Turkey: Employment Incentives In Turkey

Last Updated: 22 July 2015
Article by Nesligül Altžn

On-the-job training programs are intended for the unemployed people to get trained at the workplaces meeting the key conditions, thus reinforcing their previous theoretical knowledge and gaining professional experience. This program allows employers to personally provide training to candidates they have selected or requested from the Authority. This will provide the employer an opportunity to train qualified employees without paying an expense during the program.

The training program is particularly designed for occupations that can offer participants a professional experience. The program is not organized in the fields that do not require any qualification. The Provincial Directorates of Labor and Employment have the authority to decide which professions are suitable for the program.


Subject to the Labor Law No. 4857 and the sub-paragraph (a) of the first paragraph of article 4 of the Social Insurance and General Health Insurance Law No. 5510, the employers employing minimum 2 employees and registered with the authority are eligible for this program.

However, the commercial enterprises - where public institutions and organizations have a share of less than 50% - and public institutions are not allowed to make an application to this program as a rule. In addition to this, if there are minimum 2 employees subject to the Labor Law No. 4857 and the sub-paragraph (a) of the first paragraph of article 4 of the Social Insurance and General Health Insurance Law No. 5510 and if the participants can be employed within the scope of the Labor Law No. 4857 and the sub-paragraph (a) of the first paragraph of article 4 of the Social Insurance and General Health Insurance Law No. 5510 after they complete the program; then the programs may be organized in cooperation with the associations, foundations, professional organizations with public institution status, professional societies, unions, chambers of commerce and industry, notaries public etc.

The employer is liable for providing the participants the facility to learn their profession on-the-job and gain experience, and employing the participant only for the profession related to the program. The employer also has to take the measures required for occupational health and safety during this process.


The conditions sought are a) being an unemployed person registered to the authority, b) completed the age of 15, c) not being first or second level relative by blood or spouse, d) not being retired, e) not being the employee of the employer - where the program will be held at - during the period of 3 months before the starting date of the program, e) obtaining the approval of the consultant by benefiting from the job and profession consultancy services, f) not being a student (except the students of open elementary school, secondary school, high school and higher education).

The most important difference from the other programs is that no document regarding the existence of any tax, SGK premium and premium debt and administrative fine finalized by the SGK is requested from the employer who wants to benefit from the program.


The employers with 2 to 10 employees can request one training program participant, while the employers with more than 11 employees can request training program participant in the rate of 1/10 of their actual insured employees.

The number of people attending to the training program is established through a quota that is calculated over the number of employees available in the document showing the number of actual employees on the starting date of the program for the workplaces of the same employer within the borders of the same city as of the starting date of the program. All workplaces of the same employer within the borders of the same city with various insurance registration numbers of the same legal entity and same tax ID number are taken into account.

The employer may submit the document showing the number of the employees as of the application date, or may also submit an undertaking related to this. In case the number stated in the undertaking is high and this causes the use of an extra quota, then the payments made to the participant over the quota are collected from the employer together with legal interest from the date it is found out, the surplus participant is removed from the program, and the program continues.

In case the application made for the training and the starting date of the program are not on the same date, then the procedure is carried out according to the current date - not the application date- and the same procedure applies.

In case it is determined that the number of actual employees on the ending date of the program is less than the number of actual employees on the starting date of the program and if the employer does not inform the provincial directorate with a statement of employment latest within 5 business days after the ending of 1-month period stating that the employer employs a number of people corresponding to the difference between the number of actual employees on the starting and ending date of the program within 1 month after this determination date, then the employer cannot organize any course and program within the scope of this Regulation for 12 months starting from the last day of this 1-month period.

The employment liability is not considered to be fulfilled in case of half time employment, periodical employment, casual employee, and extra employee etc.

In order to accept the request of an employer requesting for a new participant, the employer has to submit an undertaking that at least 20% of the participants who completed the training program during the last 1 year from the application date are employed at the workplace of the employer or employed for at least 60 days at another workplace for the same profession.

The employee, who hires some or all of the participants and/or who has a decrease in the number of the participants and/or who starts a program with a number of participants less than the number of participants they can request for, can request new participants in every stage of the ongoing program. Training program can be organized with the number of participants for the remaining quota except the existing participants, if available, by taking the new request into account.

For the employer who has been imposed to a sanction for not benefiting from the program for 12 months, if the employer documents that at least 50% of the total participants, who attended to the programs causing a sanction during the last one year, are employed in the same profession for minimum 60 days, then the sanction is removed and the employer in question can apply for a new program.

If employment undertaking is given by the employer in the beginning of the program, then it is checked whether this undertaking is fulfilled at the end of the program; if the liability in question is not fulfilled, then the employer is not allowed to organize any course and program within this scope for 12 months.

And the employers who fail to submit the documents requested by the provincial directorate during the beginning and continuance of the program are not allowed to benefit from this program for 12 months.


The program term shall be minimum 5 hours and maximum 8 hours daily (excluding the resting time), and shall not be more than 45 hours weekly and 160 actual days in total. The participants may only benefit from maximum 160 actual days of training program within 24 months.

