Time-limited work permit, is a type of permit that grants a foreigner the right to work for a specified employer, workplace, and occupation for a limited period. Pursuant to Article 10 of the International Labour Law No. 6735, a permit may be granted for a maximum of one year upon the initial application, a maximum of two years upon the first extension with the same employer, and a maximum of three years for subsequent extensions each time. These periods are not automatically acquired rights, but rather maximum periods that the Ministry may grant upon a favorable evaluation.

If the employment or service contract is for a shorter duration, the work permit cannot exceed the contract term. When changing employers, the application is not considered an extension; the application made on behalf of the new employer is evaluated according to the provisions for initial applications. Therefore, even if the foreigner has obtained a two- or three-year permit with the previous employer, they cannot automatically retain the same duration when transferring to a new employer.

Application stage	Maximum permit duration	Basic condition
Initial work permit application	Maximum 1 year	Specific employer, workplace, and job; not exceeding the contract duration
First extension with the same employer	Maximum 2 years	Timely filing of the application and continuation with the same employer
Subsequent extensions with the same employer	Maximum 3 years each time	Working in compliance with the same employer and permit conditions
Change of employer	Initial application regime; maximum 1 year	New work permit application on behalf of the new employer

What is a Work Permit of Defined Duration?

A-term work permit is not a general license granting foreigners the right to work freely across all of Turkey and in any occupation of their choice. The permit is issued to work in a specific job at a specific workplace belonging to a specific natural or legal person, or public institution or organization, or at their workplaces within the same line of business. The records regarding the employer, workplace, duty, profession, and duration on the permit document constitute the boundaries of the right to work.

A foreigner working for a different employer, failure of their duty or profession to align with the scope of the permit, or the continuation of actual work despite the expiration of the permit creates the risk of sanctions and revocation. In this respect, a term work permit differs from indefinite and independent work permits. For the general framework of the work permit system work permit for foreigners you can review our service page.

For How Many Years Is the Work Permit Granted in the Initial Application?

If the initial work permit application is approved, the foreigner may be granted a permit for a maximum duration of one year. The one-year upper limit does not change depending on whether the application is made from within or outside the country. However, the Ministry may issue a permit for less than one year due to the contract term, passport validity, duration of the requested job, the status of the foreigner, and the characteristics of the application.

Is a one-year permit necessarily a full year?

No. The phrase "maximum one year" in the law indicates the ceiling duration. For an eight-month fixed-term contract, the permit duration generally cannot exceed eight months. The validity period of the passport or the document replacing the passport may also limit the permit duration. When deemed necessary, the Ministry may grant a shorter permit than requested.

What is the start date of the permit?

The validity start and end dates are indicated on the work permit document. It is crucial to pay the required fees and valuable paper costs within the prescribed period and to have the permit document issued. A foreigner must not be actually put to work prior to the permit commencement date simply because the application resulted positively. The timing of SSI (SGK) and employment commencement notifications must also be monitored.

Two-Year Work Permit Upon the First Extension

An extension application may be filed for a foreigner who wishes to continue working with the same employer before the initial granted permit expires. If the application is evaluated positively, a permit of up to a maximum of two years can be granted for the first extension. The condition of “the same employer” herein is of fundamental importance. Changes in the trade name, SSI workplace, and employer legal entity must be examined on a case-by-case basis.

The granting of a two-year period is not automatic. The Ministry may take into account the duration of the contract and the evaluation criteria of the application; it may grant a shorter-term extension or reject the request if conditions are not met. Ensuring harmony among SSI records, wage payments, actual duties, and notification obligations during the initial permit period is important for the sound evaluation of the application.

Three-Year Work Permit in Subsequent Extensions

In the second and subsequent extension applications made with the same employer, a work permit for a maximum period of three years can be granted each time. The law does not automatically grant the foreigner the right to an indefinite work permit following the first extension. The three-year permit also remains tied to a specific employer and scope of work.

