Hiring a foreign domestic worker in Turkey—whether a nanny, elder caregiver or live-in housekeeper—requires aligning three legal tracks that operate simultaneously: immigration status, a compliant employment relationship, and social security enrollment. Each track is governed by a different legal source—6735 (International Workforce Law), 6458 (LFIP), 5510 (Social Security), and labor/data-protection regulations—so the only safe approach is document-first planning that anticipates desk reviews and inspections. Quotas, portal steps, e-signatures and supporting document lists are revised by circulars; therefore, practice may vary by year/circular and practice may vary by administration/province. Families should assume that every identity token, contract clause, SGK registration and bank transfer will later be read by an official who did not attend the hiring conversation, which is why clear bilingual drafting and consistent banking rails matter more than informal understandings. Where the employer is abroad or frequently traveling, a narrow power of attorney and sworn translations allow filings to proceed without gaps—see POA for foreigners and legal translation services for sequencing. Because household employment takes place in a private home, privacy and safety obligations carry added weight; camera use, access logs and health data need explicit consent frameworks under KVKK. Coordinating these moving parts through an experienced law firm in Istanbul and a responsive English speaking lawyer in Turkey helps families avoid avoidable refusals while keeping the home compliant.
Why Household Hiring Needs a Legal Playbook (Reality & Risk)
Domestic work occurs where law meets family life: bedrooms, kitchens and care routines. A single misstep—an application filed under the wrong portal category, a contract that glosses over live-in hours, or an SGK registration that understates actual work—can surface during residence renewals, inspections or disputes. Unlike corporate settings, there is no HR department to backfill missing documents, so evidence must be built from day one. The operational file should include identity pages, address registration, invitation letters, signed drafts in both languages, and a calendar mapping permit steps to SGK start dates. Because instructions and eligibility filters evolve by year and jurisdiction, practice may vary by year/circular and practice may vary by administration/province.
Families frequently underestimate sequencing risk. If the worker enters on the wrong status or overstays while a work-permit filing is pending, compliance can fail even when intent was lawful. Similarly, private cash payments that are not mirrored by bank trails undermine SGK records and later severance or overtime analyses. The safe model routes all consideration through the family’s account, labels transfers with contract references, and preserves receipts. Pre-briefing the worker on documentation habits reduces friction and sets expectations for leave, rest, and privacy boundaries. Cross-referencing immigration steps with employment and social security avoids the “approved in one desk, refused in another” problem.
Reputation and safety also sit on the line. A complaint about illegal employment or a data-privacy claim can reach neighbors, school contacts or building management. A measured `home-as-workplace` policy—visitor logs for therapists or tutors, safe storage of medications and cleaning agents, and clarified access to rooms—reduces both accident risk and litigation exposure. Where families operate across borders, governance by seasoned Turkish lawyers adds continuity: templates stay consistent, deadlines are met, and the file remains inspection-ready even if the employer is temporarily absent under a narrow POA.
Routes to Lawful Work: Work Permit, Residence Status and Entry Scenarios
Turkey structures foreign employment through 6735 (work permits) and 6458 (residence/entry), and the routes differ depending on the worker’s current location and status. In-country applications can be viable where the worker already holds a suitable residence status that allows conversion; out-of-country filings proceed through consular channels with a coordinated e-application and domestic employer steps. The “household services” category has its own documentary logic, focused on genuine need, identity verification and employer capacity. Because forms, quotas and conversion possibilities are periodically revised, practice may vary by year/circular; desk expectations can also diverge among provinces, so practice may vary by administration/province.
Employers should map scenarios before inviting a candidate. If the candidate is abroad, calendar embassy appointments, health-insurance proofs and return-ticket windows alongside the employer’s portal tasks. If the candidate is already in Turkey, confirm that current status, address registration and passport validity actually support a lawful application rather than creating an overstay risk. Cross-check the planned filing with our primers on work permits for foreigners and counsel coordination at work-permit lawyer Turkey; these explain how the online system, employer records and supporting letters interact. Each step should leave a paper trail that immigration, labor and SGK desks can read in one sitting.
