Foreign Employee Accused After Receiving Suspicious Money in Turkey: Criminal, Banking and Work Permit Risks

Did a foreign employee in Turkey receive suspicious or fraud-related money? Learn what happens during the criminal investigation, how bank transfers, WhatsApp messages, employer instructions and digital evidence are examined, and whether the case can affect a work permit or immigration status in 2026.

A foreign employee working in Turkey may suddenly discover that money received into their Turkish bank account has been identified as proceeds of an alleged online fraud.

The payment may initially have appeared legitimate. It may have been described as salary, reimbursement, commission, customer payment, repayment of a debt, payment for goods or money that the employee was instructed to receive on behalf of another person.

Later, the employee may receive a police call, discover that the bank account has been restricted or learn that a criminal investigation has been opened.

The situation can quickly become serious because the investigation may involve not only the suspicious transfer but also the employee’s bank account, mobile phone, WhatsApp conversations, employer communications, ATM withdrawals, cryptocurrency transfers and relationship with other suspects.

For a foreign employee, there may also be a separate concern:

Can the criminal investigation affect the employee’s work permit or immigration status in Turkey?

The criminal, employment and immigration consequences must be examined separately. Receiving suspicious money does not automatically establish fraud, and the existence of a criminal investigation does not itself automatically establish that the foreign employee must be removed from Turkey.

Turkish authorities are paying particular attention to third-party bank-account and IBAN use in 2026. Official prosecutorial warnings describe schemes in which individuals are offered commissions or temporary payments for allowing other people to use their accounts, which may subsequently place them in aggravated-fraud or money-laundering investigations.

Why Can Receiving Suspicious Money Lead to a Criminal Investigation?

Consider this example.

A foreign employee works for a company in Turkey.

A colleague says:

“Our company account has a temporary problem. A customer will send 200,000 TRY to your personal account. Transfer it to this other account when it arrives.”

The employee receives the payment and follows the instruction.

Two weeks later, police contact the employee.

The supposed “customer” says the money was obtained from them through fraud.

The financial trail now appears as:

Victim → Foreign employee’s account → Third-party account

The employee may therefore become a suspect.

But that bank statement alone does not answer the critical questions:

Why did the employee receive the money? What did the employee know? Who instructed the employee? Who communicated with the victim? Who ultimately benefited from the funds?

Does Receiving Fraud Money Automatically Make the Employee Guilty?

No automatic conclusion should be drawn merely from the fact that suspicious money entered an employee’s account.

The investigation should distinguish between situations such as:

knowingly participating in a fraudulent payment chain

and

receiving money while genuinely believing the transaction was legitimate.

This distinction can determine the entire defense strategy.

The Employee’s Knowledge and Intent Are Critical

Suppose an employee receives 50,000 TRY.

There are several possible explanations.

The employee may believe the money represents:

• Salary
• Bonus
• Expense reimbursement
• Customer payment
• Payment for freelance work
• Repayment of a loan
• Sale proceeds
• Employer-related business payment

Alternatively, the employee may knowingly be allowing their account to receive money from unknown people in exchange for a commission.

These situations should not be treated as factually identical.

The prosecution should examine what the employee actually knew and intended.

What Happens After the Suspicious Transfer Is Reported?

The investigation may begin after:

• A fraud victim files a complaint
• A bank identifies suspicious activity
• Another suspect identifies the employee’s account
• Investigators trace fraud proceeds
• Digital evidence reveals the employee’s IBAN
• Money is transferred through multiple linked accounts

The authorities may then obtain banking information and investigate the transaction chain.

A March 2026 prosecution announcement concerning an alleged organized banking-fraud scheme demonstrates the multi-source approach that may be used: prosecutors referred to victim statements, bank-account movements, communications records and digital evidence being evaluated together.

The Employee May Be Called to the Police

Police may ask:

• Do you know the victim?
• Why did the money enter your account?
• Who gave the sender your IBAN?
• Did your employer instruct you to receive it?
• Who controlled your bank account?
• Did you transfer the money?
• Did you withdraw it?
• Did you receive a commission?
• Have similar transfers occurred before?
• Who ultimately received the money?

The employee should avoid guessing.

If a transaction occurred months earlier, bank statements and communications should be reviewed before attempting to reconstruct events from memory.

Who Gave the Victim the Employee’s IBAN?