The interpretation that “one year + two years are completed, the third permit will definitely be issued for three years” is incorrect. Three years is the upper limit. A shorter permit may be issued as a result of a two-year employment contract, insufficient passport validity, the project duration of the work, or the Ministry's assessment. Furthermore, previous permit periods must be executed within the same employer chain and in compliance with the law.

Does the Duration Reset to One Year Upon Change of Employer?

A work permit application made on behalf of a new employer is evaluated as an initial application, not as an extension. The seniority permit tier of the foreigner with the former employer is not transferred to the new employer. Therefore, the maximum period for the new application is once again one year. Having a valid permit with the former employer is not sufficient to start working with the new employer.

When the former employment terminates, SSI termination and Ministry notifications must be made; the foreigner must not be actually employed at the new workplace before the new employer's permit application results positively. Permit and SSI steps for employer changes employer change in work permit is explained in detail in our guide.

What happens if the company name or workplace address changes?

Every change does not constitute an employer change. While the legal entity remains the same, only the trade name or address may have changed. Conversely, mergers, acquisitions, or transitions to a different legal entity may result in an employer change. Trade registry, tax, and SSI workplace records must be evaluated together to determine whether a notification to the Ministry or a new application is required.

When Must the Extension Application Be Filed?

A work permit extension application must be submitted starting from 60 days before the expiration of the current permit and, in any case, before the permit term expires. An application made after the permit expires is not accepted as an extension. Therefore, the final day should not be awaited; employer documents, the foreigner's passport, contract, and system records must be prepared in advance.

For detailed information regarding the timing and documents of the application, work permit extension application you may review our article. The main purpose of this page, rather than the extension procedure, is to explain the one-, two-, and three-year duration system.

Can work continue while the extension is being evaluated?

A foreigner who has made a timely and duly filed extension application may continue to work for the same employer and within the scope of the same job until the application is finalized; this working period shall under no circumstances exceed 90 days. If actual work continues, SSI (SGK) premiums and notifications must also be maintained without interruption. The 90-day period does not legitimize a late or incomplete application.

Entry into Turkey Within Six Months for Permits Issued from Abroad

A foreigner granted a work permit based on an application made from abroad is obliged to enter Turkey within six months from the date the permit validity begins. The work permit of a foreigner who fails to enter Turkey within this period shall be revoked. Following entry into Turkey, work must commence within one month by fulfilling social security obligations.

There is no residence permit requirement for applications made from abroad. However, for applications to be made from within Turkey, a valid residence permit of the required qualification is generally sought. This distinction obtaining a work permit without a residence permit is explained in our article.

How Does the Employment Contract Affect the Permit Duration?

A fixed-term work permit cannot exceed the duration of the employment or service contract. Making a three-year contract upon initial application does not ensure that the foreigner is granted an initial three-year permit; the statutory upper limit remains one year. Conversely, even if there is a two-year upper limit for the first extension, if the contract is only for nine months, the permit cannot be issued for longer than that period.

The duties, remuneration, workplace, and employer information in the contract must comply with the e-Permit application and SSI (SGK) records. For the list of application documents, documents required for foreign work permit you can benefit from our guide.

Does the Passport Validity Period Shorten the Work Permit?

The validity period of the passport or substitute document may affect the duration for which the work permit can be issued. In applications made with a passport that does not meet the statutory maximum duration, it is possible to grant a shorter permit or request the renewal of the document. Therefore, especially if a two- or three-year extension is targeted, the foreigner's passport validity must be checked before application.

Do the 2026 Evaluation Criteria Affect the Work Permit Duration?

The one-, two-, and three-year duration tiers are not solely dependent on time. For the application to be concluded positively, current evaluation criteria must be met with respect to both the employer and the foreigner. As a rule, workplaces subject to the balance sheet method are required to employ at least five Turkish citizens for each foreigner; however, there are exceptions that entered into force on August 3, 2026, applicable to certain foreigners and sectors. Therefore, the five Turkish employee rule should not be assumed immutable and without exception in every file.

