Background Checks

Background Check Essentials

• Identity Verification: Verify through Turkish Identification Number (TCKN).
• Criminal Record Check: Access records with candidate’s consent, focusing on recent offenses.
• Education Verification: Request certified copies and confirm qualifications with institutions.
• Employment Verification: Conduct reference checks and verify employment history.

Decision-Making Process:

• Review collected data to ensure alignment with company policies.
• Discuss discrepancies with candidates.
• Document findings confidentially.

Data Security and Retention:

• Maintain strict data security protocols.
• Store information securely and restrict access.
• Retain data only as necessary and dispose of unnecessary information securely.

Verification and New Hire Reporting

Register With Social Security Institution (SGK):

• Register new hire online through the SGK e-Bildirge system.
• Complete the registration form with accurate details.

Prepare and Submit Notification Form:

• Submit employment notification form via the Ministry of Labor and Social Security’s e-Government portal.
• Ensure submission within 30 days of hire start date.

Maintain Record of Communication:

• Document all communications and submitted forms securely.
• Regularly review and update employee information.

Onboarding Process & Documentation

Collecting Required Documentation

Employers must collect and maintain the following from new hires:

• Signed employment contract (mandatory in writing for fixed-term, part-time, or remote roles)
• National ID (T.C. Kimlik) or passport
• Social Security registration (SGK) — must be completed before employment begins
• Tax identification number
• Bank account details for salary payments
• Proof of residence
• Work permit for foreign nationals
• Medical report from an authorized occupational health provider (required under Law No. 6331)

All personal data must be handled in compliance with Turkey’s Personal Data Protection Law (KVKK).

Providing Employee Rights and Obligations

Employers are legally required to inform employees of their rights and responsibilities under the Labor Law (Law No. 4857), including:

• Working hours: Max 45 hours/week, with overtime paid at 150%
• Minimum wage: Updated annually by the government
• Paid annual leave: Starts at 14 days after one year of service
• Social security and health insurance: Mandatory SGK coverage
• Maternity/paternity leave: 16 weeks for mothers, 5 days for fathers
• Termination rights: Notice periods and severance pay based on tenure
• Union rights and collective bargaining
• Occupational health and safety protections

These should be clearly outlined in the employment contract and/or employee handbook.

Healthcare

Eligibility and Enrollment:

Determine Employee Eligibility:

• Full-time employees working at least 30 hours per week.
• Temporary or part-time employees may be eligible under specific conditions.

Enrollment Procedure:

• Complete the enrollment form within 30 days of starting employment.
• Submit the form to HR for processing and eligibility verification.

Health Care Coverage Benefits:

• Basic Coverage Package: Access to public health services, general practitioner visits, specialist consultations, hospital stays, preventive and emergency care.
• Supplemental Benefits: Optional coverage for dental and optometry services, access to private health institutions.

Renewal and Changes:

• Annual Renewal: Benefit plans are renewed annually, with notifications of changes during the open enrollment period.
• Making Changes: Changes outside the open enrollment period require documentation of a qualifying life event.

Disability/ Other

Employee Eligibility:

• Criteria: Certified disability meeting SGK guidelines, registered under the Turkish social security system, and completed required contribution period.
• Documentation: Medical reports, social security contribution records, and additional SGK-requested documentation.

Application Process:

• Initiating the Claim: Gather documentation, submit to HR for review, and forward to SGK for processing.
• Role of HR: Assist with documentation, facilitate communication with SGK, and ensure timely processing.

Benefits and Compensation:

• Determination: Based on disability severity and prior social security contributions.
• Payment Schedule: Monthly disbursement following SGK approval.

Support and Integration:

• Fostering Inclusivity: Provide workplace accommodations, career advancement opportunities, and training programs to enhance awareness and support.

Retirement

Overview of Retirement Benefits in Turkey:

• State Pension: Based on years of service and contributions to the Social Security Institution (SGK).
• Eligibility Requirements: Minimum contribution days and reaching the official retirement age.
• Individual Pension System (BES): Optional savings program to supplement the state pension.
• Private Pension Plans: Offered by employers to enhance retirement benefits.

Steps to Secure Retirement Benefits:

• Understanding Your Eligibility: Check service duration and contribution days via SGK or HR.
• Enrolling in the State Pension: Verify eligibility, gather documentation, and submit an application to SGK.
• Supplementing with BES: Explore options, select a plan, and sign up with a financial institution.
• Considering Employer-Provided Plans: Review employer options, understand contribution matching, and contact HR for enrollment.

Social Security

At this time, Vensure does not have social security details available.

Employment Contract Details

Types of Contracts

• Indefinite-term Contracts: The default contract type that continues until either the employer or employee terminates it.
• Definite-term Contracts: Must be based on an objective reason like project work or seasonal activities and cannot be renewed consecutively without justifying the term.
• Part-time and Full-time Contracts: Regulate the number of hours worked weekly, with rights proportionate to the working hours for part-time workers.