This can be one of the most important questions.

Suppose the fraud victim receives this WhatsApp message:

“Send the payment to this IBAN.”

The IBAN belongs to the foreign employee.

That establishes a connection to the employee’s account.

But it does not necessarily prove that the employee personally sent the message.

Investigators should determine who controlled the telephone number, messaging account and device used to communicate with the victim.

What If the Employee Never Communicated With the Victim?

This can be important evidence.

Investigators should identify:

• Telephone numbers
• WhatsApp accounts
• Telegram accounts
• Social-media profiles
• Email accounts
• Devices
• IP information

If another person conducted the entire fraudulent communication, the employee’s individual role must still be established.

Lack of direct victim contact does not automatically end the investigation, because participation or assistance may still be alleged depending on the facts.

But it can be highly relevant to determining what the employee actually did.

What If the Employer Told the Employee to Receive the Money?

This requires careful examination.

Preserve:

• Employer emails
• WhatsApp messages
• Internal messaging
• Written instructions
• Accounting documents
• Employment contract
• Invoices
• Customer records
• Company payment instructions

Suppose the employer wrote:

“Receive this customer payment into your account and send it to our supplier.”

That message may be highly relevant to what the employee believed.

“My Employer Told Me to Do It” Is Not Automatically a Complete Defense

Employees should also understand the limitation.

An employer’s instruction does not automatically make an illegal transaction lawful.

If the circumstances were obviously suspicious, investigators may still examine the employee’s knowledge.

For example:

“Customers will send money to your personal account. Withdraw everything in cash, give it to me and do not tell the bank.”

That instruction creates a very different evidentiary situation from an apparently ordinary business reimbursement.

The complete context matters.

Foreign Employees Should Preserve Workplace Communications Immediately

Company communication systems may contain crucial evidence.

Preserve relevant:

• Corporate emails
• Internal chat messages
• WhatsApp conversations
• Payment instructions
• Accounting documents
• Invoices
• Customer correspondence

Do not rely solely on the assumption that the employer will preserve everything.

What If the Employer Deletes the Messages?

If important employer communications disappear, other evidence may still exist.

Potential sources include:

• Employee’s phone
• Email account
• Company server
• Other employees
• Backups
• Screenshots
• Forwarded emails
• Accounting records

The employee should preserve existing copies rather than altering them.

What If a Colleague Used the Employee’s Bank Account?

Investigators should determine who actually controlled the account.

Questions may include:

• Who possessed the bank card?
• Who knew the PIN?
• Who had mobile banking credentials?
• Which telephone received authentication codes?
• Which device accessed the account?
• Who performed the outgoing transfer?

Registered ownership and actual operational control can be different factual questions.

What If the Employee Gave the Account to Someone for a Commission?

This can create substantially greater criminal exposure.

Official prosecutorial warnings published in 2026 describe arrangements where individuals are told that their accounts will be used temporarily and are offered commissions. Authorities warn that such arrangements frequently appear in aggravated-fraud and laundering investigations.

Investigators may ask:

• Why was a commission necessary?
• How much did the employee receive?
• How many transfers occurred?
• Were the senders unrelated?
• Why could the other person not use their own account?
• Was the money immediately transferred or withdrawn?

Repeated commission-based transactions can significantly alter the evidentiary picture.

One Suspicious Payment and Fifty Payments Are Different Cases

Transaction patterns matter.

Suppose Employee A receives one unexpected transfer and immediately contacts the bank.

Employee B receives payments from 40 unrelated people over six months, keeps 5% and transfers the remainder to cryptocurrency wallets.

These situations are not factually equivalent.

Investigators may examine:

• Number of payments
• Total amount
• Number of senders
• Frequency
• Commission
• Ultimate recipients
• Withdrawal pattern
• Cryptocurrency transactions

What If the Employee Was Recruited Through a Fake Job?

This is another possible scenario.

A foreigner may already have employment but accept an online side job such as:

“Payment Processing Assistant.”

The supposed company tells the employee:

“Customers will transfer funds to your Turkish account. Forward them and keep 5%.”

Official 2026 prosecutorial warnings specifically identify job seekers and people offered easy income as targets of account-use schemes.

Preserve:

• Job advertisement
• Recruiter’s messages
• Website
• Emails
• Supposed employment agreement
• Telephone number
• Payment instructions
• Documents supplied by the recruiter

Can the Employee Be Accused of Aggravated Fraud?

