Can a foreign employee change employers in Turkey with the same work permit? Learn the 2026 rules on employer-specific work permits, unauthorized employment, fines, deportation risk, new applications and employer liability.

A foreign employee who holds a valid Turkish work permit generally cannot simply leave the sponsoring employer and start working for another company using the same permit.

This is one of the most important aspects of Turkish work permit law that foreign employees and international companies should understand.

Under Law No. 6735 on International Labour Force, an ordinary fixed-term dependent work permit is normally connected to a specific employer, workplace and job. The Turkish Ministry of Labour and Social Security expressly states that a foreigner holding a work permit for one employer cannot use the same permit to work at another employer’s workplace.

If the foreign employee wants to move to a different employer, a new work permit application generally must be made.

Starting employment with the new company before obtaining the necessary authorization can result in the foreign national being treated as working without a valid work permit for that employment.

In 2026, this can expose both the employee and the new employer to substantial administrative fines and may also create immigration consequences for the foreign national.

Is a Turkish Work Permit Tied to a Specific Employer?

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

The permit is issued for employment connected with a specific employer and workplace.

This means that the foreign national does not normally receive unrestricted access to the entire Turkish labour market merely because they possess a work permit card.

For example, suppose a German engineer obtains a work permit through Company A in Ankara.

Six months later, the engineer receives a better offer from Company B in İstanbul.

The engineer cannot ordinarily resign from Company A on Friday and begin working for Company B on Monday under the original work permit.

Company B must obtain the appropriate work authorization for the foreign employee.

Can a Foreign Employee Use the Same Work Permit for Two Different Employers?

As a general rule, an ordinary employer-dependent work permit should not be treated as authorization to work simultaneously for unrelated employers.

The permit identifies the employment relationship for which authorization was granted.

Therefore, a foreign employee working for Employer A should not assume that freelance work, consulting, part-time employment or a second employment relationship with Employer B is automatically permitted.

The additional activity may require separate authorization depending on its legal structure.

What Happens When a Foreign Employee Changes Employers?

Changing employers normally requires a new work permit application.

Importantly, an application to work for a different employer is generally evaluated according to the rules applicable to a first application, rather than merely being treated as an extension of the old permit.

This distinction matters.

Work permit extensions are generally structured around continued employment with the same employer.

Changing the employer creates a new employment relationship that must be independently assessed.

Does the Old Work Permit Transfer to the New Employer?

No.

A Turkish work permit is not generally transferable between unrelated employers.

The new company cannot simply take over the previous company’s permit.

For example:

A foreign employee holds a work permit sponsored by ABC Turkey Ltd.

The employee resigns and accepts a position with XYZ Turkey A.Ş.

Even if the employee will perform exactly the same profession and receive the same salary, the original permit does not automatically become valid for XYZ Turkey A.Ş.

A new work permit must generally be obtained for the new employment.

Can the Employee Start Working While the New Application Is Pending?

Foreign employees should be particularly careful at this stage.

Submitting a work permit application does not necessarily mean that the foreigner is immediately authorized to begin working for the new employer.

The foreigner should generally wait until the necessary authorization for the new employment has been obtained before starting work.

The rules allowing certain foreigners to continue working while an extension application is pending should not be confused with changing employers.

For an extension application, continued work can be possible for a limited period where the work and workplace remain unchanged.

That rule does not provide general authorization to begin employment with an entirely different company.

What Is the 90-Day Rule for Work Permit Extensions?

Where a proper work permit extension application has been filed, a foreign employee may under the applicable rules continue working for a limited period while the application is evaluated.

However, this protection is subject to an important condition:

The work and workplace must not change.

Therefore, the foreign national cannot normally use the extension-pending period to begin working for a different employer.

This distinction is critical.

An extension with Employer A is not authorization to work for Employer B.

What If the Foreign Employee Has a Valid Residence Permit?

A residence permit does not normally provide a general right to work.

This is another frequent misunderstanding.

A foreign national may have a valid short-term, family, student or another type of residence permit and still require appropriate work authorization before commencing employment.

Likewise, losing the employment relationship underlying a work permit cannot simply be solved by saying that the foreigner is otherwise legally present in Turkey.

Lawful residence and lawful employment are separate questions.

Is Working for the Wrong Employer Considered Unauthorized Employment?

Potentially, yes.