Residence alignment is equally critical. Certain residence types dovetail with household employment, while others do not; avoid assumptions that any residence card automatically supports a work contract. Address registration and family composition records should be accurate, as they often appear in the file supporting the genuine-need narrative for child, elder or patient care. Where guidance changes mid-process, coordinators should adjust documents and not rely on earlier templates. Families who coordinate filings through a methodical Turkish Law Firm keep evidence synchronized across ministries and reduce the volume of follow-up correspondence.
Who Can Be Hired: Caregiving Needs (Child/Elder/Patient) and Eligibility Filters
Household hiring for foreign workers is need-driven. Files should demonstrate why the role is necessary in the home and how the candidate’s profile meets that need: childcare, elder care, or patient support. Authorities may expect to see birth certificates, medical reports, or disability documentation as appropriate, accompanied by sworn translations where required. The worker’s background—training certificates, prior employment letters, reference contacts—should be organized in a single folder with consistent name spellings across passports and certificates. Because eligibility proofs and acceptable document formats are refined by circulars and local practice, practice may vary by year/circular and practice may vary by administration/province.
Language and culture fit are compliance issues, not just personal preferences. Misunderstandings about medication schedules, dietary rules or religious observances can escalate into safety incidents or disputes that harden positions. Bilingual induction checklists, house rules acknowledged in writing, and a privacy addendum covering rooms, devices and visitor protocols reduce risk. Where children are present, families often add a code-of-conduct annex that restricts photography and social-media posting; these provisions harmonize with KVKK by setting consent boundaries and retention rules for any images or logs created in the course of care.
Role clarity separates lawful domestic work from quasi-medical or managerial roles that may be treated differently. Define the caregiving scope (companionship versus medical tasks), household chores (which rooms, which equipment), and mobility expectations (school runs, therapy visits). If the worker will drive, obtain local license acceptance and insurance endorsements before duties commence. If the worker will handle medications, keep physician instructions in the file and limit tasks to non-invasive support. These guardrails, typically drafted by a careful lawyer in Turkey, show regulators that the family treats the home as a regulated workplace with clear safety logic.
Application Workflow: Portals, Documents and Timing (Employer & Worker)
Successful filings start with a mirrored checklist for employer and worker. On the employer side: identity and address proofs, household composition records, invitation letter, draft contract, payroll plan, and SGK readiness. On the worker side: passport validity, biometric photo, education or training proofs, health insurance, and clean criminal record where requested. Prepare sworn translations and apostilles or consular legalizations as applicable—see legal translation services for formatting—and keep digital copies labeled consistently. Because portals and upload field names change over time, practice may vary by year/circular; screenshots of each submission step can help later if a desk questions what was uploaded.
Time is a compliance variable. Embassy appointments, e-application windows, and response times differ among missions and provinces, so create a Gantt-style calendar that anchors each step to a date and a responsible person. For absentee employers, a narrow POA empowers a local representative to sign, submit and collect documents; align the POA scope with immigration, employment and SGK acts so counters do not reject signatures. If either party travels during the process, notify counsel in advance so bookings are not lost and address registrations do not lapse. Coordination reduces adjournments and the risk that a lawful file times out for avoidable reasons.
Cross-checks close the loop. After submission, reconcile portal receipts, email confirmations and any fee payments. If the desk issues a clarification request, respond with evidence, not rhetoric: attach the missing page, provide a clearer translation, or submit the updated contract. Where province-level expectations diverge—extra letters, specific photo sizes, or notarization preferences—practice may vary by administration/province; treat these as design constraints rather than obstacles. Families who route filings through a disciplined Istanbul Law Firm keep a single source of truth that immigration, SGK and, if needed, dispute forums can read without confusion.
