Learn what happens when a foreign employee’s workplace address changes in Turkey in 2026, whether a new work permit is required, how same-employer branch transfers are treated and what employers should update.

A change in a foreign worker’s workplace address in Turkey should not be treated as a simple administrative detail. Turkish work permits are issued in connection with a specific job, workplace and address, so employers should review the foreign employee’s work permit status whenever the workplace moves or the employee is transferred to another location.

However, an address change does not automatically mean that every foreign employee must obtain a completely new work permit. The correct procedure depends on whether the legal employer remains the same, whether the new location belongs to the same employer, whether it is a branch in the same line of business, whether the workplace social security registration changes and whether the employee’s actual job also changes.

Are Work Permits Issued for a Specific Workplace Address?

Yes.

The Ministry of Labour and Social Security expressly states that work permits are issued for a specific job, workplace and address. A fixed-term dependent permit is linked to employment at a particular workplace belonging to the relevant employer.

This means that a company should not simply move a foreign employee to a new location without examining the existing permit.

The address appearing in the original work permit application can be legally relevant.

Does Every Workplace Address Change Require a New Work Permit?

Not necessarily.

The first question is whether the employee continues working for the same legal employer.

A simple relocation of the same company can be very different from transferring the employee to another legal entity.

The Ministry also confirms that a foreigner holding a work permit under one employer may, subject to the necessary conditions, work at another branch belonging to the same employer where that branch operates in the same line of business.

Therefore, workplace-address changes require a case-specific analysis.

What If the Entire Company Moves to a New Address?

Suppose a foreign-owned company moves its office from one building to another while:

• The legal entity remains unchanged;
• The employer remains unchanged;
• The foreign employee’s job remains unchanged;
• The company’s business activity remains unchanged.

This is fundamentally different from the employee starting employment with another company.

However, because the Ministry expressly links work permits to a particular workplace and address, the employer should ensure that the relevant workplace information is updated through the appropriate official systems rather than assuming that the existing records can remain unchanged.

Can Workplace Information Be Updated in the Work Permit System?

Yes, certain information can be updated.

The Ministry states that the authorized workplace social security e-declaration user can update information in the Employer Management Panel – Workplace Information section of the work permit system, except for information automatically obtained from the Social Security Institution. Information obtained automatically from social security records must be updated through the relevant social security procedures.

This distinction is important.

If the workplace relocation changes official social security registration information, updating only internal company records may not be sufficient.

What If the Social Security Workplace Registration Number Changes?

This deserves particular attention.

Work permit applications are connected with employer and workplace information, including the workplace’s social security registration.

If relocation results in a new workplace registration or other changes to the social security records, the employer should determine how those changes affect the foreign employee’s existing work permit record.

The company should coordinate:

• Social security workplace registration;
• Work permit system information;
• Employment records;
• Company address records;
• Actual workplace location.

Inconsistencies between these records can create problems during inspections or subsequent work permit applications.

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

Potentially, yes.

The Ministry expressly provides that a foreigner holding a work permit with one employer may work at another branch belonging to that employer in the same line of business, provided the necessary conditions are satisfied.

For example, a foreign employee may potentially move from one office of Company A to another branch of Company A.

However, the employer should confirm that:

• Both workplaces belong to the same legal employer;
• The branch operates in the same line of business;
• The employee continues performing an appropriate authorized job;
• Applicable work permit criteria remain satisfied;
• Workplace records are correctly updated.

Is a Branch Transfer the Same as an Employer Change?

No.

This distinction is extremely important.

A branch is generally part of the same legal entity.

A subsidiary, sister company or another group company is a separate legal entity even where the ultimate shareholders are identical.

The Ministry states clearly that a foreigner who has a work permit for one employer cannot use that permit to work at another employer’s workplace. A new work permit is required where the foreigner begins working for a different employer.

Therefore:

Same company → another qualifying branch: may be possible subject to conditions.

Company A → Company B: generally requires a new work permit.

What If Both Companies Have the Same Shareholders?

That does not necessarily matter.

Two companies can have:

• The same foreign parent company;
• The same shareholders;
• The same directors;
• The same office building;
• The same commercial brand;

and still be separate employers.

Work permit compliance is based on the legal employment relationship, not merely the corporate group’s economic ownership.

A transfer between separate group companies should therefore not be disguised as an address change.

What If the Foreign Employee Moves to Another Floor or Building?

If the same workplace merely relocates within the same commercial complex or to another building, the employer should still determine whether the official workplace address has changed.

A minor physical relocation may nevertheless require updates to:

• Workplace records;
• Social security records;
• Work permit system information;
• Employment documentation.

The critical question is whether the official workplace identity or registration has changed.

What If the Company Moves to Another City?

A relocation to another province requires greater caution.

The work permit document contains information including the company title and the province in which the foreigner will work.

Therefore, moving a foreign employee from one province to another should not be treated merely as an informal internal transfer.

