Turkey (TR)
Turkey is a transcontinental nation straddling Europe and Asia across the Bosphorus Strait, uniting 85 million people under a rich civilisational heritage stretching from the ancient Hittites and Romans to the Byzantine Empire and Ottoman Empire.
Family Rights & Benefits
Maternity, parental leave and child benefits in Turkey.
Turkish family rights are governed by the Medeni Kanun (Civil Code) and İş Kanunu (Labour Law). Turkey has reasonably generous maternity leave compared to many non-EU countries. Parental leave provisions are more limited than Northern European norms. Child benefits are modest relative to EU standards. Turkey's strong family culture means extended family support is often significant. Expats should ensure their employer's HR understands which rights apply to foreign employees — all employment rights under İş Kanunu apply equally to foreign workers with valid work permits.
Analık İzni (Maternity Leave)
Before birth: 12 weeks pre-birth leave (doğum öncesi izin) — paid by SGK at analık ödeneği rate. Extended to 14 weeks for multiple births. Under Law No. 7578 (Official Gazette May 1, 2026), maternity leave was increased from 8 to 12 weeks pre-birth.
After birth: 12 weeks post-birth leave (doğum sonrası izin) under Law No. 7578 (in force May 1, 2026 — increased from 8 weeks). Total: 24 weeks. For multiple births: post-birth leave extends to 14 weeks. Additional 6 months of unpaid leave available upon request.
Job protection: Strong job protection during maternity leave — termination during analık izni is prohibited. Employee returns to the same position or equivalent after maternity leave. Breastfeeding: employee entitled to 1.5 hours/day breastfeeding breaks for 1 year after birth (can be consolidated to earlier departure from work by mutual agreement).
Ebeveyn İzni / Ücretsiz Doğum İzni
Max duration: Unpaid parental leave: up to 6 months after the 8-week paid maternity/paternity period. Either parent can take this. Unpaid means SGK minimum contributions must be maintained by the employee during this period or contribution gaps accrue.
Split rules / Elterngeld: Paternity leave (babalık izni): 10 days paid paternity leave upon birth (increased from 5 days under Law No. 7578, effective 1 May 2026) — a right since 2002 under İş Kanunu. This is separate from parental leave. Either parent can use the 6-month unpaid leave — it is not simultaneously available to both. Turkey does not have a Nordic-style equal parental leave sharing system.
Benefits
Maternity Benefit (Analık Ödeneği)
Full daily wage equivalent (based on SGK contribution base) for 16 weeks (8+8). Maximum: daily wage equivalent capped at SGK maximum.
Duration: 12 weeks pre-birth + 12 weeks post-birth (24 weeks total from May 2026)
Eligibility: Mother must have a minimum of 90 days of SGK contributions in the year before birth. Foreign mothers with valid work permits and SGK registration qualify.
How to apply: Via employer SGK registration. SGK pays directly into employee's bank account or employer's account. Apply through your employer's SGK portal.
The SGK payment is based on your declared SGK base (prime esas kazanç). If your employer pays part of salary informally ("elden"), the SGK payment may be lower than your actual salary.
Paternity Leave
Full salary (employer-paid)
Duration: 10 days upon birth of child (from May 2026; was 5 days previously)
Eligibility: All employed fathers registered with SGK
How to apply: Notify employer and request leave
Minimum 5 days — employer may give more as an employee benefit. Some collective agreements provide more generous paternity leave.
Child Support Allowance (Çocuk Yardımı)
Varies — some employers pay a çocuk yardımı (child allowance) as part of benefits package; not a universal state benefit of the scale seen in EU
Duration: Until child reaches adulthood or education completion
Eligibility: Employer-dependent or collectively-agreed benefit
How to apply: Check employment contract and collective agreement
Turkey does not have a universal child benefit equivalent to Nordic or Western European systems. Some state support exists for low-income families through Sosyal Yardımlaşma ve Dayanışma Vakıfları (Social Assistance and Solidarity Foundations) but is means-tested and modest. Expats on higher incomes generally do not qualify.
Birth Benefit (Doğum Yardımı / Emzirme Yardımı)
One-time payment: approximately TRY 2,000–3,000 (2026) from SGK for nursing/breastfeeding support
Duration: One-time per birth
Eligibility: Insured mothers (SGK) at time of birth
How to apply: Apply via SGK e-Devlet portal or local SGK office
The emzirme yardımı (breastfeeding allowance) is a small one-off payment. Modest by EU standards but a tangible benefit.
Nursing Break Entitlement
1.5 hours paid per day (breastfeeding breaks)
Duration: For 12 months after birth
Eligibility: All employed mothers returning from maternity leave
How to apply: Notify employer
Can be taken as two 45-minute breaks or consolidated into one 1.5-hour period that can be used at start or end of working day. A practical benefit for breastfeeding mothers in Turkish workplaces.
Sick child leave
No specific statutory paid sick child leave exists in Turkey separate from the employee's own sick leave. Employees may use their own sick leave (with doctor's certificate) if the sick child requires them to stay home — employers may grant unpaid compassionate leave. Some progressive employers provide additional paid sick child days as a contractual benefit. This is an area where Turkey lags Northern Europe.
Birth registration
Children must be registered within 30 days of birth at the local Nüfus Müdürlüğü (Population Directorate). For children of foreign parents: registration in Turkish system gives a Turkish identity number (nüfus no) which differs from citizenship. Foreign parents must also register the birth at their home country's consulate to secure the child's home country citizenship and passport. Dual registration (Turkish and home country) is usually needed. Hospital usually assists with initial notification to Nüfus Müdürlüğü.
Childcare rights
Employers with 100+ female employees are legally required to provide a workplace crèche/nursery or support for childcare (İş Kanunu). In practice, few employers implement this directly — typically provide a childcare allowance instead. Public childcare (devlet kreşi) is heavily subsidised but has long waiting lists — apply immediately upon pregnancy if interested. Municipal crèches available in major cities through belediye (municipality) systems. Private crèches are widespread in cities but expensive.
Family Rights
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