Can foreigners change employers while their Turkish work permit is still valid in 2026? Learn whether an existing permit transfers to a new employer, how to obtain a new work permit, application requirements, employer-change risks and the latest 2026 work permit criteria in Turkey.

Yes, a foreigner can change employers while a Turkish work permit is still valid. However, for an ordinary employer-dependent fixed-term work permit, the foreigner cannot simply transfer the existing permit to the new employer and start working there.

The Turkish Ministry of Labour and Social Security states that work permits are issued for a specific job, workplace and address. A foreigner holding a work permit for one employer cannot use that same permit to work at another employer’s workplace. A new work permit must be obtained for employment with the new employer.

This distinction is particularly important because applications to work for a different employer are generally assessed according to the rules applicable to a first work permit application, rather than as an ordinary extension with the existing employer.

Is a Turkish Work Permit Tied to the Employer?

For an ordinary fixed-term dependent work permit, yes.

The Ministry explains that a fixed-term work permit is issued on the condition that the foreigner works for a specific employer, in a specific job and workplace, subject to the employment or service contract.

Therefore, the following assumption is generally incorrect:

“My work permit is valid for another eight months, so I can use those eight months with any Turkish employer.”

The remaining validity period does not generally give the foreigner unrestricted access to other employers.

Can the Existing Work Permit Be Transferred to the New Employer?

Generally, no.

For an employer-dependent permit, changing the employer requires a new work permit process.

The Ministry expressly states that a foreigner with a work permit issued under a specific employer cannot work for another employer using the same permit.

Therefore, the proper sequence is generally:

New job offer → new employment contract → new work permit application → Ministry evaluation → approval → lawful employment with the new employer.

The exact procedure can vary depending on the foreigner’s status and the type of permit involved.

Is Changing Employers Treated as a Work Permit Extension?

No.

This is one of the most important practical rules.

The Ministry’s current guidance states that applications to work for a different employer are evaluated according to the procedures and principles applicable to a first application.

By contrast, ordinary extensions are tied to continued employment with the same employer.

A foreigner should therefore not confuse:

Same employer + continued employment = extension

with:

Different employer = new work permit application

Can the Foreigner Start Working for the New Employer While the Application Is Pending?

A foreigner should not assume that a valid permit issued for Employer A authorizes work for Employer B while Employer B’s application is being processed.

The existing employer-specific permit remains tied to the employment for which it was issued. The Ministry expressly states that the same permit cannot be used at another employer’s workplace.

Accordingly, the starting date with the new employer should be coordinated carefully with the work permit process.

Starting work prematurely can create unauthorized-employment risks for both the foreigner and the new employer.

What Is Different About an Extension Application?

A foreigner whose extension application has been properly filed can, under specified conditions, continue working after the existing permit expires while the extension is being evaluated.

The Ministry currently allows continued work for up to 90 days after expiry during the assessment of a timely extension application, but only where the work performed and the workplace do not change.

This continuation rule therefore should not be treated as permission to begin working for an entirely different employer.

Who Applies for the New Work Permit?

For ordinary dependent employment, the employer has a central role in the application.

For qualifying domestic applications, the relevant employer submits the work permit application electronically through the Ministry’s system. Current Ministry guidance states that domestic applications can generally be made for foreigners holding a residence permit issued for at least six months and still valid on the application date, while certain other foreigners legally present in Turkey may also qualify under categories determined by the Directorate General.

The precise application route should therefore be checked before ending the existing employment relationship.

What Documents Are Usually Required?

The new employer should prepare the work permit application according to the foreigner’s position and the company’s circumstances.

The Ministry identifies the signed employment contract between the foreigner and employer among the core documents for work permit evaluation. Passport documentation and other information required through the electronic system must also be provided.

Additional documents may depend on:

• Employer type,
• Profession,
• Sector,
• Foreigner’s qualifications,
• Salary,
• Company’s financial structure,
• Applicable exemption or special criteria.

Incomplete applications can delay the process.

Does the New Employer Have to Meet Work Permit Criteria?

Generally, yes, unless an applicable exemption or sector-specific rule applies.

The Ministry applies employment, financial and salary criteria when evaluating work permit applications.

