For Turkish businesses looking to recruit employees from Uzbekistan or other Central Asian countries, finding a suitable candidate is only the first stage of the process.
Employers also need to consider the applicable work permit procedure, employment agreement, eligibility criteria, salary requirements and social security obligations.
The most structured approach is to define the actual personnel requirement first, identify an appropriate candidate and then complete the legal employment process before work begins.
Can a Turkish company hire foreign employees?
Yes.
Businesses in Türkiye may employ foreign nationals provided that the applicable requirements are satisfied and the employee has the necessary legal right to work.
Work permit applications are administered by Türkiye's Ministry of Labour and Social Security through the e-İzin Foreigners' Work Permit Application System. Applications may proceed from within Türkiye or from abroad depending on the candidate's circumstances.
Start by defining the position
Before beginning the permit process, employers should clearly identify:
the position; number of employees required; necessary experience; language requirements; workplace location; shift arrangements; salary; accommodation or transport benefits; required qualifications.
The more precisely the position is defined, the easier it becomes to identify suitable candidates.
How can an employer recruit a worker from Uzbekistan?
When a candidate remains in Uzbekistan, the overseas work permit process generally applies.
The candidate first visits the relevant Turkish embassy or consulate in the country where they are a citizen or legally present and receives a 16-digit reference number.
The candidate then provides that number to the employer in Türkiye. The employer uses it to continue the work permit application through the e-İzin system.
A simplified recruitment journey is:
Personnel requirement → Candidate selection → Employment terms → Contract → Consular application → Reference number → Employer e-İzin application → Ministry assessment → Legal onboarding
Is the “five Turkish employees for one foreign employee” rule always required?
No.
Under the general evaluation criteria for workplaces subject to balance-sheet accounting, employing at least five Turkish citizens for each foreign national is the basic employment criterion.
However, Türkiye's current rules contain significant exceptions based on the candidate's status, industry and type of work.
A rule effective from 3 August 2026, for example, provides an exemption from employment and financial-capacity criteria for up to three qualifying foreigners in certain in-country applications where the foreign national has legally remained in Türkiye for at least one year during the previous three years. Additional conditions apply.
There are also special rules for sectors including IT, tourism, education, healthcare, advanced technology, livestock, manufacturing, poultry and recycling.
Employers should therefore avoid making hiring decisions based solely on the simplified “5-to-1 rule.”
What financial criteria apply to employers?
Under the general criteria for relevant balance-sheet businesses, a newly established workplace must have at least TRY 500,000 in paid-in capital.
For an existing workplace, the general financial criterion requires at least one of the following:
TRY 500,000 paid-in capital, TRY 8 million in net sales, or USD 150,000 in exports.
Sector-specific or applicant-specific exemptions may apply.
What salary must a foreign employee receive?
The applicable salary criterion depends on the position.
Under the current general criteria, the gross minimum wage in effect on the application date is used as the reference. Minimum thresholds range from the minimum-wage level for certain occupations to multiples of the minimum wage for skilled positions, managers, engineers, architects and senior executives.
Employers should therefore ensure that both the job title and declared salary are consistent before submitting the application.
What documents are required?
The standard documentation includes an employment contract signed by both the employer and foreign employee and a copy of the employee's passport.
For professional occupations or other professions designated by the Ministry, an approved Turkish translation of a diploma or temporary graduation certificate may be required.
Certain regulated sectors such as healthcare and education may also require prior approval from the relevant Turkish authority.
How long does the work permit assessment take?
According to the Ministry, properly completed applications are generally assessed within 30 days, provided that all required information and documents are complete.
If additional documents are requested, the assessment period begins after the requested information has been uploaded.
Recruitment timelines should therefore include the official permit stage instead of assuming immediate commencement.
Are there responsibilities after the permit is issued?
Yes.
Foreign workers and their employers remain subject to social security and notification obligations.
For in-country applications, employment must begin while completing the applicable social security obligations within one month of the permit start date. For overseas applications, the relevant obligations must generally be completed within one month of the worker's entry into Türkiye.
What happens if a business employs a foreign worker without a permit?
This can create significant legal and financial exposure.
For 2026, the administrative fine published by the Ministry for an employer employing a foreign national without a required work permit is TRY 102,503 per foreign employee.
Businesses should therefore avoid allowing an employee to start work before the applicable legal employment requirements are satisfied.
How does ElemanUz support employers?
ElemanUz is designed to simplify the candidate-matching stage between employers in Türkiye and candidates, particularly from Uzbekistan and Central Asia.
The employer journey can be structured as:
Submit a personnel request → Define the position → Review suitable candidates → Connect with a candidate → Clarify employment terms → Complete the required official employment process
ElemanUz facilitates the employer–candidate connection. Work permit decisions remain the responsibility of Türkiye's competent public authorities.
Frequently Asked Questions
Can a Turkish business recruit employees directly from Uzbekistan? Yes. Once an appropriate candidate is identified, the overseas work permit procedure may be followed.
Does every foreign worker require five Turkish employees? Not in every case. The general criterion exists, but numerous exemptions and sector-specific provisions apply.
Does receiving a job offer guarantee a work permit? No. The Ministry independently assesses each application under the applicable criteria and international labour policy.
Conclusion
Hiring international personnel can help businesses access the workforce they need, but successful recruitment requires more than finding a candidate.
The process should combine accurate personnel planning, suitable candidate selection, transparent employment conditions and a correctly managed legal employment procedure.
Employers seeking personnel from Uzbekistan and Central Asia can use ElemanUz to submit their personnel requirements and begin connecting with candidates whose profiles match their needs.