Contract Requirements

• Written Requirement: Contracts longer than one year must be in writing. Employers should retain copies of all signed agreements.
• Language: Contracts should ideally be in Turkish, or if in a different language, a Turkish translation should be provided.

Probation Period

Employment contracts may include a probationary period of up to two months, or four months through collective bargaining. During this time, either party may terminate the contract without notice or severance, but termination must remain fair, non-discriminatory, and in good faith.

Visas

At this time, Vensure does not have visa details available.

Independent Contractors

Contractors are not employees and have control over their work processes, tools, and can work for multiple clients.

Criteria for Classification:

• Autonomy: Control over work execution.
• Tools and Equipment: Provided by the contractor.
• Payment Terms: Per task or project.
• Non-exclusivity: Freedom to work for other clients.
• Risk: Financial risk borne by the contractor.

Hiring Process:

• Initial Assessment: Evaluate the need for a contractor.
• Establishing the Contract: Define scope, payment terms, confidentiality, and termination conditions.
• Compliance and Verification: Meet regulatory requirements and verify legal work status.
• Onboarding and Integration: Provide access to necessary systems and support.

Legal and Tax Obligations:

• Contractors handle their tax filings. Misclassification can result in legal liabilities for the company.

Regular Review and Audit:

• Regularly review contractor agreements and classifications to ensure compliance.

Maintaining Professional Relationships:

• Maintain clear communication, respect deadlines, ensure timely payment, and seek feedback.

Paid Time Off

Employees earn annual leave based on tenure:

• 1 to 5 Years of Service: 14 days
• 5 to 15 Years of Service: 20 days
• More than 15 Years of Service: 26 days

Public Holidays

• New Year
• Ramadan Eve (Half Day)
• Ramadan Holiday (3 days)
• National Sovereignty and Children’s Day
• Labor and Solidarity Day
• Commemoration of Atatürk, Youth and Sports Day
• Feast of Sacrifice (3 days)
• Democracy and National Unity Day
• Victory Holiday
• Republic Holiday (2 days)

Bereavement

Under Article 46(b) of the Turkish Labor Law, employees are entitled to 3 days of paid leave in the event of the death of an immediate family member, including:

• Spouse
• Child
• Parent
• Sibling

This compassionate leave allows employees time to grieve and manage funeral arrangements without work-related stress

Maternity Leave

Working mothers are entitled to 16 weeks (extended to 18 weeks in cases of multiple/complicated pregnancies) of maternity leave at full pay, usually taken eight weeks before the due date and eight weeks after. Employees can request to work up until three weeks before the due date with all remaining leave moved to post-delivery.

Payment during maternity leave comes from social security, according to the regular contributions of the employee.

Also, employees may be allowed to work part-time following the birth of the child, with the amount of leave dependent on how many children the employee has (in total):

• One child – 60 days of leave
• Two children – 120 days of leave
• More than two children – 180 days of leave
• In case of disability or adoption, the leave period is up to 360 days.

Paternity Leave

The father/partner is entitled to 1 week of paid paternity leave after the child’s birth.

Parental Leave

If both parents are employed, they are entitled to work part-time until the child starts primary school. The employee is required to provide an employer with written notice of the request at least a month in advance.

Parents are also entitled to up to 10 days of leave to attend treatment/medical appointments for a child with a disability or chronic disease.

Sick Leave

There is no mandatory obligation for the employer to pay the employee during sick leave, however, in general, employees are paid by Social Security after 3 days of sickness and upon production of the confirmative medical reports. In practice, many employers pay regular salary for the first 2 days (which are not covered by Social Security) or for the entire period of sick leave (and get a partial refund when paid by Social Security).

If sick leave exceeds six weeks beyond the notice periods determined in labor law. In that case, an employment contract may be terminated without notice, as in accordance with Article 46(c) of the Turkish Labor Code.

Termination Requirements

At this time, Vensure does not have termination requirement details available.

Notice Period

Legal notice requirements depend on the duration of employment:

• Less than 6 Months: 2 weeks
• 6 Months to 1.5 Years: 4 weeks
• 1.5 to 3 Years: 6 weeks
• More than 3 Years: 8 weeks

Severance Pay

Employees are entitled to severance pay if they’ve worked at least one full year and their employment ends under qualifying conditions, such as:

• Termination by the employer without just cause
• Resignation due to valid reasons (e.g. health, unpaid wages)
• Retirement, military service, marriage (for women within one year), or death

Amount: One month’s gross salary per year of service, including regular bonuses and allowances2. Deadline: Must be paid within 30 days of termination. Legal Basis: Article 14 of the former Labor Law No. 1475 (still in force via Article 120 of Law No. 4857)

Unemployment Insurance

Managed by İŞKUR, this benefit supports insured workers who lose their jobs through no fault of their own.