Potentially, depending on the alleged method and evidence.

Technology- and banking-related fraud schemes may fall within the aggravated-fraud framework where the statutory conditions are established.

A March 18, 2026 prosecution announcement described an alleged scheme involving persons impersonating bank employees, obtaining verification codes and transferring victims’ money through different accounts. The prosecution stated that banking movements, communications records and digital evidence were evaluated together before an indictment was prepared under the aggravated-fraud provision cited in that case.

The foreign employee’s individual participation still has to be determined from the evidence.

Can the Employee Be Considered an Accomplice?

Potentially.

A person does not necessarily have to make the fraudulent statement personally for participation questions to arise.

The investigation may examine whether the employee knowingly facilitated another person’s fraud.

Relevant evidence can include:

• Prior agreement
• Communications with other suspects
• Account access
• Repeated transfers
• Commission
• Cash withdrawals
• Concealment
• Knowledge of the source of funds

The exact criminal characterization depends on the proven facts.

Could Money-Laundering Allegations Arise?

Depending on the facts, additional financial-crime issues may arise.

Risk may increase where suspicious funds are:

• Split between accounts
• Withdrawn rapidly
• Converted into cryptocurrency
• Transferred internationally
• Passed through numerous intermediaries

Official 2026 prosecutorial warnings expressly connect third-party bank-account use with both aggravated-fraud and laundering risks.

A separate offence should not, however, be assumed merely because money moved through an account. Its statutory elements and the employee’s knowledge must be evaluated.

What If the Employee Immediately Transferred the Money?

Preserve the exact chronology.

For example:

10:12 — 120,000 TRY received

10:14 — Employer sends transfer instruction

10:17 — 120,000 TRY transferred to supplier account

This timeline can be important.

The instruction explaining why the employee made the transfer should also be preserved.

What If the Employee Withdrew the Money in Cash?

Investigators may ask:

• Who requested cash?
• Why was cash necessary?
• Where was it withdrawn?
• Who received it?
• Did the employee keep any portion?
• Was anyone present?

ATM CCTV may become important.

If the employee claims that another person made the withdrawal, footage may help establish who physically used the card.

What If the Money Was Converted Into Cryptocurrency?

Investigators may examine:

• Cryptocurrency exchange account
• Wallet address
• Transaction hash
• Bank-to-exchange payment
• Withdrawal destination
• Account login information

Preserve the instructions that explain why the cryptocurrency transaction was performed.

What If the Employee’s Account Was Hacked?

Unauthorized access presents a different factual scenario.

Preserve:

• Unknown-device notifications
• Password-reset emails
• Banking security messages
• SIM-related notifications
• Authentication alerts
• Unauthorized transaction notifications

Contact the bank through an official channel promptly.

A hacking claim supported by contemporaneous technical records is stronger than an unsupported assertion made only after police questioning begins.

Can the Employee’s Bank Account Be Frozen?

Potentially.

If the account becomes restricted, determine:

• Which authority imposed the restriction
• Whether the entire account is affected
• Whether only the disputed amount is restricted
• Whether a criminal investigation exists
• Whether the restriction is an investigative measure or internal bank compliance action

A frozen bank account is not itself proof of guilt.

Can Police Seize the Employee’s Phone?

A phone can become important evidence because it may contain:

• Employer instructions
• WhatsApp messages
• Telegram conversations
• Banking applications
• Emails
• Cryptocurrency applications
• Security notifications

The legal authority, scope and technical method used for any forensic examination should be evaluated under the criminal-procedure rules applicable to the case.

Do not delete relevant information after learning about the investigation.

Can Company Phones Be Examined?

Potentially relevant company devices may also become part of an investigation.

But company ownership of a device does not automatically establish which employee performed a particular action.

Relevant questions may include:

• Who normally used the device?
• Was it shared?
• Who knew the password?
• Was remote access available?
• Did administrators have access?
• Which user account was active?

IP Evidence May Be Used

IP-related records may help investigate banking sessions, online accounts or fraudulent communications.

However:

IP address ≠ automatic human identification.

Investigators may need to consider shared networks, corporate internet connections, VPNs, dynamic allocation, CGNAT, timestamps and device information.