There is a waiting period of six months between the courses and/or programs for the participants. But this condition is not sought in case the participants want to attend to an training program organized for the same profession within one month after the course.


First of all, the employee has no liability to make any payment.

Participant's compulsory expenses, General Health Insurance premiums, and Occupational Accident and Illness premiums are paid by the authority for each day the participant attends to the training program. No permission more than one tenth of the total program period is given to the participants for any reason, except maximum five days of sick leave proven with a doctor report. In case this term is exceeded, then the participant is discharged from the program and sick leaves exceeding 5 days are deducted from one tenth leave period.


The agreement will expire with the ending of the term set out in the agreement, the employment of the participants, and the termination of the agreement. The parties are entitled to terminate the agreement by applying articles 24 and 25 of the Labor Law No. 4857. The provincial directorate may terminate the agreement if the provisions set out in the agreement are not complied with or misstatement is found. Provided that the provincial directorate also approves it, the parties are entitle to terminate the agreement with mutual agreement within 1/4 period of the program.


The following Temporary Article 15 has been added to the Law No. 4447 with Article 28 of the Law on the Amendment to the Occupational Health and Safety Law and Certain Statutory Decrees No. 6645. Accordingly, for the participants;

  • Older than 18 and younger than 29
  • Completing the training programs started by the Turkish Institution of Providing Jobs and Employees until 31/12/2016;
  • provided that they are employed by the private sector employers in the field of profession they completed latest within 3 months following the ending of the program within the scope of the sub-paragraph (a) of the first paragraph of article 4 of the Law No. 5510 and
  • that they are added to the average of the insured employees available in the monthly premium and service documents submitted by the workplace during the calendar year before the year they are employed,

the amount calculated according to the employer rate for their insurance premiums remaining after applying the sub-paragraph (i) of the first paragraph of article 81 of the Law No. 5510, as well as the lower limit of income subject to premium determined pursuant to article 82 of the same Law are covered by the Fund for 42 months if the workplace operates in the production industry, and for 30 months in the other sectors.

The terms stated in this sub-paragraph are applied with a 6-month increase for the participants of the training programs started until 30/06/2015.

In order to cover the premiums of the employer share from the Fund, the employers;

  • should submit the monthly premium and service documents pursuant to the Law No. 5510 to the Social Security Organization within the legal term,
  • should pay the amount of insurance premiums of all insured employees corresponding to the employer share, as well as the amount related to the employer share not covered by the Treasury and the Fund within the legal term,
  • should not have any premium, administrative fine, and relevant default fine and default interest debt to the Social Security Organization related to the workplace where the insured employee within the scope is employed at.

If the premium, administrative fine, and relevant default fine and default interest debts to the Social Security Organization are postponed and split into installments according to the article 48 of the Law No. 6183 or if the premium debts are restructured and split into installments pursuant to the other relevant laws, this does not prevent the employers from benefiting from the provision of this sub-paragraph as long as the postponement, installments and restructuring in question continue.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on Mondaq.com.

Click to Login as an existing user or Register so you can print this article.

Some comments from our readers…
“The articles are extremely timely and highly applicable”
“I often find critical information not available elsewhere”
“As in-house counsel, Mondaq’s service is of great value”

Up-coming Events Search
Font Size:
Mondaq on Twitter
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
Email Address
Company Name
Confirm Password
Mondaq Topics -- Select your Interests
 Law Performance
 Law Practice
 Media & IT
 Real Estate
 Wealth Mgt
Asia Pacific
European Union
Latin America
Middle East
United States
Worldwide Updates
Check to state you have read and
agree to our Terms and Conditions

Terms & Conditions and Privacy Statement

Mondaq.com (the Website) is owned and managed by Mondaq Ltd and as a user you are granted a non-exclusive, revocable license to access the Website under its terms and conditions of use. Your use of the Website constitutes your agreement to the following terms and conditions of use. Mondaq Ltd may terminate your use of the Website if you are in breach of these terms and conditions or if Mondaq Ltd decides to terminate your license of use for whatever reason.

Use of www.mondaq.com

You may use the Website but are required to register as a user if you wish to read the full text of the content and articles available (the Content). You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these terms & conditions or with the prior written consent of Mondaq Ltd. You may not use electronic or other means to extract details or information about Mondaq.com’s content, users or contributors in order to offer them any services or products which compete directly or indirectly with Mondaq Ltd’s services and products.


Mondaq Ltd and/or its respective suppliers make no representations about the suitability of the information contained in the documents and related graphics published on this server for any purpose. All such documents and related graphics are provided "as is" without warranty of any kind. Mondaq Ltd and/or its respective suppliers hereby disclaim all warranties and conditions with regard to this information, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. In no event shall Mondaq Ltd and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use or performance of information available from this server.

The documents and related graphics published on this server could include technical inaccuracies or typographical errors. Changes are periodically added to the information herein. Mondaq Ltd and/or its respective suppliers may make improvements and/or changes in the product(s) and/or the program(s) described herein at any time.