Employment Contracts: Bilingual Drafting, Scope of Duties, Place of Work
A household contract must read like a compliance blueprint, not a courtesy letter. Draft in Turkish with a faithful English counterpart so both parties understand the same obligations; the authoritative text at desks will be Turkish, but the mirrored English prevents operational drift. Identify the parties exactly as they appear on passports and Turkish IDs, align addresses with the residence registration, and specify the place of work as the private home with any secondary locations (school runs, clinic visits) described narrowly. List duties in plain terms—caregiving routines, meal preparation within dietary rules, light housekeeping tied to the cared-for person—and avoid vague “other tasks as needed” phrasing that invites dispute. Where forms or template clauses shift over time, practice may vary by year/circular; keeping a version-controlled folder with signed PDFs prevents “which draft did we use?” conversations later.
Hours and boundaries belong inside the contract rather than in chat threads. Specify the weekly schedule, rest days, and the escalation route for urgent changes (for example, temporary night monitoring after surgery) so overtime calculations remain traceable. If live-in is agreed, define private room standards, visitor rules, device usage, and emergency contacts; when care involves medications or mobility assistance, attach physician instructions and a simple log template. A short confidentiality clause should protect family information, home access codes, and images, linking to a KVKK (data protection) notice that explains what personal data the household collects and for what purpose. For families abroad, empower a representative through a narrow instrument to sign, submit and receive documents; sequencing for delegation is explained in power of attorney for foreigners.
Signatures and translations are not clerical details—they are the contract’s lifeline at inspection. Ensure name order and diacritics match across passports, permits and bank accounts; mismatches trigger desk questions and payroll rejections. If the worker’s prior references or certificates are in a foreign language, attach sworn translations and keep the originals in the evidence pack; formatting rules evolve and practice may vary by administration/province. Many families rely on an English speaking lawyer in Turkey to harmonize bilingual drafting with portal logic, while project management from a detail-focused law firm in Istanbul keeps edits, annexes and initials consistent from first draft to onboarding.
Wages, Hours, Overtime/Rest, Leave and Live-in Specifics
Remuneration should reflect lawful wage floors and be routed through traceable banking rails that match the contract’s schedule. Avoid cash except for reimbursing small, documented household purchases; even then, create a receipt and bank a periodic reconciliation to keep the ledger clean. State how and when pay is reviewed, what happens during hospital stays or travel with the family, and how per diem or travel allowances are evidenced. Because statutory floors, ceilings and formulas are adjusted by circulars, exact figures are avoided and practice may vary by year/circular; the defensible approach is to define method, timing and proof rather than debating numbers mid-inspection. Families that coordinate payroll through an Istanbul Law Firm rarely face mismatches between declarations and bank trails.
Schedule discipline protects everyone. Set a normal weekly pattern and define rest days; if live-in, clarify boundaries—quiet hours, visitor policy, and off-premises time. When urgent needs disturb the schedule, the contract should provide a simple approval path and compensation logic so that overtime or recovery time is predictable. For leave, list categories (annual, sick, compassionate) and the documentation threshold (e.g., medical note) without imposing disproportionate hurdles. Where local practice on e-documentation or leave proofs changes, practice may vary by administration/province; build a modest buffer into calendars to avoid forcing noncompliant patterns.
Care contexts produce edge cases—night waking, contagious illness, travel abroad with the family—that demand forethought. If the worker accompanies the family on trips, address visas, insurance and daily schedules in an annex; if they remain at home, define lineup for backup care and communication protocols. When the role involves “sleep-in” presence, distinguish passive presence from active night duty so rest entitlements remain intact. A measured, document-first posture—often coached by a pragmatic lawyer in Turkey—prevents stress events from metastasizing into legal disputes, while the oversight style associated with experienced Turkish lawyers keeps logs consistent with what SGK and inspection desks expect to see.