If the foreign national’s work permit authorizes employment with Company A but the person actually works for unrelated Company B without obtaining the required new permit, the employment with Company B may be treated as unauthorized work.

The fact that the foreign national possesses a physical work permit card does not necessarily prevent this result.

The relevant question is whether that permit actually authorizes the employment being performed.

What Are the 2026 Fines for Unauthorized Foreign Employment?

The administrative penalties increased again for 2026.

For 2026, a foreign national who works dependently without the required work permit may face an administrative fine of:

40,977 TL.

The employer employing a foreign national without the required work permit may face an administrative fine of:

102,503 TL for each foreign employee.

A foreign national found to be working independently without the required authorization may face an administrative fine of:

82,010 TL.

These amounts reflect the official 2026 administrative penalty schedule.

The penalties become considerably more serious where violations are repeated.

Are Repeat Violations Penalized More Heavily?

Yes.

Under Law No. 6735, where the relevant unauthorized-work violation is repeated, the administrative fine can be increased by one fold.

Therefore, repeated unauthorized employment can become extremely expensive for both the employer and foreign employee.

Companies employing multiple unauthorized foreign workers can also face separate penalties for each foreign national.

For businesses relying heavily on international personnel, work permit compliance should therefore form part of routine HR and legal compliance procedures.

Can the New Employer Also Be Fined?

Yes.

The new employer can face significant liability for employing a foreign national without appropriate authorization.

The fact that the employee previously held a valid work permit with another company does not automatically protect the new employer.

Before allowing the foreign national to begin work, the new employer should verify that the employee has authorization covering the new employment relationship.

Simply looking at the expiration date printed on the foreigner’s old work permit is not sufficient.

Example: Foreign Employee Changes Companies Without a New Permit

Consider the following situation.

A foreign software engineer works for Company A in Turkey under a work permit valid until December 2026.

In August 2026, the employee resigns.

Company B immediately hires the employee.

Company B’s HR department sees that the work permit says it remains valid until December and assumes the employee can continue working.

That assumption is potentially incorrect.

The permit was issued for employment connected with Company A.

Company B should obtain the appropriate new work permit before employing the foreign national.

Otherwise, both the employee and Company B may face unauthorized-employment consequences.

Does Resigning Automatically Cancel the Work Permit?

Termination of the underlying employment relationship can affect the basis of an employer-dependent work permit.

The employer also has statutory notification obligations concerning changes affecting foreign employment.

The foreign national should therefore not assume that the permit remains usable simply because its printed expiration date has not yet arrived.

Once the employment relationship underlying the permit ends, the person’s work authorization position should be reassessed.

What If the Old Employer Does Not Cancel the Work Permit?

This does not give the foreign employee permission to work for another company.

For example, Employer A may fail to complete an administrative notification promptly after the employee resigns.

The employee should not interpret that omission as authorization to work for Employer B.

The new employment requires its own lawful basis.

The legal question is not merely whether the previous permit remains visible in an electronic system.

The issue is whether the foreigner has authorization for the actual employment being performed.

Does the Foreign Employee Need to Leave Turkey Before Changing Employers?

Not necessarily.

Whether the new work permit application can be processed domestically depends on the foreigner’s current legal status and the applicable application requirements.

In appropriate cases, a new employer may be able to submit a domestic work permit application.

In other circumstances, an application through the Turkish foreign mission procedure may be necessary.

The foreigner’s status should therefore be checked before the old employment relationship is terminated whenever possible.

Should the New Work Permit Be Arranged Before Resigning?

Where practicable, this can significantly reduce immigration and employment risk.

Foreign professionals sometimes resign first and only afterwards discover that the new company’s work permit application does not satisfy the Ministry’s criteria.

The employee may then be left without authorized employment.

For senior executives, engineers, specialists and other foreign professionals, the new employer’s eligibility should therefore ideally be assessed before the employment transition is finalized.

Can the New Work Permit Application Be Rejected?

Yes.

Having previously received a Turkish work permit does not guarantee that an application through another employer will be approved.

The new application is evaluated according to the applicable work permit criteria.

Depending on the circumstances, the authorities can consider the new employer’s Turkish employee numbers, financial eligibility, the foreigner’s proposed salary, professional qualifications and the nature of the position.

Sector-specific rules may also apply.

Does the New Employer Need Five Turkish Employees?

