A corporate immigration lawyer in Turkey is the legal professional who structures work authorisation for foreign employees, company directors and investors so that the employer, and not only the individual, remains compliant under Turkish labour and immigration law.
Most companies come to this subject from the wrong end. They have already chosen the person. The offer letter is signed, the relocation date is in a calendar, and someone has been asked to “handle the paperwork”. Then the file is opened and the Ministry looks at something else entirely: not the candidate, but the company. Turkish work permit practice is employer law before it is immigration law, and that single reversal explains most of what goes wrong.
Who is actually responsible for a work permit application in Turkey, the employer or the employee? The employer. A foreign national cannot file a standard work permit application for themselves; the Turkish employer applies through the Ministry of Labour and Social Security (Çalışma ve Sosyal Güvenlik Bakanlığı), and the company’s own numbers, headcount, capital, sales, are what get assessed. The candidate’s CV matters at the margins (it becomes decisive only once the workplace has cleared the criteria). The balance sheet decides.
That reversal changes when the work should begin. When should a company bring a lawyer into a Turkish work permit file? Before the offer, not after it, because these applications are quick to submit and slow to prepare. The submission itself takes an afternoon in the Ministry’s online system. What takes weeks is making the workplace eligible to submit at all: registering capital, documenting headcount, aligning the declared salary with the professional category, and confirming that the role is not among those reserved to Turkish citizens (a list that catches more roles than most foreign employers expect).
Timing sits on top of a statutory clock. How long does a work permit take in Turkey once the file is filed? Thirty days. Under Law No. 6735 on International Labour Force (Uluslararası İşgücü Kanunu), a properly filed application with complete documents is concluded within thirty days. The number that varies in practice is not the assessment period but the preparation period before it, and the number of times a file is returned for a missing document.
There is one requirement that closes more files than all the document errors combined, and it is worth naming early. Which criterion causes the most refusals? The one that has nothing to do with the foreign national at all. A workplace subject to balance sheet accounting must employ at least five Turkish citizens for each foreign national it wants to hire. A brilliant candidate, a generous salary and a clean passport do not survive a workplace with three employees on the payroll.
This page is written for the company side of that equation: employers hiring foreign staff, foreign shareholders who want to work in their own Turkish company, and international groups moving executives into Istanbul. It covers work authorisation and the compliance that follows it. Citizenship by investment is a separate legal route with separate thresholds and is not covered here; if that is the objective rather than employment, the starting point is our guide on how to obtain Turkish citizenship.
⚖️ Why Do Work Permit Files Fail Before Anyone Reads the CV?
Work permit applications in Turkey fail on employer eligibility far more often than on the foreign national’s qualifications. The Ministry evaluates the workplace first: how many Turkish citizens are registered on its payroll, what its paid-in capital or turnover looks like, and whether the declared salary matches the professional category of the role. Only after those gates does the individual become the subject of the file.
This is why a rejection so often feels arbitrary to the company that receives it. Nothing about the candidate was disputed. The file simply met a threshold on the wrong side. A workplace with four registered Turkish employees and an excellent foreign specialist is, on paper, indistinguishable from a workplace with no case at all.
The second reason is quieter. Eligibility is not a photograph; it is a condition that has to hold. Payroll registrations lapse when someone leaves. Capital that was declared during incorporation is sometimes never actually paid in and registered with the Trade Registry (Ticaret Sicili). A salary that met the threshold in one calendar year falls below it in January, when the gross minimum wage rises and every multiple of it rises with it. A structure that was compliant when it was built quietly drifts out of alignment, and the drift is usually discovered at renewal, which is the worst moment to discover it.
Is it possible to fix an ineligible workplace before applying? Usually yes, and that is the practical value of early legal involvement. Capital can be increased and registered, payroll can be corrected, the role can be reclassified into the category that matches its actual duties, and in some cases a route exists that skips the headcount requirement altogether. What cannot be fixed is a refusal that has already been issued against a company whose numbers are on record.
⚖️ What Does a Corporate Immigration Lawyer in Turkey Actually Do?
A corporate immigration lawyer in Turkey works on the employer’s structure before the application and on the employer’s obligations after approval. The filing itself is the narrow part of the work. Around it sit the questions that decide whether filing is worth doing: which permit route fits the person’s actual role, whether the company qualifies today or needs six weeks of preparation, and what the approval will oblige the company to maintain for as long as the permit runs.