Because a different-employer application is generally evaluated as a first application, the new employer’s eligibility can become a critical issue.

A foreigner should therefore not resign from an existing job solely because another company has offered employment without first examining whether the new employer can satisfy the applicable work permit requirements.

What Is the General Five-Turkish-Employee Rule?

Under the Ministry’s current general evaluation criteria, workplaces subject to the relevant balance-sheet procedure generally must employ at least five Turkish citizens for each foreigner for whom a work permit is requested.

However, important exemptions and sector-specific rules now exist.

Therefore, the five-employee rule should not be applied mechanically to every work permit application.

What Changed in the 2026 Work Permit Criteria?

The Ministry’s current criteria contain several important provisions effective from 3 August 2026.

For certain domestic applications involving foreigners who, as of the application date, have legally resided in Turkey for at least one year during the preceding three years under a work permit, residence permit or international protection status, the Ministry provides an exemption from general employment and financial eligibility criteria, subject to specified limitations. The exemption is limited to a maximum of three foreigners within the relevant framework.

The Ministry also introduced or updated special criteria for sectors including manufacturing, poultry farming and recycling, with some measures applying through 31 December 2027.

These 2026 changes can materially affect whether a new employer satisfies the application criteria.

What About Companies With High Net Sales?

Another important current criterion concerns larger companies.

Under the Ministry’s general criteria, workplaces with net sales of TRY 50 million or more in the previous year are exempt from the general employment criterion for up to five foreigners.

This can be particularly relevant when foreign executives, specialists or other employees move between larger companies in Turkey.

However, other applicable conditions still need to be checked.

What Financial Criteria Apply to the New Employer?

Under the Ministry’s current general framework, a newly established workplace subject to the relevant criteria must generally have paid-in capital of at least TRY 500,000.

For qualifying existing workplaces operating under the balance-sheet method, the Ministry currently requires at least one of the following general thresholds:

• TRY 500,000 paid-in capital,
• TRY 8 million net sales,
• USD 150,000 exports.

Sector-specific criteria and exemptions can change the result.

Are There Salary Requirements?

Yes.

The foreigner’s salary must satisfy the applicable Ministry criteria based on the nature of the position.

Current general criteria use multiples of the applicable gross minimum wage, including higher thresholds for senior executives, pilots, engineers, architects, managers and positions requiring expertise or mastery.

Consequently, a new employer cannot necessarily obtain a work permit merely by signing any employment contract with the foreigner.

The proposed salary must also satisfy the applicable work permit requirements.

Can a Foreign Manager Change Companies?

Yes, but the same employer-specific principle generally applies where the manager holds a fixed-term dependent work permit.

The new company should examine:

• Position,
• Salary criterion,
• Company financial eligibility,
• Turkish employee requirement,
• Professional restrictions,
• Sector-specific criteria.

Senior executive positions may also be subject to higher salary thresholds.

Can Engineers and Architects Change Employers?

Potentially, but regulated-profession requirements and work permit criteria require particular attention.

The Ministry’s general salary criterion currently requires remuneration of at least four times the applicable minimum wage for engineers and architects.

Professional recognition and sector-specific requirements may also need to be examined depending on the position.

Can a Foreign Employee Move to Another Branch of the Same Company?

This can be different from moving to an entirely unrelated employer.

The Ministry states that a foreigner holding a work permit under one employer may, where the necessary conditions are satisfied, work in a different position at that employer’s workplace or in another branch belonging to the same employer within the same line of business.

Therefore:

Different branch of same employer ≠ automatically the same as different employer.

The company’s legal identity, workplace registration, line of business, permit annotations and specific employment circumstances should nevertheless be checked.

What If the Company Changes Its Legal Name?

A simple trade-name change should not automatically be confused with moving to an entirely different employer.

However, the underlying corporate transaction should be examined.

A name change, merger, demerger, transfer of workplace, acquisition or change of legal entity can produce different work permit consequences.

The decisive question is not merely what the company is called, but whether the legal employer connected to the work permit has changed.

What If the Foreign Employee Is Transferred to an Affiliate?

A group company is not necessarily the same legal employer.

For example:

Company A and Company B may have the same shareholders but remain separate legal entities.

