow unlimited carryover; others limit carryover. Leave paid at regular rate upon termination if unused.
Rapor (Hastalik): Statutory sick leave paid at Employer: first 2 days; SGK: from day 3 at 2/3 salary. Medical certification required after a few consecutive days as per local law. SGK (Sosyal Guvenlik Kurumu) may provide supplementary coverage for longer absences.
16 weeks (112 days) of maternity leave. Paid at 2/3 salary via SGK by the local health entity. Additional parental leave may apply.
Public Holidays: Turkey observes ~15 public holidays national holidays annually. Employees receive full pay or premium pay if required to work. Regional variations exist. Kidem Tazminati (Severance): Permanent employees receive 30 days/year of service (capped at ceiling: TRY 45,382 per year, 2026) when terminated without just cause. Kidem Tazminati (Severance) is a significant liability, must be accrued regularly and paid in full at termination.
How Ontop Automates Benefit Accrual & Compliance: Ontop automatically calculates Ikramiye (Annual Bonus), leave balances (by TIS type), maternity deductions, and Kidem Tazminati (Severance) reserves. Payslips show accruals and deductions clearly. Audit-ready.
Decision makers need concrete cost inputs. Provide contribution ranges, deduction rates, and sample calculations for budget decisions.
Employer SGK (Sosyal Guvenlik Kurumu) And Additional Charges: Employer SGK (Sosyal Guvenlik Kurumu) varies by sector and contract. Approximate rates:
Employee Deductions And Tax Bands: Employee deductions include ~14% employee SGK + income tax% SGK (Sosyal Guvenlik Kurumu) and progressive Gelir Idaresi Baskanligi (GIB) tax: 15% up to TRY 158,000 / 20% / 27% / 35% / 40% Regional/local taxes may add extra percentages.
Total Employer Cost Example: Scenario: Permanent employee in Istanbul at TRY 50,000 gross/month/month gross.
For annual planning, expect the total employer cost to be roughly ~22.5% above gross above the gross salary, plus applicable statutory accruals for benefits.
Clarify payment rails, currency handling, and worker features that influence adoption and retention.
Local TRY ₺ (Turkish Lira) Transfers And Pay Runs: Payroll in Turkey typically uses TRY ₺ (Turkish Lira) payments via local bank networks to local accounts. Ontop supports local rails so workers receive funds on payday in a single auditable run. No conversion friction.
Multi-Currency And Dynamic Conversion: When paying from other currencies, Ontop shows rates and fees before confirmation. Finance leaders get transparent previews. All conversions logged for audit.
Ontop Wallet And Instant USD Payouts: Workers receive USD via Ontop wallet backed by U.S. bank for fast access. Instant payouts reduce waiting times. Visible on worker dashboard and app. Useful for remote workers or USD preference.
Visa Debit And Worker Perks: Ontop issues Visa cards (physical or virtual) for immediate fund access. Security controls (instant freeze, limits) and perks (cashback, travel benefits, reduced transfer fees).
Buyers search "Turkey payroll mistakes," "how to avoid penalties." Fear-based content drives conversions.
Kidem Tazminati (Severance) Fund Non-Accrual
Risk Level: HIGH
Turkish employers must accrue kidem tazminati (30 days salary per year) but there is no separate fund - it is paid directly on termination. Employers who fail to maintain sufficient reserves face liquidity crises and court enforcement. Turkey's long-discussed transition to a severance fund system has not yet been implemented as of 2026. Ontop tracks kidem accruals as a liability on all Turkish employment records.
SGK Basis Manipulation for Minimum Wage Workers
Risk Level: HIGH
Many Turkish employers declare the minimum wage for SGK purposes while paying above-minimum wages as 'expense reimbursements.' SGK auditors use lifestyle analysis and bank records to identify hidden income. Penalties include 5x the undeclared contribution plus criminal referral for systematic fraud. Ontop declares total actual remuneration in SGK muhtasar filings.
Ontop supports payroll for both contractors and employees in Turkey. The platform provides contractor (Hizmet Sozlesmesi / Serbest Meslek) contract templates and full EOR services for employees so you can choose the structure that fits compliance and operational needs.
Ontop applies local employer contribution rules (typically around ~14% employee SGK + income tax) and sector-specific rates when calculating payroll liabilities. The system presents a clear breakdown of employer charges during payroll preview so you know the total cost before approval.
Yes, mandatory bonus structures like Ikramiye (Annual Bonus) are common. The standard structure is Discretionary, 13th month common in large firms, usually paid in December or prorated across the year. Ontop supports both approaches and reflects proration on employees' payslips and in cost projections.
Employees typically see SGK (Sosyal Guvenlik Kurumu) deductions around ~14% employee SGK + income tax and progressive Gelir Idaresi Baskanligi (GIB) income tax withholding between 15% up to TRY 158,000 / 20% / 27% / 35% / 40% depending on income bracket and region. Ontop calculates and withholds the correct amounts based on salary, location, and personal circumstances.
Yes, Ontop provides cost previews that include employer contributions, taxes, statutory charges (like Kidem Tazminati (Severance) accruals), and regional variation. Use these previews to budget hires accurately and compare contractor versus employee scenarios.
No. Ontop can operate as your Employer of Record (EOR), handling all legal employer responsibilities and registrations. You avoid the complexity and cost of setting up a local company. Alternatively, if you have an entity, Ontop can serve as your payroll processor.
Common risks include misclassifying employees as contractors, missing Gelir Idaresi Baskanligi (GIB) payment deadlines, and failing to adhere to Toplu Is Sozlesmesi (TIS) rules. Ontop's automation and expert support mitigate these risks.