The ordinary employment criteria can require a workplace to employ at least five Turkish citizens for each foreign employee, subject to the numerous exceptions and special rules contained in the current work permit framework.

Therefore, a foreign national may have been eligible to work for a large multinational company but discover that a small new employer does not satisfy the applicable criteria.

This is one reason why foreign employees should not assume that their previous work permit guarantees approval with a new company.

Are There Exceptions to the Five-Employee Rule?

Yes.

The current work permit evaluation framework contains several exceptions based on matters such as the company’s financial characteristics, the foreigner’s status and certain categories of investment or employment.

A particularly important rule entered into effect on 3 August 2026.

Under the current criteria, certain domestic applications made for foreigners who have legally remained in Turkey for at least one year during the previous three years may benefit from an exemption from the ordinary employment and financial eligibility criteria, subject to the conditions and limits of that rule.

This can be highly relevant to foreign employees changing employers in Turkey in late 2026.

However, the exception does not mean that a foreign national may simply begin working for the new employer without obtaining a new permit.

It affects evaluation of the application, not the fundamental requirement to obtain authorization.

Does the Foreign Employee’s Salary Matter?

Yes.

Work permit applications are subject to minimum remuneration criteria based on the foreigner’s position.

Under the current framework, salary thresholds are generally calculated as multiples of the gross Turkish minimum wage.

For example, senior executives and pilots are generally subject to a threshold of at least five times the gross minimum wage.

Engineers and architects are generally subject to a threshold of four times the gross minimum wage.

Other managers generally require at least three times the gross minimum wage, while positions requiring expertise or craftsmanship are generally subject to a two-times minimum wage threshold.

Other occupations generally require remuneration of at least the applicable minimum wage.

Therefore, a new employer offering a substantially lower salary may create a work permit eligibility problem even though the foreign employee performed the same occupation for the previous company.

Can the Employee Work at Another Branch of the Same Employer?

This situation is different from changing employers.

Current Ministry rules recognize that a foreigner authorized to work for one employer may, where the applicable conditions are satisfied, work in another position within that employer or at other branches of the same employer operating in the same line of business.

The corporate identity of the employer is therefore important.

Moving from one branch of the same legal entity to another may be treated differently from moving to an entirely unrelated company.

What If the Companies Belong to the Same Corporate Group?

Foreign employees should not assume that being part of the same multinational group makes the companies the same employer.

For example:

Global Holdings owns both Company A Turkey and Company B Turkey.

The foreign executive has a Turkish work permit issued through Company A.

The group transfers the executive to Company B.

If Company A and Company B are separate legal entities, the fact that they have the same ultimate shareholder does not automatically mean the original permit authorizes employment with Company B.

A new work permit may be required.

This issue frequently arises in multinational restructurings and intra-group transfers.

What If the Company’s Legal Name Changes?

A simple company-name change should be distinguished from a change in the employer’s legal identity.

If the same legal entity merely changes its trade name, the work permit consequences may differ from a merger, demerger, asset transfer or employment transfer resulting in a different legal employer.

The company’s Trade Registry records and legal continuity should therefore be examined.

Foreign employees should not rely solely on the commercial brand used by the company.

What Happens After a Merger or Acquisition?

Corporate transactions can create complex work permit issues.

If the legal employer changes as a result of a merger, demerger, business transfer or restructuring, the status of foreign employees should be reviewed as part of the transaction.

This is particularly important during acquisitions involving large numbers of foreign executives and technical employees.

Employment, Social Security Institution records and work permit documentation should be coordinated.

Leaving immigration issues until after closing can create unnecessary compliance exposure.

Can a Foreign Employee Work Freelance for Another Company?

Not automatically.

A foreign employee holding an employer-dependent work permit should not assume that they can provide paid freelance services to unrelated businesses.

Independent activity can fall within a different work authorization framework.

A foreigner working independently without appropriate authorization can face a separate administrative penalty, which is 82,010 TL in 2026.

The legal structure of consulting, freelance or self-employed activity should therefore be reviewed before work begins.

Can the Employee Work Remotely for Another Turkish Employer?

Remote work does not automatically eliminate the work permit requirement.

If a foreign national physically located in Turkey is performing employment for another Turkish employer, describing the arrangement as “remote” does not necessarily solve the authorization issue.

The substance of the employment relationship matters.