This can be particularly important in workplaces where many employees share the same external internet connection.

Workplace CCTV Can Be Relevant

CCTV may show:

• Who was present
• Who used a computer
• Who received cash
• Who met another suspect
• Who used a particular office area

But presence at work does not itself prove fraudulent intent.

Footage should be interpreted together with the complete evidentiary record.

Can the Employer Dismiss the Foreign Employee?

A criminal investigation and employment termination are separate legal issues.

An employer may react to allegations concerning workplace conduct, but the legality of any dismissal depends on the employment circumstances, contractual position, applicable labor-law rules and stated reason for termination.

A criminal accusation does not automatically resolve every employment-law issue.

The employee should preserve:

• Termination notice
• Defense request
• Employment contract
• Payroll records
• Workplace communications
• Disciplinary documents

What Happens to the Foreign Employee’s Work Permit?

This requires a separate analysis.

A valid work permit generally functions as a residence permit under Article 27 of Law No. 6458. The Presidency of Migration Management confirms that a work permit or work-permit exemption confirmation document replaces a residence permit for this purpose.

Therefore, loss or termination of employment can have immigration consequences independent of the criminal case.

Does a Fraud Investigation Automatically Cancel the Work Permit?

No automatic cancellation should be assumed merely because the foreign employee becomes a suspect.

The work-permit system has its own administrative procedures.

The Ministry of Labour’s current guidance explains that employers and certain foreign permit holders have notification obligations concerning commencement and termination of employment and circumstances that may require cancellation of a work permit.

Accordingly, three different events should not be confused:

criminal investigation

employment termination

work-permit cancellation or termination

They may interact, but they are legally distinct.

What If the Employer Terminates the Employment?

This can create a practical immigration issue.

The employer has notification obligations concerning termination of work connected to a foreign employee’s permit, and work-permit termination procedures are processed through the official permit system.

The foreign employee should therefore determine immediately:

• Has employment actually ended?
• Has the employer notified the Ministry?
• Is the work permit still active?
• Has an administrative decision been issued?
• Does another lawful basis to remain in Turkey exist?

Do not assume that the criminal investigation itself answers these questions.

Can a Work Permit Decision Be Challenged?

The Ministry of Labour’s current guidance states that decisions concerning rejection, cancellation or termination of work permits can be challenged administratively within 30 days from notification, and administrative judicial review may follow if the objection is rejected.

This deadline is different from deadlines that may apply to criminal or removal proceedings.

Foreign employees should therefore identify exactly which decision has been served.

Can the Employee Be Deported Because of the Fraud Investigation?

A criminal investigation does not itself equal a removal decision.

Removal is governed separately by Law No. 6458. Current Migration Management guidance explains that removal decisions are issued by governorates where a statutory ground under Article 54 exists, subject to the statutory framework and protections.

Article 54 includes, among other grounds, foreigners considered to pose a threat to public order or public security.

Whether such a ground legally applies in an individual fraud case requires a separate administrative assessment. The mere fact that police are investigating an employee should not be confused with the existence of an actual removal decision.

Criminal Investigation Does Not Equal Deportation

For a foreign employee, these stages must be kept separate:

Suspicious transfer → Criminal investigation → Possible prosecution → Possible criminal judgment

and, separately:

Immigration assessment → Possible removal decision → Administrative/judicial challenge

A person may be under criminal investigation without having an immigration removal decision.

Work Permit and Removal Are Also Different

Similarly:

Work permit termination ≠ automatic criminal guilt.

Criminal investigation ≠ automatic work permit cancellation.

Work permit cancellation ≠ automatically the same legal act as removal.

The foreign employee should obtain each actual administrative decision rather than relying on assumptions or verbal information.

What If the Employee Loses Their Job Because of the Investigation?

The employee should promptly examine both employment and immigration consequences.

Preserve:

• Termination notice
• Work permit
• Employment contract
• Payroll
• Social-security records
• Employer communications
• Any administrative notifications

If the employer’s own instructions caused the disputed financial transaction, those records may also be important to the criminal defense.

What If the Employer Is Actually Involved in the Fraud?

This can substantially change the case.

A foreign employee may have been used by:

• Employer
• Manager
• Company shareholder
• Accountant
• Sales manager
• Colleague

The employee should preserve evidence showing the hierarchy and instructions.

Do not alter corporate records or secretly fabricate evidence.

