Top 10 EOR Providers for Hiring in Turkey (2027)
Turkey's structural test is the employer registration. Whoever signs the contract must hold an SGK employer number and a MERSIS record, and if the model is staff leasing, an İŞKUR private employment agency licence. Most global platforms answer with a partner and stop there. The ranking reads what each provider publishes about its Turkish entity; the Trade Registry Gazette is where you confirm it before signing. The top two are Turkey operators first; the global platforms follow.
How I scored this list
Five things weighted unequally.
Turkish employer registration, 30%
A Turkish entity in the Trade Registry Gazette with a MERSIS number and an SGK employer registration number of its own. A partner's number scores low; no number in writing scores zero.
Employment model and İŞKUR licence, 25%
Direct employment on the provider's own payroll scores highest. Temporary agency work needs an İŞKUR private employment agency licence under article 7 of Labour Law 4857; a provider leasing staff without one is excluded.
Severance and notice handling, 20%
Whether kıdem tazminatı is accrued monthly at 30 days per year against the 2026 ceiling of TRY 53,919.68, how notice of 2 to 8 weeks is costed, and who carries a job security claim from 30 staff.
Turkish payroll depth, 15%
The minimum wage exemption from income tax and stamp duty, the 2-point and 5-point SGK incentives, the TRY 247,725 premium ceiling and the yearly bracket reset, all applied without being asked.
Pricing transparency, 10%
A published fee in USD or EUR, the lira conversion rule, and whether the severance reserve sits inside or outside the quote.
The three I'd flag before you scroll.
Spotlight #1
ERAI Turkey is the only Turkey-only operator here: an Istanbul consultancy founded in 2006 with EOR as one of six departments, a French, English and Turkish team, an in-house legal advisor and work permit handling. The record names SGK, progressive income tax and severance handling, but publishes no price and no reviews. Ask for the fee and the invoicing currency first.
Spotlight #2
FMC Group was founded in Istanbul in 1999 and now runs from Stuttgart, with a Turkey one-stop-shop that bundles EOR, company formation, accounting and recruitment. 700+ clients, 50+ EOR countries, a committed monthly fee that it does not publish. Five Trustpilot reviews is thin evidence; the 25-year Turkey tenure is the reason it sits second.
Spotlight #3
Deel brings the broadest platform: 150+ countries, owned entities in 100+ markets, EOR at $599 a month with up to 20% off from 10 seats. The record does not say which entity employs staff in Turkey or whether it is owned; ask for the MERSIS and SGK numbers in writing. For a buyer adding Turkey to a global programme, it is the obvious third.
ERAI Turkey
ERAI Turkey. Istanbul consultancy since 2006, EOR alongside market entry, accounting and work permits, French, English and Turkish team. No published price, no reviews: get the fee in writing. Best for a French or European mid-sized company entering Turkey with one local partner.
FMC Group
FMC Group. Founded in Istanbul in 1999, Stuttgart HQ, a Turkey one-stop-shop of EOR, company formation, accounting and recruitment. 700+ clients, no published pricing, five Trustpilot reviews. Best for buyers who plan to turn the EOR hire into a Turkish subsidiary.
Deel
Deel. 150+ countries, owned entities in 100+ markets, $599 a month with up to 20% off from 10 seats, the richest integration set. The record does not say which entity employs staff in Turkey; ask. Best for buyers adding Turkey to a global EOR programme under one vendor.
Remote
Remote. 100% owned entities across 90+ countries, no partners, $599 on annual billing or $699 month to month, $0 setup and termination, #1 for compliance on G2. Confirm Turkey is one of the 90. Best for compliance-first buyers who want IP assigned to the employing entity.
G-P (Globalization Partners)
Globalization Partners. EOR since 2012, owned entities in 180+ countries, in-house legal teams, SOC 1, SOC 2 Type II and ISO. From $599 a month, setup not disclosed. Best for enterprise buyers in regulated sectors entering Turkey through a multi-country owned-entity programme.
Multiplier
Multiplier. 150+ owned entities, $459 a month on annual billing or $499 monthly, $0 setup and termination, ESOP administration. The lowest published rate in this top 10. Best for mid-market teams that want a flat fee and lira payroll without enterprise pricing.
Rippling
Rippling. EOR through its own entities in about 80 countries, HR, IT and Finance in one system, 500+ integrations. Custom quote around $499 to $599 with an annual platform agreement. Best for tech-forward companies already on Rippling that want Turkey inside the same stack.
Oyster
Oyster. 180+ countries, B Corp certified, $699 a month with $0 setup, 700+ reviews across G2, Trustpilot and Capterra. The record does not name the Turkish employing entity; ask. Best for remote-first companies hiring a few Turkish engineers into a distributed team.
Workmotion
WorkMotion. Berlin-based, 160+ countries, from €499 a month, the first IEC Gold certified EOR (September 2025), SOC 2 and ISO 27001. Depth is European; Turkey coverage is a claim to verify. Best for European mid-market buyers adding Istanbul to a DACH-centred team.
Atlas
Atlas HXM. 160+ countries on a direct-entity model, visa sponsorship and global mobility, 9,000+ L&D courses, 3,300+ clients. Pricing by custom quote only. Best for enterprises relocating staff into Turkey that need work permit handling with the payroll.
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The badge links to the ranking it refers to, is not altered, and comes down if the provider leaves the list.
How to verify a Turkish EOR before signing.
Five tests to verify a Turkish EOR provider before signing.
Step 1
Ask for the legal name of the Turkish entity, its MERSIS number and its tax identification number from the Revenue Administration (GİB). Look the entity up in the Trade Registry Gazette (Ticaret Sicil Gazetesi) online: it should show an active company, its registered office and its signatories. A provider that offers a group name without a Turkish record is contracting through a partner.
Step 2
Ask for the SGK employer registration number of the workplace that will declare your employee, and a redacted copy of its latest monthly premium and service declaration. The number on the payslip must match the entity on the contract.
Step 3
Ask whether the model is direct employment or temporary agency work. Leasing staff to your company needs an İŞKUR private employment agency licence (özel istihdam bürosu) under article 7 of Labour Law 4857; ask for the licence and check the agency on İŞKUR's published list. "We work with a licensed partner" means you need the partner's licence, not the provider's.
Step 4
Ask how severance is handled. Kıdem tazminatı accrues at 30 days' gross pay per year after one year, capped at TRY 53,919.68 per year for the first half of 2026 and revised each January and July. Get in writing whether the EOR accrues it monthly, invoices a reserve, or bills it at exit, and who pays notice of 2 to 8 weeks.
Step 5
Get a gross-to-net in lira for one employee at the target salary: employer SGK at 21.75% (or 19.75% with the 2-point incentive), 2% employer unemployment, the TRY 247,725 premium ceiling, employee SGK 14% and unemployment 1%, income tax from 15% with the minimum wage slice exempt, stamp duty 0.759%, then the EOR fee and the FX rule used to convert the invoice. A quote that ignores the incentive or the exemption comes from someone who has not run Turkish payroll. If the hire is a foreign national, ask who files the work permit with the Ministry of Labour and how the 1:5 foreign-to-Turkish staff rule is met.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
Find a better EOR — without risk
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