A foreign national should therefore not assume that working from home prevents the activity from being considered employment.

What If the Employee Works for the New Employer Only for a Few Days?

There is no general rule making unauthorized employment lawful merely because it lasts for a short period.

Even temporary employment can create compliance problems.

Foreign employees should therefore avoid “trial weeks” or informal periods of work before the necessary authorization is obtained.

The same applies where an employer says that formal employment will begin only after the permit is approved but expects the foreigner to perform normal duties beforehand.

Can the Employee Attend Meetings Before the New Permit Is Issued?

There is an important distinction between legitimate preliminary business activities and actually commencing employment.

Attending limited discussions concerning a prospective employment relationship is not necessarily equivalent to beginning full operational work.

However, where the foreign national starts managing staff, providing services, producing work, dealing with customers or otherwise performing the substantive duties of the new job, authorities may consider the person to have commenced employment.

Companies should therefore avoid disguising actual employment as “meetings” while waiting for authorization.

Can Unauthorized Work Affect the Foreigner’s Immigration Status?

Yes.

The consequences are not limited to administrative fines.

Foreign nationals found to be working without the required authorization may be reported to the Ministry of Interior for immigration action.

The Ministry of Labour expressly states that foreigners detected working without a work permit are reported to the Ministry of Interior for deportation procedures.

This does not mean that every case necessarily results in immediate removal without further legal process.

However, unauthorized employment can create a serious immigration risk that should not be underestimated.

Does Unauthorized Work Automatically Mean Deportation?

Not necessarily.

Administrative fines, work permit consequences and deportation proceedings are related but legally distinct matters.

The foreigner’s immigration status, circumstances of the violation and any formal decision issued by the authorities must be reviewed individually.

If a deportation decision is issued, separate legal remedies may be available under Turkish immigration law.

The notification date becomes extremely important because deportation challenges are subject to strict procedural deadlines.

Can Unauthorized Work Affect Future Work Permit Applications?

Potentially.

Previous immigration and employment compliance can become relevant in later applications.

A foreign employee who knowingly worked for another employer without obtaining authorization may face greater scrutiny than a person whose employment transition was properly structured.

Likewise, an employer repeatedly found to employ unauthorized foreign nationals can face increased penalties and compliance difficulties.

Foreign companies should therefore maintain clear internal procedures for checking work authorization before onboarding international personnel.

Can the Foreign Employee Recover Salary From the Unauthorized Employer?

Unauthorized work creates public-law consequences, but it does not automatically mean that the employer can simply refuse to pay the employee for work already performed.

Employment-law claims and work permit violations involve different legal questions.

Depending on the facts, the foreign national may still have claims concerning unpaid salary or other employment entitlements.

An employer should not assume that the absence of a proper work permit gives it unrestricted permission to retain the value of work performed.

However, such cases require careful analysis because the foreign employee may simultaneously face immigration consequences.

What If the Employer Told the Foreigner That No New Permit Was Necessary?

This is a common situation.

A foreign employee may reasonably rely on an HR department or company representative who incorrectly states that the existing permit can simply be transferred.

However, incorrect advice from the employer does not necessarily make the employment authorized.

The employee should preserve employment contracts, emails, messages and other evidence showing what information was provided.

Such evidence may become important in disputes concerning responsibility, employment rights or immigration consequences.

What Should a Foreign Employee Do After Discovering the Problem?

The foreign national should generally stop treating the old permit as authorization for the new employment and immediately determine the correct work permit procedure.

The existing permit, previous employment termination date, new employment start date, Social Security Institution records and new employer’s eligibility should be reviewed together.

Where unauthorized work has already occurred, attempting to conceal it through fabricated contracts, false dates or backdated documentation can make the situation significantly worse.

The correct approach is to establish the actual chronology and determine how the immigration and employment position can lawfully be regularized.

What Should the New Employer Do?

The employer should first determine whether the foreign national’s existing permit actually covers the proposed employment.

If not, the company should assess its eligibility to sponsor the foreign employee and file the appropriate new application.

The foreign employee should generally not begin substantive work until legally authorized.

The company should also coordinate the work permit with Social Security Institution notifications and the employment contract.

Large businesses should incorporate this check into their onboarding procedures.

Can an Administrative Fine Be Challenged?

Potentially, yes.