The employer should examine whether the existing permit record must be updated or whether another work permit procedure is necessary before the employee begins working permanently at the new location.

Does the Employee Need a Separate Residence Permit After the Workplace Moves?

Normally, a valid work permit itself also serves as a residence permit under the applicable immigration framework, subject to statutory exceptions.

However, the employee’s personal residential address and the employer’s workplace address are separate issues.

Moving the workplace does not automatically mean that the foreign employee’s home address changes.

If the foreign employee also changes their residence, separate address-registration obligations may apply.

What If Only the Employee’s Home Address Changes?

That is different from a workplace relocation.

A work permit concerns employment authorization, whereas the employee’s residential address concerns personal address-registration obligations.

Employers and foreign workers should therefore distinguish between:

Workplace address change — where the employee performs their job.

and

Residential address change — where the foreign employee lives.

The procedures should not be confused.

What If the Foreign Worker Starts Working Remotely From Home?

Remote working can create additional questions.

If a foreign employee who was authorized to work at a particular company workplace begins working permanently from another location, the employer should examine:

• Employment contract;
• Remote-work arrangement;
• Actual place of work;
• Social security records;
• Existing work permit information.

Occasional remote work should not automatically be equated with establishing an entirely new workplace, but permanent structural changes should be reviewed carefully.

What If the Company Changes Both Address and Job Position?

The analysis becomes more important when multiple changes happen simultaneously.

For example, suppose a foreign employee:

• Moves to another branch;
• Becomes a manager;
• Receives a new salary;
• Takes substantially different responsibilities.

The company must then review not only the workplace issue but also the occupational and salary criteria applicable to the new position.

Under the current work permit evaluation criteria, salary requirements vary according to occupational level. Senior executives, engineers, architects, other managers and specialist employees are subject to different minimum remuneration thresholds.

Can the Workplace Address Change Affect Work Permit Evaluation Criteria?

Potentially.

Some current evaluation criteria are calculated on a workplace or branch basis.

For example, certain special 2026 rules for the manufacturing, poultry farming and recycling sectors expressly calculate employment criteria by workplace or branch.

Consequently, moving a foreign worker between branches can sometimes affect whether the relevant workplace satisfies the applicable employment criteria.

This is another reason why employers should not assume that all branch transfers are purely administrative.

What If the New Branch Employs Fewer Turkish Citizens?

This can matter where the applicable work permit evaluation rules use workplace-level employment numbers.

The employer should determine whether the new branch independently satisfies any employment criteria applicable to the foreign worker’s permit or future extension.

Current 2026 rules also contain specific exemptions and sector-based arrangements, so the analysis depends on the employer, sector and employee.

Can a Workplace Address Change Affect a Pending Extension Application?

Yes, and particular caution is required.

The Ministry states that where a timely work permit extension application has been submitted, the foreigner may continue working during evaluation for up to 90 days after expiration of the existing permit provided that the work performed and the workplace do not change.

Therefore, changing the workplace while relying on this continuation rule can create a significant compliance issue.

Employers planning a relocation close to the employee’s work permit expiration date should coordinate the timing carefully.

What If the Company Moves While the Extension Application Is Pending?

The company should not assume that the pending extension automatically covers the new workplace.

Because the Ministry’s temporary continuation rule expressly requires the workplace and work performed to remain unchanged, a relocation during the pending period should be reviewed before implementation.

The employer should ensure that the work permit application and actual employment situation remain consistent.

Must Employers Notify the Ministry About Changes Affecting Work Permits?

Employers have statutory notification responsibilities.

The Ministry states that employers employing foreigners, as well as foreigners holding permits issued independently of an employer where applicable, must notify the Ministry within 15 days regarding commencement and termination and circumstances that may require cancellation of the work permit or work permit exemption.

Whether a particular address relocation falls within a notification, system-update or other application procedure depends on the nature of the change.

Can an Address Change Cause the Work Permit to Be Cancelled?

A simple legitimate relocation should not automatically be assumed to cancel a work permit.

However, problems can arise if the foreign employee is actually working at a location or for an employer outside the scope permitted by the work authorization.

The employer should therefore ensure that official records reflect the genuine employment arrangement.

What Happens If the Foreign Worker Is Actually Working for Another Employer?

This is much more serious than an address discrepancy.

The Ministry expressly states that a foreigner cannot work for another employer using a permit issued for the existing employer.

A new work permit must be obtained for employment with the different employer.

Calling the new location a “branch” does not solve the problem if it legally belongs to another company.

Can Working at the Wrong Workplace Be Treated as Unauthorized Employment?

Potentially.

Foreigners are required to work within the scope of their valid work authorization.

The Ministry states that foreigners working without the required authorization and employers employing them can face administrative sanctions, and foreigners identified as working without a work permit can also be reported to the Ministry of Interior.

Accordingly, substantial workplace changes should be regularized rather than left unresolved.