SGK Enrollment & Social Security: Registration, Premiums and Health Coverage
Social security (SGK) is the backbone of lawful employment and the first file an inspector will open. Register the worker promptly under the correct household employee code, align the start date with the work-permit validity, and keep the e-Devlet receipts in the evidence pack. Premium rates and reporting mechanics change by year and circular, so practice may vary by year/circular; the reliable method is to fix a monthly reminder before cut-off dates, reconcile payments to the payroll ledger, and archive confirmation screens as PDFs. If the employer is abroad, a narrow POA can authorize a local representative to complete registrations; pairing that mandate with screen captures and bilingual cover notes prevents ambiguity at audit.
Premium calculation should mirror reality. If the worker’s schedule changes (temporary live-in after hospital discharge, extra hours during travel), create a dated addendum and adjust declarations prospectively rather than “true up” informally. Where medical examinations or vaccinations are relevant to the caregiving context, confirm lawful bases and keep proofs; compulsory arrangements evolve and practice may vary by administration/province. Because health insurance and SGK coverage intersect with immigration renewals, maintain a single folder for premiums, policy documents and renewals so immigration and labor desks read the same story. Families often engage a compliance-minded Turkish Law Firm to standardize this cadence across multiple hires.
Data consistency across systems avoids headaches: the worker’s name, address and permit number must match SGK, immigration portals and bank records. If a typo occurs, correct it in writing and keep acknowledgments; misalignments can freeze benefits or delay renewals. For rules of thumb on sequencing government tasks with residence documentation, review residence permits and process planning at residence permit applications for expats. A methodical lawyer in Turkey will set the order of operations so declarations go live only after identity and address tokens are confirmed, a habit shared by teams within a seasoned law firm in Istanbul.
Privacy & Data (KVKK): IDs, Health Data and Home CCTV/Access Logs
Domestic employment touches sensitive data: IDs, health notes, medication routines, door codes and sometimes CCTV footage. Under KVKK, households acting as controllers should provide a brief, readable notice explaining what data they process, for which purposes (security, scheduling, payroll, safety), the legal bases, retention periods and the worker’s rights. Consent is not a catch-all: some processing relies on legal obligation (payroll) or legitimate interest (home security) rather than consent; where health data is involved, additional safeguards apply. Because guidance matures over time and practice may vary by year/circular, templates should be reviewed periodically. For broader orientation, see our primer on GDPR/KVKK compliance in Turkey.
CCTV and access logs demand proportionate use. Cameras should avoid private spaces (bedrooms, bathrooms) and have clear justification in common areas; retention should be time-bound and deletion auditable. Access logs—keys, fobs, visitor entries—should be simple and kept confidential; their purpose is safety and evidence in narrow scenarios, not performance micromanagement. When third parties (therapists, tutors) attend the home, a short visitor privacy note covers identity capture and house rules. A balanced approach guided by an English speaking lawyer in Turkey keeps family safety and worker dignity aligned, the hallmark of counsel within an experienced Turkish Law Firm.
Data requests and disputes should follow a calm process. If a worker asks for a copy of personal data, acknowledge promptly and provide within lawful timeframes, redacting third-party information. If a family needs to disclose logs due to an incident, limit scope to what is necessary and keep a disclosure record. Translate privacy documents consistently; mismatches erode credibility with reviewers. Where provincial interpretations differ—signage expectations for cameras, for instance—practice may vary by administration/province; careful documentation reduces the room for disagreement.
Accommodation & Safety: Housing, Meals, Safe Workplace in a Private Home
Live-in arrangements merge home and workplace, so comfort and safety standards should be contractual. Provide a private room with adequate ventilation and storage; specify shared areas and boundaries to protect family and worker routines. If meals are provided, set simple rules for dietary restrictions and cost-sharing for special items to avoid friction. When the cared-for person has mobility or cognitive challenges, install basic safety features—grab bars, non-slip mats—and document instructions in an accessible checklist. These measures are not marketing flourishes; they demonstrate a duty-of-care mindset that inspection desks recognize.