For an international group setting up in Istanbul, the sequence usually runs in the opposite direction from what the head office expects. The Turkish entity is incorporated with the capital level that work permits will later require, rather than the minimum the Turkish Commercial Code allows. Payroll is built before the foreign hire, not after. Our company formation practice and this immigration work are deliberately run together for that reason, because a company incorporated without the permit in mind has to be repaired later at a higher cost.
For a foreign shareholder who wants to manage their own Turkish company, the work is different again. That route has its own capital and shareholding thresholds, its own grace period for the headcount rule, and one exemption that removes the headcount question entirely. Choosing between hiring yourself as a director, appointing a local manager, or holding the shares without working in the company is a structuring decision with tax and residence consequences, not a form-filling decision.
And for the company that has already been refused, the work is forensic: reading what the Ministry actually objected to, deciding whether the answer is an administrative objection within the statutory period or a corrected fresh application, and documenting the difference between the two files so the second one does not repeat the first.
⚖️ Which Route Fits: Employee, Shareholder, or Neither?
Turkish law authorises foreign work through several distinct instruments, and the right one depends on how the person will actually earn in Turkey. A salaried employee of a Turkish company needs an employer-sponsored work permit. A foreign shareholder who will manage the company needs a permit assessed under the shareholder criteria. A specialist coming for a short technical intervention may not need a work permit at all, but a work permit exemption. A highly qualified professional or investor may qualify for the Turquoise Card, which is not tied to a single employer.
Two mistakes recur. The first is treating a residence permit as if it were permission to work, which it is not; residence and work authorisation are separate legal statuses, and holding one does not create the other. The second is assuming that paying someone from abroad puts them outside Turkish rules. Where the work is performed in Turkey and the activity is productive, the question of authorisation arises regardless of where the payroll sits.
There is also a route that exists precisely for people who are not being hired into the Turkish market at all: the Digital Nomad Identification Certificate, for remote earners paid entirely by companies outside Turkey. It is handled at the end of this page, because the rules that govern it sit outside employment law and are frequently misdescribed.
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⚖️ Employer Eligibility: The Five to One Rule and the Financial Thresholds
The employment criterion requires a workplace subject to balance sheet accounting to employ at least five Turkish citizens for each foreign national for whom a work permit is requested. The count is taken at the workplace where the foreign national will actually work, not across the group. A company with fifteen Turkish employees can support three foreign hires under the general rule; the fourth requires five more.
One turnover figure removes the employment criterion outright. Where the workplace recorded net sales of 50,000,000 TL or more in the last year, the employment criterion is not applied to the first five foreign nationals employed there. Above five, the general rule returns.
The financial adequacy criterion splits by company age. A newly incorporated workplace, meaning one established in the current year with no year-end balance sheet yet, must show paid-in capital of at least 500,000 TL. An operating workplace, meaning one incorporated in an earlier year with at least one year-end balance sheet, satisfies the criterion with any one of three alternatives: paid-in capital of at least 500,000 TL, net sales of at least 8,000,000 TL, or exports of at least 150,000 US dollars.
Foreign shareholders are assessed under a separate heading. Where the foreign national opens a new workplace or becomes a partner in one, the company’s paid-in capital must be at least 500,000 TL, the foreign national’s own capital share must be at least 500,000 TL, and the shareholding must be at least twenty per cent. The first permit issued to a shareholder or workplace owner carries an annotation, and the five Turkish employees must be on the payroll every month from the beginning of the seventh month of that first permit.
One threshold cancels both of those shareholder conditions. Where the foreign partner holds a capital share of 100,000 US dollars or more, neither the shareholder capital rule nor the five employee rule is applied to the application. This is the single most useful number in the whole shareholder analysis, and it is regularly missed at incorporation stage, when the capital structure could still have been set to reach it.