Foreign Employees Should Be Careful About Employer Pressure

An employer may tell the employee:

“Just say the money was yours.”

or:

“Delete our messages.”

or:

“Tell the police you acted alone.”

These instructions can create serious risks.

Do not destroy evidence or give a knowingly false account merely to protect another person.

Foreign-Language Communications Can Matter

A foreign employee may communicate with an employer or colleague in English, Arabic, Russian, Persian or another language.

Translation can materially affect:

• Intent
• Instructions
• Commercial terminology
• Slang
• Meaning of particular messages

The original-language communication should be preserved.

The Employee Should Use an Interpreter When Necessary

Everyday Turkish proficiency does not necessarily mean that a foreign employee can adequately understand a detailed criminal interview involving banking, digital evidence and legal terminology.

If necessary, interpretation safeguards should be used.

The employee should not sign a statement whose meaning they do not fully understand.

What Evidence Can Help an Innocent Foreign Employee?

Potentially important evidence includes:

• Employment contract
• Employer instructions
• Company emails
• WhatsApp conversations
• Invoices
• Accounting records
• Customer information
• Bank statements
• Security alerts
• ATM CCTV
• Device information
• Travel records
• Cryptocurrency records

The strongest defense often comes from reconstructing the complete transaction rather than relying on a short verbal denial.

Create a Transaction Timeline

For every suspicious payment, identify:

Who sent it?

When?

Why did you believe it was being sent?

Who told you about it?

What happened next?

Where did the money go?

Did you receive any benefit?

This can expose the difference between account ownership and knowing criminal participation.

Do Not Delete Evidence

Do not:

• Delete WhatsApp
• Delete Telegram
• Delete corporate emails
• Factory-reset the phone
• Destroy the SIM card
• Delete cryptocurrency accounts
• Fabricate invoices
• Alter employment records

Some of the material that appears embarrassing may actually help establish what happened.

Do Not Coordinate Statements With Other Suspects

If an employer, colleague or friend is also under investigation, do not create a common false story.

Preserve the existing evidence.

Individual criminal responsibility should be determined from the actual facts.

First 24 Hours After Learning About the Investigation

A foreign employee connected to suspicious money should promptly:

1. Obtain complete bank statements.
2. Identify the disputed transactions.
3. Preserve employer and colleague communications.
4. Identify who gave the employee’s IBAN to the sender.
5. Determine who controlled mobile banking.
6. Preserve security alerts and authentication records.
7. Identify every onward transfer.
8. Identify cash withdrawals.
9. Preserve relevant ATM or workplace CCTV where appropriate.
10. Preserve employment and company records explaining the transaction.
11. Preserve any fake-job or side-job communications.
12. Record any commission received.
13. Preserve cryptocurrency records.
14. Do not delete digital evidence.
15. Do not coordinate false statements with others.
16. Determine whether the bank account is restricted.
17. Determine the criminal investigation number and procedural status.
18. Check whether employment has actually been terminated.
19. Check the current status of the work permit.
20. Determine whether any separate immigration decision has actually been issued.

20 Questions for the Criminal Defense

The defense should investigate:

1. Who allegedly defrauded the victim?
2. Did the employee communicate with the victim?
3. Who gave the victim the employee’s IBAN?
4. Why did the employee receive the payment?
5. What did the employee believe the payment represented?
6. Did an employer or manager give instructions?
7. Are those instructions documented?
8. Who controlled mobile banking?
9. Who possessed the bank card?
10. Who performed the onward transfer?
11. Who withdrew cash?
12. Did the employee receive a commission?
13. Were there previous similar payments?
14. Were multiple victims involved?
15. Who ultimately received the money?
16. What do the complete messages show?
17. Was the employee recruited through deception?
18. Did the employee report the suspicious activity?
19. Is there technical evidence linking another person to the transactions?
20. What evidence actually establishes the employee’s knowledge and intent?

2026 Current Legal Position

Bank-account misuse remains an active enforcement concern in Turkey in 2026. Prosecutorial authorities have issued specific warnings concerning individuals who allow bank accounts or IBAN numbers to be used by others in return for commissions or supposed easy income.

Recent 2026 fraud investigations also demonstrate that authorities may combine bank movements, victim statements, communications records and digital evidence when assessing the individual roles of suspects.