If the work permit is issued for employment with Company A, the foreigner should not assume that it automatically authorizes employment with Company B merely because both companies belong to the same corporate group.

A new permit may be required.

What If the Foreign Employee Is Promoted?

A promotion within the same employer does not necessarily have the same consequences as changing employers.

The Ministry confirms that, subject to necessary conditions, a foreigner may work in a different position within the same employer.

However, the new position may affect:

• Salary requirements,
• Professional qualifications,
• Permit annotations,
• Sector-specific conditions.

Significant role changes should therefore be reviewed before implementation.

Can a Foreign Employee Resign Before the New Permit Is Approved?

The employee can terminate an employment relationship in accordance with applicable labour law, but immigration consequences should be considered before doing so.

A work permit is not merely an employment document. For many foreigners, a valid work permit also substitutes for a residence permit during its validity period. The Ministry confirms that fixed-term, permanent and independent work permits generally have residence-permit effect within their validity periods.

Therefore, ending employment can create both:

employment-law consequences

and

immigration-status consequences.

The transition should be planned before resignation where possible.

Does the Old Work Permit Remain Valid After Employment Ends?

Foreigners should not assume that a permit issued on the basis of a specific employer continues to provide unrestricted employment authorization after the underlying employment relationship ends.

The termination of employment and work permit records should be coordinated with the applicable Ministry and social-security procedures.

The foreigner’s post-termination immigration status should also be examined separately.

Can the New Employer Apply Before the Old Permit Expires?

The mere fact that the existing work permit has not expired does not prevent planning a move to another employer.

However, the new application is not simply an extension of the existing permit. It is generally evaluated as a different-employer/first-application case.

The timing of:

• Resignation,
• Termination notification,
• New application,
• Approval,
• New employment commencement,

should therefore be coordinated carefully.

How Long Does a Work Permit Application Take?

The Ministry states that duly completed work permit applications are generally evaluated within 30 days, provided that the required information and documents are complete. Where additional documents are requested, the relevant calculation runs from completion of the requested information in the system.

This should not be treated as a guarantee that every employer-change application will be completed on exactly the thirtieth day.

What If the New Work Permit Application Is Rejected?

A foreigner should not assume that the existing permit automatically converts into authorization to work for the new employer.

The Ministry notifies the relevant party of decisions concerning refusal, cancellation or termination of work permits. The Ministry’s current guidance states that its decisions may be challenged within 30 days from notification, and administrative judicial review is available following rejection of the objection.

The rejection reasons should be reviewed before deciding whether to object or submit a new application.

Can a Foreigner Work for Two Employers With One Employer-Specific Permit?

An ordinary fixed-term dependent work permit should not be treated as a general authorization to work for multiple unrelated employers.

The Ministry’s rule is clear: a permit issued for a specific employer cannot be used to work at another employer’s workplace.

Any proposed second employment arrangement therefore requires separate work-permit analysis.

Are Permanent Work Permit Holders Different?

Yes.

The Ministry states that a permanent work permit is issued without being tied to a specific employer. A holder generally benefits from rights comparable to long-term residence, subject to statutory exceptions.

Therefore, the employer-change analysis for a permanent work permit holder is materially different from the analysis for an ordinary employer-dependent fixed-term permit.

What About Independent Work Permit Holders?

Independent work permits are also different because they authorize foreigners to work on their own behalf and account rather than being based on ordinary dependent employment with a specific employer.

The specific permit type should therefore always be identified before advising on an employer change.

Are There Special Restrictions on Changing Employers in Certain 2026 Applications?

Yes.

The Ministry’s current evaluation criteria contain specific rules under which certain applications to move to another employer within the first six months can be assessed negatively except in cases of force majeure.

For example, the current criteria contain such a provision for specified foreign workers whose permits were issued through overseas applications in the livestock sector. They also contain a broader six-month restriction for applications falling within certain sector-, profession- or job-specific criterion exemptions.

Therefore, the answer to “Can I change employers?” may depend not only on the work permit’s expiry date but also on how and under which criteria the original permit was obtained.

What Should Foreigners Check Before Changing Employers?