The comparison below sets out the five positions a company can occupy when it approaches the Turkish market. Reading it before incorporation is cheaper than reading it after, because the capital figure and the shareholding percentage recorded at formation are exactly the two variables that decide which row a company lands in.
| Route | Financial threshold | Five Turkish employees required? |
|---|---|---|
| New workplace hiring a foreign employee | 500,000 TL paid-in capital | Yes, per foreign national |
| Operating workplace hiring a foreign employee | 500,000 TL capital or 8,000,000 TL net sales or 150,000 USD exports | Yes, per foreign national |
| Workplace with 50,000,000 TL net sales | Met through turnover | No, for the first five foreign nationals |
| Foreign shareholder, standard | 500,000 TL company capital and 500,000 TL own share, minimum 20 per cent holding | Yes, from the seventh month of the first permit |
| Foreign shareholder with 100,000 USD share | Not applied | No |
⚖️ The Salary Floors That Decide the Application
The salary criterion ties the foreign national’s declared gross salary to multiples of the gross minimum wage in force on the application date. The 2026 gross minimum wage is 33,030.00 TL per month, so every professional category moved upward on 1 January 2026. A salary that cleared the floor in December can sit below it in January without anyone changing a contract.
Senior executives and pilots must be paid at least five times the minimum wage, which is 165,150.00 TL gross per month in 2026. Engineers and architects require four times, or 132,120.00 TL. Other managers require three times, or 99,090.00 TL. Roles requiring expertise or mastery require twice the minimum wage, or 66,060.00 TL. Domestic services and other occupations are assessed at the minimum wage level itself.
Declaring a job title that carries a lower multiple than the real duties is a common shortcut and a poor one. The declared category has to match the work described in the employment contract and in the company’s own records, and the salary has to be maintained in payroll and social security declarations throughout the permit period, not only on the application date.
| Professional category | Multiple of gross minimum wage | 2026 monthly gross floor |
|---|---|---|
| Senior executives and pilots | 5x | 165,150.00 TL |
| Engineers and architects | 4x | 132,120.00 TL |
| Other managers | 3x | 99,090.00 TL |
| Roles requiring expertise or mastery | 2x | 66,060.00 TL |
| Domestic services and other occupations | 1x | 33,030.00 TL |
Guides written before the 2026 adjustment still circulate with an engineering floor in the region of 112,000 TL, calculated from the previous year’s minimum wage. Filing against a stale figure produces a refusal on a criterion the company believed it had satisfied.
⚖️ Can We Hire a Foreigner With Fewer Than Five Turkish Employees?
In several defined situations, yes. The Ministry’s evaluation criteria were amended with effect from 3 August 2026 to disapply the employment and financial adequacy criteria in specific cases, and these exemptions are not yet reflected in most published guidance. The provisions carry their own effective dates in the Ministry’s published work permit evaluation criteria, which is where the current text should always be checked before a file is built around one of them.
The broadest of them turns on the foreign national’s own history in Turkey. Where the foreign national has stayed in Turkey lawfully for at least one year within the three years preceding the application date, whether on a work permit, a residence permit or under international protection, an in-country application made on their behalf is assessed without the employment and financial adequacy criteria. The exemption is limited to three foreign nationals per workplace.
A ceiling sits alongside it. The number of foreign nationals working on a permit at a workplace using this exemption may not exceed the number of Turkish citizens working at the same workplace. Where more than three foreign nationals meeting the conditions are to work at the same workplace, the fourth and every subsequent application is assessed under the general rule, meaning five Turkish citizens and the financial adequacy criterion for each one.
A second group of exemptions is sector based and time limited. In the manufacturing sector, until 31 December 2027, one additional foreign national may be assessed free of the employment criterion for every five Turkish citizens employed at that workplace on a branch basis. The same structure applies to poultry farming and to waste collection, recovery and disposal activities. In those last two sectors, a workplace with fewer than five Turkish employees may be assessed for up to two foreign nationals without the employment and financial adequacy criteria on an in-country application, provided the number of foreign nationals does not exceed the number of Turkish citizens.
Finally, a category of foreign nationals is assessed without the employment, financial adequacy and salary criteria altogether. It includes foreign nationals whose mother, father or child is a Turkish citizen, holders of a long-term residence permit, foreign nationals who have lived in a marital union with a Turkish citizen for at least three years, and, under a provision effective from 3 August 2026, foreign nationals who have spent at least eight years in Turkey on a work permit or on short-term, family, student, long-term or humanitarian residence permits. Meeting one of these descriptions does not create an absolute right to a permit, but it removes the criteria that block most files.
⚖️ Sector Rules That Change the Whole Calculation
Information technology carries the most generous treatment. For workplaces operating in the IT sector, applications concerning specialist roles such as software development, database administration, mobile software, systems, network and security, and enterprise architecture are assessed without the employment and financial adequacy criteria. A software company with two Turkish employees is therefore in a different position from a trading company with the same headcount (which is why the declared field of activity in the Trade Registry record is worth checking before anyone drafts the application).