Mondaq Ltd requires you to register and provide information that personally identifies you, including what sort of information you are interested in, for three primary purposes:

  • To allow you to personalize the Mondaq websites you are visiting.
  • To enable features such as password reminder, newsletter alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our information providers who provide information free for your use.

Mondaq (and its affiliate sites) do not sell or provide your details to third parties other than information providers. The reason we provide our information providers with this information is so that they can measure the response their articles are receiving and provide you with information about their products and services.

If you do not want us to provide your name and email address you may opt out by clicking here .

If you do not wish to receive any future announcements of products and services offered by Mondaq by clicking here .

Information Collection and Use

We require site users to register with Mondaq (and its affiliate sites) to view the free information on the site. We also collect information from our users at several different points on the websites: this is so that we can customise the sites according to individual usage, provide 'session-aware' functionality, and ensure that content is acquired and developed appropriately. This gives us an overall picture of our user profiles, which in turn shows to our Editorial Contributors the type of person they are reaching by posting articles on Mondaq (and its affiliate sites) – meaning more free content for registered users.

We are only able to provide the material on the Mondaq (and its affiliate sites) site free to site visitors because we can pass on information about the pages that users are viewing and the personal information users provide to us (e.g. email addresses) to reputable contributing firms such as law firms who author those pages. We do not sell or rent information to anyone else other than the authors of those pages, who may change from time to time. Should you wish us not to disclose your details to any of these parties, please tick the box above or tick the box marked "Opt out of Registration Information Disclosure" on the Your Profile page. We and our author organisations may only contact you via email or other means if you allow us to do so. Users can opt out of contact when they register on the site, or send an email to unsubscribe@mondaq.com with “no disclosure” in the subject heading

Mondaq News Alerts

In order to receive Mondaq News Alerts, users have to complete a separate registration form. This is a personalised service where users choose regions and topics of interest and we send it only to those users who have requested it. Users can stop receiving these Alerts by going to the Mondaq News Alerts page and deselecting all interest areas. In the same way users can amend their personal preferences to add or remove subject areas.


A cookie is a small text file written to a user’s hard drive that contains an identifying user number. The cookies do not contain any personal information about users. We use the cookie so users do not have to log in every time they use the service and the cookie will automatically expire if you do not visit the Mondaq website (or its affiliate sites) for 12 months. We also use the cookie to personalise a user's experience of the site (for example to show information specific to a user's region). As the Mondaq sites are fully personalised and cookies are essential to its core technology the site will function unpredictably with browsers that do not support cookies - or where cookies are disabled (in these circumstances we advise you to attempt to locate the information you require elsewhere on the web). However if you are concerned about the presence of a Mondaq cookie on your machine you can also choose to expire the cookie immediately (remove it) by selecting the 'Log Off' menu option as the last thing you do when you use the site.

Some of our business partners may use cookies on our site (for example, advertisers). However, we have no access to or control over these cookies and we are not aware of any at present that do so.

Log Files

We use IP addresses to analyse trends, administer the site, track movement, and gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.


This web site contains links to other sites. Please be aware that Mondaq (or its affiliate sites) are not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of these third party sites. This privacy statement applies solely to information collected by this Web site.

Surveys & Contests

From time-to-time our site requests information from users via surveys or contests. Participation in these surveys or contests is completely voluntary and the user therefore has a choice whether or not to disclose any information requested. Information requested may include contact information (such as name and delivery address), and demographic information (such as postcode, age level). Contact information will be used to notify the winners and award prizes. Survey information will be used for purposes of monitoring or improving the functionality of the site.


If a user elects to use our referral service for informing a friend about our site, we ask them for the friend’s name and email address. Mondaq stores this information and may contact the friend to invite them to register with Mondaq, but they will not be contacted more than once. The friend may contact Mondaq to request the removal of this information from our database.


This website takes every reasonable precaution to protect our users’ information. When users submit sensitive information via the website, your information is protected using firewalls and other security technology. If you have any questions about the security at our website, you can send an email to webmaster@mondaq.com.

Correcting/Updating Personal Information

If a user’s personally identifiable information changes (such as postcode), or if a user no longer desires our service, we will endeavour to provide a way to correct, update or remove that user’s personal data provided to us. This can usually be done at the “Your Profile” page or by sending an email to EditorialAdvisor@mondaq.com.

Notification of Changes

If we decide to change our Terms & Conditions or Privacy Policy, we will post those changes on our site so our users are always aware of what information we collect, how we use it, and under what circumstances, if any, we disclose it. If at any point we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify users by way of an email. Users will have a choice as to whether or not we use their information in this different manner. We will use information in accordance with the privacy policy under which the information was collected.

How to contact Mondaq

You can contact us with comments or queries at enquiries@mondaq.com.

If for some reason you believe Mondaq Ltd. has not adhered to these principles, please notify us by e-mail at problems@mondaq.com and we will use commercially reasonable efforts to determine and correct the problem promptly.