For foreign employees, however, the legal analysis should proceed through separate tracks:

Criminal: Does lawful and reliable evidence establish knowing participation in fraud or another alleged offence?

Employment: Has the employment relationship been lawfully terminated, and what employment consequences follow?

Work permit: Has the competent authority actually taken action concerning the employee’s work authorization?

Immigration: Has a separate removal, entry-ban or other immigration decision actually been issued?

Current official guidance confirms that a work permit generally replaces a residence permit for its validity period, while removal decisions are separately governed by the statutory immigration framework.

Therefore:

Suspicious payment ≠ automatic fraud conviction ≠ automatic dismissal ≠ automatic work-permit cancellation ≠ automatic deportation.

Each issue requires its own factual and legal assessment.

Frequently Asked Questions

1. I am a foreign employee and suspicious money entered my Turkish bank account. Am I automatically guilty?

No. The investigation should examine why the money arrived, what you knew, who controlled the account, what happened to the money and whether evidence establishes knowing criminal participation.

2. What if my employer told me to receive the money?

Preserve the complete instruction, including emails, messages, invoices and accounting documents. Employer instructions can be important evidence concerning what you believed, although an employer’s instruction does not automatically make unlawful conduct legal.

3. What if I never communicated with the fraud victim?

That can be significant. Investigators should determine who actually communicated with and deceived the victim. Lack of direct contact does not automatically resolve every participation allegation, but it can materially affect the analysis.

4. What if I transferred the money because my manager told me to?

Preserve the transfer instruction and complete transaction history. Investigators should examine who directed the transfer and what you understood its purpose to be.

5. Can my employer fire me because of the investigation?

Employment consequences are legally separate from criminal guilt. The validity of any termination depends on the employment facts, applicable labor-law rules and the employer’s stated grounds.

6. Will a fraud investigation automatically cancel my Turkish work permit?

No automatic cancellation should be assumed solely because you become a suspect. Work-permit procedures are administratively separate, and the actual status of the permit should be checked. Official guidance provides specific procedures concerning termination and cancellation.

7. Can a work-permit cancellation be challenged?

Current Ministry guidance states that an objection to decisions concerning rejection, cancellation or termination of a work permit may be filed within 30 days from notification, with administrative judicial review available after rejection of the objection.

8. Can I be deported because I am accused of fraud?

A criminal accusation is not itself the same thing as a removal decision. Removal requires a separate decision under the statutory immigration framework. Current official guidance identifies Article 54 grounds and confirms that governorates issue removal decisions.

9. Should I delete messages with my employer or the person who sent the money?

No. Those communications may be among the most important pieces of evidence showing why you received the money and what you knew at the time.

10. What should I do first?

Preserve your banking and digital evidence, reconstruct the transaction, identify who instructed you, avoid deleting or altering information, determine the status of the criminal investigation and separately verify your employment, work-permit and immigration status.

Criminal and Immigration Legal Assistance for Foreign Employees in Turkey

A suspicious payment can quickly become a complex legal problem for a foreign employee.

The investigation may involve aggravated fraud allegations, bank-account restrictions, employer instructions, WhatsApp communications, seized phones, ATM CCTV, IP records, cryptocurrency transactions and questions concerning who actually controlled and benefited from the funds.

At the same time, termination of employment can create separate work-permit and immigration concerns.

The central criminal questions should remain:

Why did the money enter the employee’s account? Who instructed the employee? Who deceived the victim? Who controlled the account? Where did the money go? What did the employee know?

Fırat Fesih Kaya Law Office provides criminal, employment and foreigners-law assistance to foreign employees, executives and professionals whose Turkish bank accounts become connected to suspicious transfers or online fraud investigations.

Lawyer Fırat Fesih Kaya assists foreign clients with aggravated-fraud investigations, bank-account and IBAN allegations, police and prosecutor statements, frozen accounts, employer-related payment disputes, seized phones, digital evidence, work-permit issues and separate immigration proceedings.

Early legal assistance can be important because banking records, workplace communications, ATM CCTV and digital evidence may need to be preserved promptly, while separate administrative decisions concerning work authorization or immigration status may carry their own challenge periods.

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. Criminal, employment, work-permit and immigration consequences depend on the individual facts, the employee’s knowledge and intent, the evidence concerning the transactions and any separate administrative decisions issued by competent authorities.