The same specialist roles carry a narrower exemption outside the sector. A company whose main business is not IT may still have applications for those specific roles assessed without the employment and financial adequacy criteria, limited to two foreign nationals.
Research and development sits in its own category. Foreign nationals employed as research, innovation or design personnel at companies holding an R&D centre or design centre certificate under Law No. 5746, and foreign nationals working within a technology development zone under Law No. 4691, are assessed without the employment and financial adequacy criteria, subject to a favourable opinion from the Ministry of Industry and Technology (Sanayi ve Teknoloji Bakanlığı).
Tourism replaces the ratio with a flat number. For establishments certified by the Ministry of Culture and Tourism (Kültür ve Turizm Bakanlığı) and the defined businesses operating with them, the employment criterion is not applied where at least ten Turkish citizens are employed. Since 11 March 2026, accommodation businesses may also apply for one additional foreign national for every five Turkish citizens employed at the branch, for roles outside the expertise and mastery category.
Aviation and public projects complete the picture. Foreign nationals working as senior executives or in roles requiring expertise at the Turkish representative offices of foreign flag carrier airlines are assessed without the employment and financial adequacy criteria, as are foreign nationals working on projects implemented under bilateral or multilateral agreements to which Turkey is a party, and on public procurement contracts and their subcontracts.
⚖️ How the Application Is Filed and How Long It Takes
Turkish work permit applications follow two distinct paths depending on where the foreign national is standing when the file opens. An in-country application is filed by the employer through the Ministry’s electronic system where the foreign national already holds a valid residence permit. An application from abroad begins in person at the Turkish embassy or consulate in the country of citizenship or lawful residence, which issues a sixteen digit reference number, and the employer then completes the domestic leg of the application using that number.
The assessment period is set by statute. Under Law No. 6735 on International Labour Force, an application made in accordance with procedure is concluded within thirty days, provided the information and documents are complete. The proviso does the work: an incomplete file does not start the clock, and each round of missing documents restarts it in practice.
Preparation time is where companies lose months. Documents issued abroad generally require apostille certification under the Hague Apostille Convention and sworn translation into Turkish, and a diploma issued outside Turkey may require an equivalence certificate. Collecting those from three jurisdictions at once is the realistic constraint on the timeline, not the Ministry’s review.
A work permit fee and a valuable paper charge are payable once the application is approved, and payment must be made within the period notified; an approved permit whose fee is not paid in time does not take effect. Current amounts are published by the Ministry, and companies budgeting for a group of transfers should confirm the figures for the year in which the permits will issue rather than the year of planning.
⚖️ Do We Still Need a Residence Permit If the Work Permit Is Approved?
No. Under Article 27 of Law No. 6458 on Foreigners and International Protection (Yabancılar ve Uluslararası Koruma Kanunu), a valid work permit counts as a residence permit for the period of its validity. The foreign national does not file a second application with the Presidency of Migration Management (Göç İdaresi Başkanlığı) to legalise their stay.
A work permit exemption document has the same effect. Where the Ministry issues a work permit exemption, that document also stands in place of a residence permit while it is valid, and it entitles the holder to work without obtaining a separate work permit. If the exemption ceases to be valid for any reason, the residence right attached to it ends with it.
Family members follow a separate route. A foreign national holding a work permit becomes a sponsor for family residence purposes, and the spouse and dependent children apply for family residence permits in their own right. A family residence permit does not authorise its holder to work, so a spouse who intends to take a job in Turkey needs a work permit of their own. The general rules on obtaining a residence permit in Turkey apply to those applications.
Investors who hold property or other assets in Turkey without employment sit outside this framework entirely and are covered in our note on residence permits for investors. The distinction matters for shareholders in particular: holding shares in a Turkish company creates no right to work in it, and a shareholder who signs contracts, directs staff or performs a management role is working, whether or not a salary is declared for it.
⚖️ What Happens If the Work Permit Is Refused?
A refusal is appealable within thirty days. Under Article 21 of Law No. 6735, decisions rejecting a work permit or work permit exemption application, and decisions cancelling documents already issued, are notified under the Notification Law No. 7201, and the interested party may object to the Ministry within thirty days of notification. If the objection is rejected, the administrative judicial route opens.