Equipment and training reduce incidents. If the worker will use appliances, lifts or vehicles, provide orientation and keep a dated acknowledgment. Where oxygen devices, nebulizers or feeding pumps are present, limit tasks to non-invasive support unless clinically trained personnel are engaged; store physician instructions and emergency contacts in a visible folder. For household chemicals and medications, adopt a lock-and-log approach so inventory and access are controlled. Because home environments vary and local expectations evolve, practice may vary by administration/province; the goal is to make your safety logic legible in writing.
Travel and off-site care add variables. If the worker accompanies the family to clinics, schools or relatives’ homes, define transport rules, expense reimbursement proofs and duty boundaries in an annex. If overnight trips occur, address accommodation standards and off-duty windows. When the family is abroad and the worker remains in Turkey, leave a contact chain and emergency plan with neighbors or building management as appropriate. Counsel within a seasoned law firm in Istanbul will help convert these scenarios into short, practical annexes, while a responsive English speaking lawyer in Turkey ensures translations and initials are consistent across sets.
Background Checks and References: Lawful Requests & Fair Processing
Screening protects dependents and the household, but it must respect law. References from prior employers, basic credential checks and, where lawful, a criminal record certificate requested by the worker can be part of a fair process. If the worker consents to provide a certificate, follow format and authenticity rules and store only as long as necessary; for document orchestration and timing, see criminal record certificate Turkey. Avoid intrusive or discriminatory questions; focus on duties and safety. Because permissible scope and acceptable formats change by guidance and locality, practice may vary by year/circular and practice may vary by administration/province.
Fairness is operational, not just ethical. Give candidates a short privacy notice at screening, capture only relevant data, and avoid retaining personal information of unsuccessful candidates beyond a short, stated window. If a reference raises concerns, verify with the candidate before drawing conclusions; written notes reflecting a balanced evaluation help defend against later claims. For cross-border references, attach sworn translations and verify identity tokens; our legal translation services guide explains seals and file hygiene that desks recognize.
Consider role-specific enhancements that remain proportionate: for infant care, confirm infant first-aid training; for elder care, confirm familiarity with mobility aids; for driving duties, verify license acceptance and insurance endorsements. Where external course certificates exist, keep copies and, if practical, a short in-house competency checklist signed during induction. A calm, paper-first screening style—typical of a cautious lawyer in Turkey—builds trust without over-collecting data, which is the balance reviewers expect and the approach many Turkish lawyers recommend in household contexts.
Common Compliance Traps: Illegal Employment, Misuse of Tourist Status, Cash Wages
The fastest way to derail a household file is to start work before authorization or to rely on the wrong status. Tourist entries do not generally authorize employment; converting to a valid work permit requires planning and timing that should be documented from invitation to first SGK premium. Cash wages with handwritten notes do not persuade inspectors; route pay through a bank account in the worker’s name and match transfers to payroll entries. Where policy windows or conversion routes change, practice may vary by year/circular; families should avoid “we heard from neighbors” strategies and follow current guidance instead.
Second-guessing portals creates contradictions. Submitting conflicting addresses, inconsistent job titles or mismatched dates across immigration, work-permit and SGK systems triggers clarifications or refusals. Keep a single source of truth and update all systems after any change, documenting who edited what and when. When the employer is away, a narrowly drafted and properly legalized POA prevents stall-outs; for scope and legalization chains, see POA for foreigners. Using consistent translations and initials across annexes is a small habit that prevents large headaches.
Finally, treat disputes as documentation problems first. If a misunderstanding about hours or tasks arises, hold a short meeting with a bilingual note that restates duties and records any agreed changes, then file the note with signatures. If allegations of unauthorized work surface, gather passports, permit receipts, portal screenshots and bank proofs into a single pack and respond factually. Where inspection thresholds or sanction practices vary, practice may vary by administration/province; steady counsel from an experienced Turkish Law Firm and a results-focused law firm in Istanbul helps households correct course without escalating unnecessarily.