If an administrative fine is imposed because authorities conclude that a foreign national worked without authorization, the underlying facts should be examined carefully.

Relevant questions can include whether the foreigner actually performed work, whether the companies were legally separate employers, whether the existing authorization covered the activity and whether the administrative authority correctly characterized the employment relationship.

The penalty notice and notification date should be preserved because legal remedies are subject to procedural deadlines.

Can a Deportation Decision Be Challenged?

Yes.

Where unauthorized employment results in a separate deportation decision, that decision can potentially be challenged under Turkish immigration law.

The deportation case should not be confused with challenging the administrative fine.

They are separate administrative consequences and may require different procedures.

A foreign national facing both should therefore have the entire file reviewed immediately.

2026 Legal Position on Changing Employers in Turkey

The central rule for 2026 is straightforward:

A foreign employee with an employer-dependent Turkish work permit generally cannot use that permit to work for a different employer.

The Ministry of Labour and Social Security expressly states that work permits are issued for a particular job, workplace and address and that a foreigner wishing to work for a different employer must obtain a new work permit.

Applications involving a different employer are generally evaluated under the procedures applicable to first applications rather than ordinary extensions.

Working for the new employer without the necessary authorization can expose the foreign employee to a 40,977 TL administrative fine in 2026, while the employer can face 102,503 TL for each unauthorized foreign employee.

More importantly, foreigners found working without authorization may also be reported to the Ministry of Interior for deportation proceedings.

Foreign employees should therefore structure an employer change before beginning work for the new company, rather than attempting to correct the work permit after employment has already started.

Frequently Asked Questions

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

Generally, no. An employer-dependent work permit is connected to the employment for which it was issued. A new employer generally requires a new work permit.

2. Can my new employer transfer my existing work permit?

Not in the ordinary sense. A different employer generally needs to submit a new work permit application.

3. Can I start working while the new work permit application is pending?

You should not assume that merely submitting the application authorizes employment with the new employer. The limited continuation rules applicable to extensions generally require that the existing work and workplace remain unchanged.

4. Is changing employers treated as a work permit extension?

Generally, no. An application to work for a different employer is evaluated according to the rules applicable to first applications.

5. What is the 2026 fine for a foreign employee working without the required permit?

The 2026 administrative fine for a foreigner working dependently without the required work permit is 40,977 TL.

6. What is the fine for the employer?

The 2026 administrative fine is 102,503 TL for each foreign national employed without the required work permit.

7. Can unauthorized employment result in deportation?

Potentially, yes. Foreign nationals detected working without the required authorization may be reported to the Ministry of Interior for deportation proceedings.

8. Can I work at another branch of the same company?

Potentially, where the applicable conditions are satisfied and the branch belongs to the same employer and operates in the same line of business. This should be distinguished from employment by a separate legal entity.

9. Can I move to another company in the same corporate group?

Do not assume the existing permit is sufficient. If the companies are separate legal entities, a new work permit may generally be required even if they have the same parent company.

10. Can I challenge a penalty or deportation decision?

Potentially, yes. Administrative fines and deportation decisions can be subject to separate legal remedies. The relevant decision and notification date should be reviewed immediately.

Legal Support for Foreign Employees Changing Employers in Turkey

Changing employers should be planned as a work permit transition, not simply as an ordinary employment resignation and new hire.

A foreign employee should ideally determine whether the new employer satisfies the applicable work permit requirements before leaving the existing position. This is particularly important for foreign executives, engineers, technical specialists and employees transferring between Turkish subsidiaries of multinational groups.

Fırat Fesih Kaya Law Office provides legal assistance to foreign employees and companies concerning employer changes, new work permit applications, work permit cancellations, unauthorized employment allegations, administrative fines, rejected work permit applications and related immigration proceedings.

Where a foreign employee has already started working for a different employer without obtaining a new permit, Fırat Fesih Kaya can assess the existing permit, employment records, Social Security Institution records and immigration status to determine the appropriate legal response.

Legal assistance is particularly important where unauthorized employment has already resulted in an administrative fine, work permit cancellation or deportation proceedings.

Phone: +90 312 434 22 22
Mobile Phone: +90 532 769 22 22
Email: info@firatfesihkaya.av.tr
Address: Mevlana Boulevard No: 221, Yildirim Tower, Balgat, Cankaya / Ankara, Turkey