The objection has to answer the stated ground. A petition consisting of general statements about the company’s importance or the candidate’s qualifications does not address a refusal issued on the employment criterion. What moves the file is evidence: updated social security records showing the required headcount, a Trade Registry record showing capital that has actually been paid in, or a corrected professional category with the salary that matches it.
Sometimes the better decision is not to object. Where the refusal is factually correct and the underlying defect can be repaired, a fresh application from a repaired position is faster than an objection that argues against an accurate finding. The choice between the two depends on which ground was cited and whether the correction can be documented, and it is worth making deliberately rather than by default.
One timing trap deserves attention in exemption-based files. Where a permit was issued under a sector, occupation or job based exemption, an in-country application to work for a different employer outside that sector within six months of the permit start date is assessed negatively except in cases of force majeure. The same six month rule applies to permits issued in domestic services and animal husbandry on the basis of an application from abroad.
⚖️ Employer Obligations After Approval, and What Non-Compliance Costs
Approval starts a reporting duty. Under Article 22 of Law No. 6735, employers of foreign nationals, and foreign nationals holding independent or indefinite work permits, must notify the Ministry within fifteen days of the start and end of work, and of any circumstance requiring cancellation of the permit or exemption. The notification goes to the Ministry of Labour and Social Security, not to the migration authority.
Social security registration runs in parallel. The foreign national must be registered with the Social Security Institution (Sosyal Güvenlik Kurumu) and contributions must be paid on the declared salary, which is also the salary the work permit was granted on. A payroll figure below the professional category floor creates exposure on both the permit and the social security side at once.
The penalties are set annually and are per foreign national. For 2026, an employer who employs a foreign national without a work permit is fined 102,503 TL for each one. A foreign national working without a permit under an employer is fined 40,977 TL, and one working independently without a permit is fined 82,010 TL. Failure to make the statutory notification within the period costs 6,805 TL for each foreign national, for both the employer and the independently or indefinitely permitted foreign national.
Repetition doubles the exposure. Under Article 23 of Law No. 6735, the administrative fines listed above are applied with a one hundred per cent increase where the act is repeated. The amounts themselves are revalued each calendar year under the Misdemeanours Law No. 5326, using the revaluation rate published under the Tax Procedure Law; the rate applied for 2026 is 25.49 per cent, which is why a figure quoted from a two year old article understates the current risk by roughly half. Ongoing exposure of this kind is usually handled as part of a wider corporate compliance review rather than permit by permit.
⚖️ The Turquoise Card and Long-Term Work Authorisation
The Turquoise Card grants the foreign national an indefinite right to work in Turkey and grants their spouse and dependent children a right of residence. It is issued under Law No. 6735 to foreign nationals assessed on their level of education, professional experience, contribution to science and technology, the effect of their activity or investment on the Turkish economy and employment, and the recommendations of the International Labour Force Policy Advisory Board.
The first three years are a transition period, and this is the part most descriptions omit. The Turquoise Card is issued with a three year transition period recorded on it, during which the Ministry may request information and documents from the employer or the foreign national about the activities being carried out. Treating the card as settled status from day one is the mistake that ends it.
Removing the transition annotation requires a timed application. Where the card has not been cancelled during the transition period, the annotation is removed on the foreign national’s own application and an indefinite Turquoise Card is issued. That application may be made from the point at which one hundred and eighty days remain before the transition period expires, and in every case it must be made before the period expires. An application made after expiry is rejected and the Turquoise Card becomes invalid.
A transitional right follows cancellation. Where a Turquoise Card is cancelled, or where the holder applies for a work permit within one year of the card ceasing to be valid, the application is assessed under the principles determined by the International Labour Force Policy Advisory Board rather than falling outside the system entirely.
⚖️ Business Visitors: What Can Be Done Without a Work Permit
Turkish law treats short, non-productive presence differently from employment. A cross-border service provider, defined under Law No. 6735 as a foreign national present in Turkey temporarily for the purpose of providing a service and paid from a source inside or outside Turkey, includes the business visitor, the contractual service supplier and the independent professional. The category exists precisely because not every business trip is employment.
Meetings, negotiations, board attendance, training received rather than delivered, and site visits generally fall outside work permit requirements. What falls inside is productive work for a Turkish workplace, including delivering services to Turkish clients, performing the duties of a role, or working under the direction of a Turkish entity, regardless of who issues the invoice.