Before resigning or starting at another company, the foreigner should determine:

1. The exact type of current work permit.
2. The legal employer named in the permit records.
3. Current permit validity.
4. Whether the proposed employer is a different legal entity.
5. Whether a domestic application is available.
6. Whether the new employer satisfies the applicable criteria.
7. Whether an employment-criterion exemption applies.
8. Whether the proposed salary satisfies current requirements.
9. Whether the occupation has special rules.
10. Whether any six-month sector-specific restriction applies.
11. When the existing employment will legally end.
12. When employment with the new employer can lawfully begin.

Planning these matters before changing jobs can prevent unauthorized-work and immigration-status problems.

2026 Current Legal Position

Under the rules applicable in 2026, a foreigner can change employers in Turkey, but an ordinary employer-dependent work permit cannot simply be transferred to the new employer.

The Ministry expressly states that work permits are issued for a specific job, workplace and address and that a foreigner cannot use a permit issued for one employer to work for another employer. A new work permit must be obtained.

Applications involving a different employer are generally evaluated according to the procedures and principles applicable to a first work permit application.

The 2026 framework is particularly important because updated evaluation criteria effective from 3 August 2026 introduced or expanded several exemptions and sector-specific rules, including criteria concerning foreigners with qualifying prior lawful residence and specified manufacturing, poultry and recycling employment.

The practical approach is:

Check existing permit → review termination timing → verify new employer eligibility → determine applicable 2026 exemptions → sign appropriate employment documentation → submit new work permit application → wait until employment with the new employer is legally authorized → complete employment and social-security transition correctly.

Frequently Asked Questions

1. Can I use my current Turkish work permit with a new employer?

Generally, no. An ordinary fixed-term dependent work permit is tied to a specific employer, job and workplace. A new work permit is required for a different employer.

2. Is changing employers considered a work permit extension?

No. Applications to work for a different employer are generally evaluated under first-application procedures and principles.

3. Can I start working for the new company while its application is pending?

You should not assume that your old employer-specific permit authorizes employment with the new company. The new employment must have the required work authorization.

4. Can I work at another branch of my current employer?

Potentially. The Ministry permits work in another position or another branch of the same employer within the same line of business where the necessary conditions are satisfied.

5. Does my new employer have to employ five Turkish citizens?

The general criteria contain a five-Turkish-employee requirement, but exemptions and sector-specific rules apply, including important criteria effective from 3 August 2026.

6. Are large companies exempt from the five-employee criterion?

Under the current general criteria, workplaces with at least TRY 50 million in net sales in the previous year are exempt from the employment criterion for up to five foreigners.

7. How long does the new application normally take?

The Ministry states that duly completed applications are generally evaluated within 30 days where all information and documents are complete.

8. Can I appeal if the new employer’s work permit application is rejected?

Yes. Current Ministry guidance provides for an objection within 30 days from notification, followed by administrative judicial review if the objection is rejected.

9. Is a permanent work permit tied to one employer?

No. The Ministry describes a permanent work permit as not being tied to a specific employer.

10. Should I resign before checking whether the new employer qualifies?

This can create significant risk. Because a different-employer application is generally treated as a first application, the new employer’s eligibility, salary criteria and applicable 2026 rules should ideally be examined before the employment transition is completed.

Legal Assistance for Foreign Employees Changing Employers in Turkey

Changing employers can affect both a foreigner’s employment relationship and immigration status. A valid work permit issued for one employer should not be assumed to authorize immediate employment with another company.

Fırat Fesih Kaya Law Office provides legal assistance to foreign employees, executives and companies concerning Turkish work permit procedures.

Lawyer Fırat Fesih Kaya assists with employer-change work permit applications, work permit refusals and objections, corporate transfers, work permit cancellations, employment termination and immigration consequences arising from changes of employment.

Phone: +90 312 434 22 22
Mobile: +90 532 769 22 22
Email: info@firatfesihkaya.av.tr
Address: Mevlana Boulevard No:221, Yıldırım Tower No:148, 06520 Balgat, Çankaya, Ankara, Turkey

This publication is provided for general informational purposes and does not constitute legal advice. Employer-change cases should be assessed individually according to the foreigner’s permit type, current employer, new employer, occupation, salary, immigration status and the work permit criteria applicable on the application date.