2026 financial adequacy criteria

According to the general criteria, paid-in capital must be at least 500,000 TL in a new workplace subject to the balance sheet method. For an active workplace, at least one of the following criteria is required: paid-in capital of at least 500,000 TL, net sales reaching at least 8,000,000 TL, or exports reaching at least 150,000 USD. The sector, the foreigner's status, and special exceptions are evaluated separately.

2026 wage criteria

Duty or profession	Gross minimum wage coefficient
Senior executive and pilot	5 times
Engineer and architect	4 times
Other manager	3 times
Jobs requiring expertise or craftsmanship	2 times
Domestic services and other works	1 time

For the scope and exceptions of the criteria work permit evaluation criteria, for wage tiers wage criteria for foreign employees you can review our articles.

2026 Work Permit Fee of Defined Duration

In 2026, the fee for a work permit with a duration of up to one year is 12,574.90 TRY. A fee of 25,149.80 TRY is charged for permits of more than one year and up to two years; and 37,724.70 TRY for permits of more than two years and up to three years. A valuable paper fee of 964 TRY is added to these amounts. If the fees and the valuable paper cost are not deposited separately and to the correct account codes within 30 days from notification, the application may be rejected.

The payment of the fee for a three-year permit does not imply that the request for a three-year permit will necessarily be approved. Payment must be made in accordance with the duration deemed appropriate by the Ministry and the accrual notification sent by it.

Does a Work Permit of Defined Duration Replace a Residence Permit?

A valid work permit is considered a residence permit pursuant to Law No. 6458. As a rule, the foreigner is not required to obtain a separate residence permit for the same period. However, when the work permit expires or is revoked, the dependent legal basis for stay may also be affected. It must be additionally verified whether the foreigner holds any other right of residence.

The Difference Between Rejection, Cancellation, and Expiration of Time

Status	Meaning	Key result
Rejection of application	The requested permit has not been granted	No new right to work shall arise
Revocation of the permit	The existing permit is terminated before its expiration date	The right to work granted by the permit terminates prospectively
Expiration of the term	The end date specified in the document is reached	If there is no timely extension, the right to work shall terminate

These three situations should not be used interchangeably. For grounds for refusal, rejection of the work permit application, for the subsequent termination of the existing permit, revocation of work permit you may review our guides.

The expiration of a work permit on the date indicated on the card and its revocation by the Ministry while the permit period is ongoing give rise to different legal consequences. For grounds for revocation, the 15-day notification obligation, its effect on the right of residence, and application remedies revocation of work permit 2026 you may review our guide.

The Difference Between Timed, Indefinite, and Independent Work Permits

A fixed-term work permit is tied to a specific employer and period. Foreigners who hold a long-term residence permit or have at least eight years of legal work permit in Turkey may apply for an indefinite work permit; fulfilling the conditions does not create an automatic right of approval. An independent work permit, on the other hand, is evaluated based on criteria such as the foreigner's educational level, professional experience, contribution to science and technology, and the impact of their activity on the economy and employment.

For application conditions based on a long-term residence permit or at least eight years of legal work permit history, the rights granted by the indefinite permit, and the five-year document renewal procedures indefinite work permit 2026 you may review our guide.

Application Examples for One-, Two-, and Three-Year Periods

Example 1: Three-year contract upon initial application

Even if a company signs a three-year employment contract with a foreign engineer, the duration that can be granted in the initial application is a maximum of one year. A three-year contract indicates the planned duration of the foreigner's employment relationship; it does not eliminate the one-year initial permit limit set forth in the Law. If employment with the same employer is to continue at the end of the first year, an extension application must be filed within the due period.

Example 2: Six-month project upon initial application

If a foreigner is to be employed for a six-month project, the permit may be limited to the project or contract duration despite the one-year upper limit. The fact that the employer explains its need as six months yet requests a longer permit does not produce results on its own. It is essential that the permit duration aligns with the actual duration of the work.