Some short technical activities have their own exemption route rather than a permit. Foreign nationals whose permanent residence is abroad and who come to install, maintain or repair imported machinery and equipment, to provide training on its use, or to take delivery of equipment, may be assessed under the work permit exemption regime on condition that the total stay does not exceed three months within one year from the date of entry into Turkey, documented accordingly.
The practical risk for companies is cumulative rather than dramatic. A visitor whose trips lengthen, whose meetings turn into supervision, and whose presence starts to look like a role is the file that attracts an inspection, and the fine at that point is assessed against the Turkish entity per foreign national.
⚖️ Remote Work and the Digital Nomad Identification Certificate
Turkey does operate a digital nomad route, and descriptions claiming otherwise are out of date. The Digital Nomad Identification Certificate is issued through the official GoTürkiye platform to eligible remote earners, who then apply for the corresponding visa at a Turkish visa centre or consulate. The published application requirements set the conditions directly.
The eligibility conditions are specific. The applicant must be between 21 and 55 years old, hold a university diploma or equivalent certificate of graduation, hold a travel document valid for at least six months from the date of arrival in Turkey, provide a contract with a company outside Turkey as an employee or a business contract as a self-employed person, submit a biometric photograph, and document a monthly income of 3,000 US dollars or 36,000 US dollars annually.
Eligibility is also closed by nationality. The certificate is available to citizens of thirty-six listed countries, covering the European Union member states, the United Kingdom, Switzerland, Norway, Iceland, Liechtenstein, the United States, Canada, the Russian Federation, Ukraine and Belarus. An applicant outside that list does not enter the programme, whatever their income.
The certificate is a gateway document, not a residence right. It supports the visa application and, for an applicant already in Turkey, the residence permit application; the legal basis for staying remains the residence permit issued under Law No. 6458. The certificate authorises nothing in the Turkish market either: income must come from companies outside Turkey, and a remote worker who takes on a Turkish client is asking a work permit question, not a digital nomad question.
Employers should read that last point twice. A foreign company that lets an employee work remotely from Istanbul and then assigns them to serve Turkish customers has moved from the remote work framework into the work authorisation framework, and the exposure sits with whichever entity is treated as the employer in Turkey.
⚖️ How We Work With International Employers
Oznur & Partners is based in Istanbul and works with employers whose head offices are elsewhere, which means most of the file runs remotely. Company incorporation, capital increases, corporate bank account opening, contract negotiation and the work permit application itself are handled without the client travelling, on the basis of a power of attorney executed before a notary in the client’s own country, certified under the Hague Apostille Convention and translated by a sworn translator.
Corporate immigration rarely arrives alone. An inbound hire usually sits next to a formation question, a payroll question and a tax residence question at the same time, which is why this work is coordinated with our corporate practice in Istanbul, our labour law team on employment contracts and terminations, and our tax advisory on the consequences of an employee crossing into Turkish tax residence. Companies entering the market for the first time usually start from our overview of Turkish law for foreign investors and businesses.
The firm’s corporate immigration practice is recognised as the exclusive Turkey contributor for corporate immigration in the Legal 500 EMEA guides and in the Chambers and Partners Corporate Immigration 2026 practice guide. Individual questions from foreign nationals rather than employers are handled by our immigration team, which covers residence, deportation and status matters outside the corporate context.
⚖️ Getting the Order Right
The company that opens a Turkish work permit file after choosing the candidate is solving the problem backwards, and the Ministry’s criteria are the reason. Headcount, capital, turnover and salary category are all facts about the employer, and all of them are adjustable before an application and fixed on the record afterwards. The exemptions that entered force on 3 August 2026 widen the field considerably for companies that know they exist, and narrow nothing for companies that do not.
Foreign staff can be brought into Turkey lawfully, predictably and within a statutory thirty day assessment period. What decides whether that happens is not the strength of the candidate but the condition of the company on the day the file is opened, and that condition is still adjustable right up to the moment of filing (after which it becomes a record the Ministry reads back on every renewal).
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Whether you are hiring your first foreign employee in Istanbul, moving executives into a newly incorporated Turkish subsidiary, or responding to a refusal within the thirty day objection period, our corporate immigration lawyers can assess the file and tell you where it stands.