Understanding leave entitlements in Turkey is crucial for both employers and HR professionals. This guide breaks down the various types of leave, helping organizations maintain compliance while ensuring employee well-being. Whether you’re an HR professional or business owner, this comprehensive overview will help you navigate Turkish leave regulations effectively.
1. Paid Annual Leave
Under Turkish labor law1, employees are entitled to paid annual leave after completing one year of continuous service. The minimum entitlement increases with tenure:
- 1–5 years of service: 14 days
- 5–15 years of service: 20 days
- 15+ years of service: 26 days
Considerations:
- Develop a clear, written policy outlining how annual leave is requested, approved, and scheduled.
- While employers can prioritize business needs, consider employee preferences where possible.
- Use a tracking system to monitor accrued, used, and remaining leave for compliance and accuracy.
- Leave is calculated based on a 6-day workweek. For example, a week off counts as 6 days, not 7. The 6-day workweek basis aligns with traditional Turkish labor practice, where a “week” of leave deducts 6 days, not 7, reflecting the historical standard (though many modern workplaces use a 5-day week, this is still legally accurate).
- Unused leave carries forward as a legal entitlement (Article 54), though employers can encourage its use within the year. It doesn’t expire unless the employment ends, at which point it’s paid out.
- Employees under 18 or over 50 are entitled to at least 20 days regardless of tenure.
- Leave must be taken in blocks of no less than 10 days unless agreed otherwise
2. Weekly Rest and National/Public Holidays
Beyond annual leave:
- Weekly Rest Day: Typically Sunday, unless the nature of the work requires otherwise.
- National and Public Holidays: Paid days off mandated by law (e.g., Republic Day, National Sovereignty and Children’s Day). See our 2025 Public Holidays Calendar for details.
Considerations:
- Establish procedures for employees working on rest days or holidays.
- Provide overtime compensation if employees work on national holidays, as required by law.
3. Maternity and Paternity Leave
- Maternity Leave: 16 weeks of paid leave (8 weeks pre-birth, 8 weeks post-birth). For multiple births (e.g., twins), an additional 2 weeks is granted pre-birth.
- Paternity Leave: 5 days of paid leave upon the birth of a child.
Considerations:
- Clearly outline the process for requesting and approving these leaves.
- Be prepared for requests for additional unpaid leave for childcare needs.
- SGK funds maternity leave, not the employer.
- There is an option for up to 6 months of unpaid leave post-maternity, which is common and legally supported (Article 74).
4. Marriage Leave
Employees are entitled to 3 days of paid leave for marriage.
Considerations:
- Some collective agreements or company policies may offer more days—check your obligations.
- Document the request process, including any required proof (e.g., marriage certificate).
5. Bereavement Leave
Employees receive 3 days of paid leave for the death of a close family member (spouse, parent, child, sibling).
Considerations:
- Apply this policy consistently to avoid legal or morale issues.
6. Sick Leave
Employees can take sick leave with partial salary compensation from the Turkish Social Security Institution (SGK) after the first two days, which are typically unpaid unless covered by the employer(not mandatory).
Considerations:
- Require medical certificates to verify sick leave.
- Employers are not legally required to pay wages during sick leave. SGK will only start paying daily temporary incapacity benefits (hastalık ödeneği) from the 3rd day of sick leave onward.
- The amount SGK pays depends on whether the treatment is outpatient or inpatient:
- Outpatient treatment: SGK pays 2/3 of the daily earning (66.66%).
- Inpatient treatment (e.g., hospitalization): SGK pays 1/2 of the daily earning (50%).
- Communicate any additional company-paid benefits beyond SGK coverage.
- Track sick leave to identify patterns and manage workforce planning.
- If sick leave exceeds 6 weeks beyond the notice period, employers can terminate without notice (Article 25).
7. Unpaid Leave
Employees may request unpaid leave for personal reasons or extended childcare.
Considerations:
- Evaluate requests individually, balancing empathy with business needs.
- Document agreements in writing, specifying start and end dates, to avoid disputes.
- Unpaid leave isn’t statutorily mandated beyond maternity (6 months optional) or the 4-day travel allowance for annual leave elsewhere (Article 56). It’s discretionary, subject to employer approval.
Key Compliance and Administrative Steps
- Written Policies: Define how leave is accrued, requested, and tracked.
- Accurate Records: Maintain up-to-date records of accrued, used, and remaining leave balances.
- Clear Communication: Share guidelines on notice periods and documentation (e.g., medical reports, certificates).
- Stay Informed: Monitor changes in labor laws and adjust policies as needed.
- Ensure Fairness: Apply policies consistently to maintain trust and avoid legal risks.
Conclusion
Proactive leave management ensures legal compliance and fosters a positive work culture. By establishing transparent policies, accurately tracking absences, and staying updated on Turkish labor regulations, employers can effectively balance workforce needs with employee satisfaction. Need help setting up your leave policies? Contact us today!