Example 3: Same employer after a one-year permit

If the foreigner has used their initial one-year permit at the same company and for the role within the scope of the permit, a maximum two-year permit may be requested upon the first extension. However, the Ministry is not obligated to grant two years. If the contract is extended by one year or if the passport has a short validity period, a shorter permit may be issued.

Example 4: New employer while the initial permit is ongoing

If a foreigner wishes to transfer to another company before the permit period with the initial employer expires, the existing card does not grant the right to work with the new employer. An initial application is made on behalf of the new company, and the maximum duration that can be granted is one year. The remaining time on the former employer's permit is not transferred to the new company. Initiating actual work without obtaining a new permit may lead to sanctions for unauthorized employment.

Example 5: Company transfer during a two-year extension

The transfer of company shares is not always deemed a change of employer; the legal entity may remain the same. Conversely, transferring a foreign national to the payroll of a different legal entity constitutes a genuine change of employer. The determining factor is not the title of the trade registry transaction, but whether the employer stated on the permit document and the de facto employer are the same. Procedures regarding the Ministry and SSI must be planned before the transfer is completed.

Example 6: Extension application made one day late

If the current permit expired yesterday, an application made today is not accepted as an extension application. The fact that the foreign national has been working for the same employer for years does not change this outcome. A new initial application may be required, and employment cannot be continued during the intervening period. The expiry date on the permit card must be taken as the basis for calendar calculations; the final day should not be awaited, due to the risks of weekends, system malfunctions, and missing documents.

Example 7: Passport validity in a three-year extension

Even if the foreign national meets the three-year permit condition during the subsequent extension stage, if their passport is set to expire shortly, granting a three-year permit may not be possible. Renewing the passport prior to the application can prevent both the shortening of the permit duration and the subsequent need to update documents.

Example 8: Active SSI registration despite expired permit duration

The failure to submit the SSI termination notice does not extend the foreign national's work permit. Work permit and SSI affiliation are two separate legal domains. If the right to continuation based on a permit or statutory extension has expired, merely having an active SSI record does not render de facto employment lawful. Employers must monitor the permit calendar and SSI records in coordination.

How Should the Timed Work Permit Timeline Be Established?

Prior to application: Passports, contracts, employer and duty information, along with current criteria, are reviewed.
Application stage: Documents are uploaded to the e-Permit system in accordance with the domestic or international application channel.
Favorable evaluation: The fees and valuable paper costs notified by the Ministry shall be paid within 30 days.
Start of permit: The foreigner starts working within the scope of the permit; SSI and Ministry notifications are made.
Permit period: Wage, duties, employer, SSI, and workplace shall be kept consistent with the permit.
60 days before expiration: If employment will continue with the same employer, extension preparations are initiated.
Before the permit expires: The extension application is submitted to the system completely.
Evaluation period: Work may be continued with the same employer and in the same job for a maximum of 90 days under statutory conditions.
New permit: The period granted by the Ministry, along with fee, card, and notification records, is re-examined.

Which Records Should Be Checked in the Extension File?

When preparing an extension application, uploading only the previous work permit card to the system is insufficient. The foreign national's current passport, employment contract, duties within the scope of the permit, SSI (SGK) service breakdown, payroll, and wage payments must be examined together. The currency of the employer's records, such as the trade registry, certificate of activity, balance sheet, or income statement, must be verified. For health, education, or academic duties requiring prior authorization, the validity of the relevant institutional document must also be evaluated.

Employing the foreign national in a different capacity during the previous period, reporting wages lower than those pledged in the application, failing to reflect an employer change in the system, or having gaps in SSI (SGK) records may require justification. Such non-compliance may affect the outcome of the extension, even if the foreign national has reached the two- or three-year tier. The duration tier does not substitute for other application requirements.

What Can Be Done If a Permit Shorter Than the Maximum Period Is Granted?

The Ministry granting a permit shorter than the maximum duration of one, two, or three years is not unlawful in every case. First, it must be verified whether the short duration is explained by the employment contract, passport validity, project period, prior authorization document, or the application request. If there is a clerical error in the permit document, a correction may be requested through the e-Permit system and Ministry channels.