Termination & Severance: Notice, Immediate Termination Grounds and Exit Logistics
Ending a household employment relationship is legally consequential because the workplace is a private home and the facts are deeply personal. A compliant exit begins with identifying the lawful ground—ordinary notice, immediate termination for cause, or expiry of a fixed term—and then documenting it in a bilingual letter that cites dates, duties and any relevant incidents. Where care needs have changed materially or the family relocates, a measured notice with a short handover window and a written reference will often close matters peacefully; where safety, dishonesty or unauthorized absence is alleged, keep contemporaneous logs, messages and any visitor or access records. Since thresholds and forms evolve by year and circular, practice may vary by year/circular, and province desks may emphasize different attachments, so practice may vary by administration/province.
Severance and final pay must be reconciled to the ledger rather than negotiated from memory. Prepare a closing worksheet: base pay through the last day worked, pro-rated leave, any agreed allowances, and lawful deductions supported by receipts. Pay through banking rails that match the worker’s identity tokens and attach a short bilingual settlement note acknowledging receipt without asking the worker to waive non-waivable rights. If live-in premises were provided, include a written handover of keys, devices and access cards, and record the condition of the room and any issued equipment. Families that route this step through a steady law firm in Istanbul avoid inconsistent stories between bank proofs, contract clauses and SGK declarations.
Exit logistics are often where disputes are born or avoided. If the worker holds a card, permit renewal timing or residence status may be affected by termination; provide copies of employment letters the worker may need to regularize status, while avoiding statements that contradict immigration filings. Where the household is abroad and a representative implements the exit under POA, ensure the mandate covers notifications, return of property and SGK de-registrations, and keep the POA and translations in the file. A cautious lawyer in Turkey will review the chronology so that what you submit to authorities mirrors what happened in the home—an approach also championed by experienced Turkish lawyers who prioritize documentary harmony over after-the-fact narratives.
Disputes & Mediation: Evidence, Messaging and Settlement Windows
Household disputes escalate quickly when conversations replace records. If hours, duties or privacy boundaries are contested, hold a brief meeting with a bilingual note summarizing positions, attach the relevant clause, and propose a measured adjustment with a date. Where safety or misconduct is alleged, preserve messages, access logs and any third-party notes (clinic, school, building management) and avoid public exchanges that compromise dignity. Mediation can resolve practical issues—schedule, scope, housing standards—faster than formal fora, especially where both sides must continue living under the same roof during notice; however, mediation statements should align with the contract and evidence to avoid later contradictions. Since institutional mediation flows can differ between provinces, practice may vary by administration/province.
When litigation is unavoidable, success usually follows the party with the cleaner file. Organize the evidence into acquisition (hiring) pack, operations pack and exit pack, each with dated exhibits and consistent name spellings across Turkish and foreign documents. Translate key items with sworn translators and maintain a shared glossary so the same terms reappear across contracts, notices and filings; see legal translation services for formatting that desks accept. A coordinated team led by a reliable Istanbul Law Firm can present the narrative in a way that administrators and judges can read in minutes rather than hours.
Settlement windows open when both sides see their risks in documents, not emotions. Typical solutions include a short paid leave to allow the family to onboard a replacement, an agreed reference letter with neutral wording, and a timetable for return of property and room handover. Route any settlement money through the same bank account used for payroll, cite the contract in the transfer note, and archive the signed agreement. Cross-border households often prefer that a responsive English speaking lawyer in Turkey conduct the final exchange to ensure translation accuracy and to avoid misunderstandings that re-ignite the dispute; this is also the disciplined style associated with a results-focused Turkish Law Firm.
