The Wage Criterion: Tiered by Role
Turkish work permit rules do not use a single "foreign worker minimum". Under the Ministry of Labour and Social Security (ÇSGB) Work Permit Evaluation Criteria (section A.3.1), the wage paid to a foreign employee is measured against the gross minimum wage in force on the application date, and the required multiple depends on the role:
| Role (ÇSGB criteria A.3.1) | Minimum multiple | 2026 gross monthly floor (TRY) |
|---|---|---|
| Senior executives and pilots | 5× | 165,150.00 |
| Engineers and architects | 4× | 132,120.00 |
| Other managers | 3× | 99,090.00 |
| Jobs requiring specialisation or mastery (skilled/specialist roles) | 2× | 66,060.00 |
| Domestic services and other occupations/jobs | 1× | 33,030.00 |
Base: 2026 gross minimum wage of 33,030.00 TRY (net 28,075.50 TRY), effective 1 January – 31 December 2026, as published by ÇSGB. Source for the multiples: ÇSGB, Çalışma İzni Değerlendirme Kriterleri, A.3.1.
The purpose of the criterion is twofold: to protect the Turkish labour market by ensuring foreign workers are not used as low-cost substitutes, and to ensure that foreign workers themselves are paid in line with their role.
Note: Earlier versions of this guide referred to a flat "1.5× minimum wage" rule. That is not the current criterion — the multiple depends on the position, as shown above.
How the Net Salary Compares
For budgeting purposes, employers and employees often need to understand the net (take-home) equivalent. Turkish payroll deductions include income tax, stamp duty, and SGK (Social Security Institution) premiums. The only officially published net figure is for the minimum wage itself:
| Gross Salary | Net Salary |
|---|---|
| 33,030 TRY (national minimum) | 28,075.50 TRY |
For higher tiers, the net amount depends on the employee's income tax bracket and sector-specific SGK rates. Always consult a payroll specialist for exact figures.
Exceptions Where the Wage Criterion Does Not Apply
The ÇSGB criteria list cases where the wage criterion is not applied, including:
- Foreigners exempt from the evaluation criteria (section C): for example foreigners whose mother, father or child is a Turkish citizen, holders of a long-term residence permit, those married to a Turkish citizen for at least three years, and citizens of the TRNC — these must prove their status with official documents.
- Public health institutions: for foreigners in positions requiring professional qualification in public health institutions, the employment, wage and financial adequacy criteria are not applied (B.7.2).
- Academic staff with a YÖK pre-approval: the evaluation criteria are not applied (B.2.2).
Note that sector rules for IT, tourism, livestock and similar fields mostly relax the employment and financial adequacy criteria — not the wage criterion.
Employer Obligations
Declaring the correct salary is a legal obligation, not a formality. Employers must:
- State the actual gross salary on the work permit application form, matching the role being applied for.
- Keep the salary in line with the criterion throughout the permit period; it is checked again at renewal against the minimum wage in force on that date.
- Report salary to SGK correctly. Declared salaries are compared with SGK premium records.
- Reflect salary in the employment contract. The signed employment contract submitted with the application must show the same gross salary.
What If the Salary Falls Below the Required Level?
If a foreign employee's gross salary falls below the multiple required for their role, the employment no longer matches the conditions under which the permit was evaluated. In practice this is most visible at renewal, when the application is evaluated against the minimum wage in force on the renewal date. Salary changes for foreign employees should therefore be checked against the applicable tier first.
Does the Rule Apply to Intra-Company Transfers?
Yes. Foreign nationals transferred to Turkey by a multinational company are evaluated under the same wage criterion, according to their role in the Turkish entity (for example 5× for a senior executive, 4× for an engineer). The Turkish entity declares the salary on the application.
Minimum Wage and Permit Renewal
All tiers are anchored to the gross minimum wage in force on the application date. When the minimum wage rises, every tier rises proportionally — for example, if the gross minimum wage rose to 36,000 TRY, the 2× tier would be 72,000 TRY.
Employers should budget for this when planning multi-year employment of foreign nationals.
Frequently Asked Questions
Is there still a 1.5× rule? No. The current ÇSGB criterion is tiered: 5×, 4×, 3×, 2× or 1× the gross minimum wage depending on the role.
Can bonuses be counted toward the minimum? Only the regular monthly gross salary declared on the employment contract should be relied on. Annual bonuses, performance payments, and in-kind benefits should not be assumed to count.
What about domestic workers? Foreign nationals employed in domestic services (child, elderly or disabled care and patient companionship) fall under the "domestic services" line: the salary cannot be below the gross minimum wage.
Employing a foreign national in Turkey? Deniz Kurumsal Danışmanlık helps employers prepare the application file and follow the work permit process.
Contact: denizkurumsal.com | +90 533 319 74 90
Related: How to Get a Work Permit Turkey 2026 · Work Permit Required Documents · Work Permit vs Residence Permit