Eligibility:

• Worked under a labor contract for the last 120 days before termination
• Paid unemployment insurance premiums for at least 600 days in the past 3 years
• Applied to İŞKUR within 30 days of termination

Benefit Duration:

• 600 days of contributions → 180 days of benefits
• 900 days → 240 days
• 1080 days → 300 days

Amount: 40% of the average gross wage over the last 4 months, capped at 80% of the minimum wage. Only stamp tax is deducted

Anti-Discrimination Practices

Overview of Legal Protections:

• Constitutional Protections: Prohibit discrimination based on language, race, color, sex, political opinion, philosophical belief, religion, sect, or similar reasons.
• Labor Code Provisions: Require equal treatment in recruitment, employment conditions, promotion, and termination. Prohibit discrimination based on gender, race, nationality, religion, political opinion, and sexual harassment.

Recognizing Discrimination and Harassment:

• Discriminatory Practices: Unequal treatment and exclusion based on protected characteristics.
• Forms of Harassment: Sexual harassment and psychological harassment.

Reporting and Addressing Violations:

• Internal Reporting Procedures: Report incidents to supervisors or HR or use anonymous reporting systems.
• Investigation and Resolution Process: Conduct prompt investigations and take appropriate disciplinary actions.

Equal Pay

Equal Pay Principles:

• Employees are entitled to the same remuneration for the same or substantially similar work, regardless of gender, race, or other discriminatory factors.

Understanding “Work of Equal Value”:

• Qualifications and Skills: Assess based on relevant skills, experience, and qualifications.
• Responsibilities: Compare the level of responsibility expected from roles.
• Effort and Working Conditions: Consider physical or mental effort and working conditions.

Job Evaluation Procedures:

• Identify Job Groups: Categorize jobs based on tasks and responsibilities.
• Evaluate Roles: Use consistent criteria to ensure objectivity.
• Document Outcomes: Keep records of evaluations and pay levels.

Training Requirements

Importance of Training and Education:

• Training Programs: Annual training on recognizing and preventing discrimination and harassment. Specialized workshops for management.

Resources and Further Assistance:

• Internal Resources: HR Department and Employee Assistance Program (EAP).
• External Resources: Ministry of Family, Labor and Social Services and Turkish Bar Association

Workplace Safety Standards

Comprehensive Risk Assessment:

• Conduct regular and incident-triggered risk assessments.
• Document findings and mitigation measures.

Implementing Safety Measures:

• Ensure necessary safety equipment and measures are in place.
• Conduct regular safety training and update emergency protocols.

Establishing a Safety Culture:

• Manager Responsibilities: Model safety-conscious behavior, communicate policies, and hold regular safety meetings.
• Employee Involvement: Stay informed, report hazards, and participate in safety programs.

Safety Procedures:

• Hazard Identification and Risk Assessment: Conduct monthly inspections, evaluate tasks, and update risk assessments annually.
• Emergency Preparedness: Develop emergency plans, conduct drills, and provide first aid training.

Reporting and Responding to Incidents:

• Incident Reporting: Report incidents immediately, complete incident reports within 24 hours, and conduct investigations.
• Corrective Actions: Implement improvements, review effectiveness, and share lessons learned.

Workers’ Compensation

Eligibility:

• Employees are entitled to compensation for work-related injuries and diseases if registered with Turkey’s social insurance policy.
• Coverage includes medical expenses, disability payments, and vocational rehabilitation.

Filing a Claim:

• Report injuries or illnesses immediately to supervisors and HR.
• File a claim with the Social Security Institution (SGK) within three working days.
• Provide necessary documentation and follow up on the claim.

Employee Responsibilities:

Reporting and Cooperation:

• Report unsafe conditions and participate in safety training.
• Assist in incident investigations.

Adhering to Safety Protocols:

• Wear safety gear and comply with safety procedures.
• Stay vigilant and proactive about workplace hazards.

Labor Law Sanctions

• Failure to Notify Workplace Establishment: Not declaring the start of business operations to authorities. Sanctions fine of TRY 2,322 per worker
• Collusive Subcontracting: Declaring fake subcontracting arrangements to avoid legal obligations. Sanctions fine of TRY 241,043 per case
• Violation of Equal Treatment Principle: Discriminating among employees without objective justification. Sanctions fine of TRY 2,017 per worker
• Improper Use of Temporary Employment: Hiring temporary staff outside the legal framework. Sanctions fine of TRY 3,375 per worker
• Abuse of Private Employment Agencies: Misusing agencies to bypass direct employment rules. Sanctions fine of TRY 13,500 per violation
• Lack of Written Employment Contracts: Not providing a written contract outlining job terms. Sanctions fine of TRY 2,017 per worker
• Violations in Remote or On-Call Work: Not complying with legal standards for flexible work models. Sanctions fine of TRY 2,017 per worker
• Failure to Provide Employment Certificate: Not issuing or falsifying job-leaving documents. Sanctions fine of TRY 2,017 per worker
• Underpayment of Minimum Wage: Paying less than the legal minimum wage (TRY 26,005.50/month in 2025). Sanctions fine of TRY 2,322 per worker.
• Non-Compliance with Severance Pay Rules: Not paying proper severance upon termination. Sanctions fine of TRY 46,655.43 per case
• Obstructing Labor Inspections: Preventing or interfering with official labor audits. Sanctions fine of TRY 46,655 per incident