FAQ (Frequently Asked Questions)
Do I need a residence permit first or a work permit first? Sequencing depends on the worker’s location and status. In-country conversions require a status that can lawfully pivot to employment, while out-of-country routes pair a consular visa with domestic employer filings. Because portals and eligibility filters evolve, practice may vary by year/circular and practice may vary by administration/province; plan the calendar before invitations or travel.
Can a family hire more than one foreign caregiver? Household need and capacity guide approvals. Files that demonstrate genuine caregiving demand with consistent address and family records fare better than bare requests. Limits and expectations shift by guidance and locality, so practice may vary by year/circular and by administration/province.
Are cash wages allowed? Cash invites proof problems and undermines SGK reconciliation. Use bank rails in the worker’s name and label transfers by contract month; reimburse small out-of-pocket items with receipts. This evidence-first approach is standard for a careful law firm in Istanbul managing household files.
How do we register SGK for a domestic worker? Enroll promptly under the correct household employee code, align start dates with permit validity, and archive e-Devlet confirmations. Premium mechanics change with circulars, so practice may vary by year/circular; keep monthly reminders and reconciliation screens.
What if the worker lives in the home? Define housing standards, private space, visitor rules and night duty boundaries in the contract. Distinguish passive presence from active night work to protect rest entitlements. A pragmatic lawyer in Turkey will translate routines into clauses that regulators understand.
Can we request medical tests? Only where lawful and proportionate to the caregiving role, and with proper legal bases under KVKK for health data. Store physician instructions separately and limit access. Guidance evolves by year and locality; practice may vary by year/circular and by administration/province.
How should we handle privacy and data? Provide a short KVKK notice covering IDs, schedules, access logs and any CCTV, stating purposes, legal bases and retention. Avoid cameras in private spaces and set deletion routines. For structure, see GDPR/KVKK compliance.
What happens if the permit expires during employment? Track expiries with shared calendars and begin renewal early; if a gap occurs, suspend duties until status is restored to avoid illegal employment exposure. Province practices on reminders and grace windows differ; practice may vary by administration/province.
Can we terminate immediately for cause? Serious misconduct or safety breaches may justify immediate termination, but evidence must be contemporaneous and proportional. Issue a bilingual letter, preserve logs and, where appropriate, conduct a brief fact-finding. Procedural expectations evolve; practice may vary by year/circular.
Do rest days have to be consecutive? The contract can structure rest reasonably for the caregiving context, provided weekly rest and leave norms are honored. Record changes in writing to keep overtime and recovery time traceable. Local inspection habits differ, so practice may vary by administration/province.
Who pays travel tickets or relocation costs? The contract should address travel linked to duties (clinics, school runs) and longer trips (domestic or abroad). For relocation at exit, align with the agreed ground and any sectoral guidance; avoid unwritten promises that later produce disputes.
Is a POA sufficient if the employer is abroad? Yes, if it is narrow, properly legalized (apostille/consular) and translated, and if it cites immigration, employment and SGK acts explicitly. See power of attorney for foreigners and keep scans in the file to avoid counter refusals.
Can the worker change duties after onboarding? Only by a written addendum signed in both languages that updates hours, rest, housing or scope of care. Avoid incremental drift via chats; small signed annexes prevent larger disputes and keep SGK declarations aligned with reality.
What are the consequences of illegal employment? Authorities can impose administrative measures and immigration consequences on both sides. Numbers and forms change by year and circular, so practice may vary by year/circular; the sustainable response is to regularize status promptly with a clean file rather than to argue facts without documents.
Can a domestic worker be paid in foreign currency? Use the lawful currency and banking rails that match payroll and declarations, and retain conversion slips if FX appears. Mismatched ledgers and bank trails trigger queries; a disciplined file—typical of a seasoned Turkish Law Firm—keeps flows defensible.
Should we involve counsel for a single hire? Yes if you are cross-border, live-in, or managing sensitive care. A responsive English speaking lawyer in Turkey coordinates portals, translations and SGK, while a results-focused law firm in Istanbul maintains templates and timelines that scale to future hires.