If it is considered that there is no legal or factual basis for the short-duration decision, the notification, permit document, and application file must be evaluated together. However, the mere fact that the foreign national is in the second or third tier does not automatically confer the right to demand a permit for the upper limit. If an administrative application or lawsuit is contemplated, deadlines, the rationale of the administrative act, and the legal benefit to be obtained must be determined based on the specific case.

Common Mistakes

Assuming that the initial permit will be granted for a full year in all circumstances.
Assuming that a two-year period is an automatic right upon the first extension.
Processing an employer change as an extension application.
Commencing work upon filing the application before the permit is issued.
Submitting the extension application after the permit validity period has expired.
Attempting to exercise the 90-day continuation right with the new employer.
Overlooking the fact that the employment contract and passport validity period may shorten the permit.
Applying the five Turkish employees rule without reviewing current exceptions.
Using the former 6.5/4/3 wage coefficients.
Continuing to work after the leave has expired because the SGK registration remains active.

Frequently Asked Questions

For how many years is the initial work permit granted?

Upon the initial application, a work permit may be granted for a maximum duration of one year, not to exceed the employment or service contract.

Is the first extension strictly for two years?

No. A maximum of two years can be granted for the first extension with the same employer. A shorter permit may be issued depending on the contract, passport validity, and evaluation result.

When can a three-year work permit be obtained?

A permit for a maximum of three years can be granted upon each second and subsequent extension application with the same employer.

Does the two- or three-year permit remain valid if the employer changes?

No. An application made on behalf of a new employer is considered an initial application, and the maximum period resets to one year.

Can a three-year permit be obtained upon the initial application with a three-year contract?

No. The statutory upper limit for the initial application is one year. Having a longer contract does not change this limit.

Can an eight-month permit be granted for a one-year contract?

The permit cannot exceed the duration of the employment or service contract; therefore, the permit for an eight-month contract cannot exceed this period either.

When is the earliest time to apply for an extension?

Applications can be submitted starting 60 days prior to the expiration of the current permit and must be completed before the permit expires.

Is it permitted to work until the extension is finalized?

In the case of a timely application with the same employer and for the same scope of work, employment may continue until the application is finalized, for a maximum of 90 days.

Will a short passport validity period shorten the permit duration as well?

Yes, passport validity may limit the duration of the permit. If a long-term extension is intended, the passport must be renewed in advance.

Is a work permit considered a residence permit?

A valid work permit is deemed to be a residence permit. Upon expiration of the permit, it must be separately assessed whether the foreign national has any other legal right to stay.

Does SGK registration legalize employment once the permit period expires?

No. SGK registration does not replace a work permit. If there is no permit or legal right to continued stay, the foreign national must not be actively employed.

Official Sources

Conclusion

Under the fixed-term work permit system, the initial application is granted for a maximum of one year, the first extension with the same employer for a maximum of two years, and subsequent extensions for a maximum of three years each. These periods do not constitute acquired or automatic rights. The employment contract, passport, employer, workplace, duties, current evaluation criteria, and timely submission of the application affect the duration and outcome of the granted permit.

Employing a foreign national outside the scope of the permit or after its expiration may entail sanctions. For the scope of these risks, penalty for employing unauthorized foreigners 2026 you may review our article. For each specific application, the employer's structure, the foreigner's status, and private sector criteria must be evaluated together.

Author Information

Attorney Batın YILMAZ

Istanbul Bar Association Bar Registry No: 77008

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This content is for informational purposes only. It does not aim to advertise, secure business, acquire clients, solicit, claim professional superiority, or guarantee results for any person or institution.

While preparing the content the Professional Rules of the Union of Turkish Bar Associations and the provisions regarding the prohibition of advertising for the legal profession have been observed. The information in this article does not constitute legal counsel or a definitive legal opinion with respect to any specific case.

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