What Should Foreign-Owned Companies Do Before Moving Offices?

Before relocating foreign employees, the employer should review:

1. Existing work permits;
2. Current registered workplace address;
3. New workplace address;
4. Social security workplace registration;
5. Whether the legal employer remains unchanged;
6. Whether the new location is a branch;
7. Whether the branch operates in the same line of business;
8. Employees’ job descriptions;
9. Pending work permit applications;
10. Upcoming extension dates.

This review should occur before employees permanently begin working at the new location.

What Documents Should Be Preserved?

Depending on the relocation, useful documents may include:

• Existing work permit;
• Employment contract;
• Workplace social security registration;
• Trade registry documents;
• Branch registration documents;
• Address change records;
• Lease agreement;
• Internal transfer decision;
• Updated job description;
• Payroll records.

These documents can help demonstrate that the employee remained with the same legitimate employer throughout the relocation.

What If the Company Forgets to Update the Workplace Information?

The company should correct the inconsistency as soon as it is identified.

The Ministry confirms that authorized users can update workplace information through the Employer Management Panel, while information automatically obtained from the Social Security Institution must be corrected through the relevant social security records.

Ignoring the discrepancy until the next work permit extension may make the situation more difficult.

Can an Address Discrepancy Cause Problems During a Work Permit Extension?

Potentially.

An extension application is based on continued employment with the same employer, and the Ministry evaluates the information submitted through the work permit system.

If the actual workplace differs from official records, questions may arise concerning:

• Employer identity;
• Workplace registration;
• Branch status;
• Actual job;
• Social security compliance.

Employers should therefore reconcile their records before filing an extension application.

Can a Workplace Move Affect Social Security Compliance?

Yes.

The Ministry requires employers to fulfill social security obligations in accordance with the wage and full-time employment declared during the work permit application.

Where a relocation results in a new workplace social security registration, the company’s social security and work permit records should be coordinated.

Foreign employee compliance should not be managed independently from payroll and workplace registration.

2026 Practical Rule for Workplace Address Changes

The safest way to analyze a workplace relocation is to distinguish four situations:

Same employer + same workplace registration + address update:
Usually primarily an information and registration issue, but the work permit records should still be reviewed and updated where required.

Same employer + another branch in the same line of business:
Potentially permitted where the Ministry’s necessary conditions are satisfied.

Same employer + substantial workplace/registration change:
The employer should review the existing permit, social security registration and work permit system requirements before the transfer.

Different legal employer:
A new work permit is generally required. The existing permit cannot simply follow the employee to another company.

The key principle is simple: the commercial reality, legal employer, registered workplace and work permit records should match.

Frequently Asked Questions

1. Does moving a company’s office automatically cancel foreign employees’ work permits?

No. A legitimate relocation does not automatically mean cancellation, but the work permits and official workplace records should be reviewed because permits are issued for a specific workplace and address.

2. Does every address change require a completely new work permit?

Not necessarily. The correct procedure depends on the employer, workplace registration, branch status and nature of the relocation.

3. Can a foreign worker move to another branch of the same employer?

Potentially, yes. The Ministry allows work at another branch of the same employer in the same line of business where the necessary conditions are met.

4. Can the employee move to a sister company using the same permit?

Generally no. A separate legal company is another employer even where both companies have the same shareholders. A new employer requires a new work permit.

5. Can workplace information be updated through the work permit system?

Yes. Authorized workplace users can update certain workplace information, while data automatically received from the Social Security Institution must be updated through the relevant social security records.

6. What if the company’s social security workplace number changes?

The employer should review how the new registration affects the existing work permit and ensure that social security and work permit records remain consistent.

7. What if the workplace moves to another province?

This requires particular attention because the work permit documentation includes the province where the foreigner works.

8. Can the workplace change while a work permit extension is pending?

Caution is required. The Ministry’s temporary continuation rule during a pending extension applies on the condition that the work performed and workplace do not change.

9. Is changing the employee’s home address the same as changing the workplace?

No. The employee’s residential address and the employer’s workplace address involve different legal and administrative issues.

10. Should a foreign-owned company check work permits before relocating its office?

Yes. Existing permits, workplace social security registrations, branch status, pending applications and extension dates should be reviewed before foreign employees begin working permanently at the new location.

Client-Focused Legal Support for Workplace Changes in Turkey

Relocating an office, factory or branch can create unexpected work permit problems for companies employing foreign nationals. The risk becomes greater when the relocation also involves a new social security workplace registration, another branch, a different province or a corporate restructuring.

Fırat Fesih Kaya Law Office assists foreign employees, international companies and foreign-owned businesses with workplace relocations, branch transfers, employer changes and work permit compliance in Turkey.

Lawyer Fırat Fesih Kaya provides legal assistance concerning workplace address changes, work permit records, branch transfers, social security workplace changes, corporate relocations, employer changes, work permit extensions and foreign employee compliance.

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