Employer of Record (EOR) vs payroll outsourcing in Turkey: What’s the difference?
- Gegidze • გეგიძე | Marketing
- Aug 27
- 7 min read
Quick definitions you can act on
You’re remote hiring in Turkey. Great. Now answer one question: whose name goes on the contract?
If it’s the EORs, they are the legal employer in Turkey.
They issue compliant contracts.
They run payroll.
They file taxes and social contributions.
They administer benefits. They keep records tidy.
They support terminations the right way.
They handle the basics of immigration when a residence permit is required.
You still lead the work.
You don’t need a local entity.
You get speed and one invoice.
If it’s yours, you’re the employer; that’s payroll outsourcing territory.
The provider calculates gross to net, submits monthly filings, and delivers payslips.
Useful, yes. But you still own contracts, policies, terminations, audits, and any penalties when filings go wrong.
You also need a Turkish entity before a single salary can be paid.
Ready to choose the right path? Keep reading. We’ll compare legal liability, total cost, speed to start, immigration needs, and when to switch models so you can pick EOR or payroll with eyes open.
Legal employer status and responsibility
Who signs the contract in Turkey? That name carries the risk of the whole EOR compliance checklist.
With an EOR in Turkey
The EOR provider in Turkey is the legal employer.
You set goals, assign work, and manage performance.
The EOR issues compliant contracts, maintains personnel files, runs payroll and tax submissions, administers benefits, and handles lawful terminations.
If an auditor calls, the EOR stands in front first.
What stays with you
Day-to-day management
Targets, reviews, and culture
Result
Clear split. You focus on the work. The EOR absorbs employer liability.
With payroll outsourcing
You remain the employer.
A Turkish entity is required.
The provider calculates gross-to-net, files monthly returns, and issues payslips.
You own contracts, policies, investigations, and every termination.
Late or incorrect filings still land on your desk as penalties and fixes.
Result
Processing support without liability transfer.
PEO vs EOR in one minute
PEO uses co-employment and requires your local entity.
It shares HR administration.
It is not the legal employer of your team.
EOR is the legal employer. No entity needed for you.
Cost comparison, you can budget
You’re choosing between a per-head subscription and a small local back office. The winner depends on headcount and how fast you need to move.
EOR: what you pay for and what you get
You pay a per-employee monthly fee. Your cost scales with headcount.
Compliant contracts and onboarding
Monthly payroll with tax and social filings
Benefits administration and day-to-day compliance
HR records, payslips, and standard letters
Guidance on terminations and clean offboarding
What this means for you:
No local entity to open
One invoice, predictable cash flow
Start dates in days, not weeks
See the line items in the cost to use an EOR in Turkey.
Entity + payroll outsourcing: how the costs stack
You fund a one-time setup for the Turkish entity and registrations, then a monthly admin fee for payroll processing.
The vendor runs gross-to-net, submissions, and payslips
You still own legal compliance, contracts, policy updates, terminations, and audit responses
Expect more internal effort: banking, signatories, handbooks, and a longer runway before the first payroll.
Where the break-even usually lands
1–3 hires: EOR is usually cheaper in total cash and clearly faster
4–5 hires: borderline, model both paths for 12 and 24 months
5+ stable team: entity + payroll can win on recurring fees, with the tradeoff that you carry full employer liability
Pick the model that matches your headcount plan and your risk appetite, not just the monthly line item.
What are the key legal risks of using payroll outsourcing instead of EOR in Turkey?
If your name is on the contract, you carry the risk. Simple as that.
Payroll outsourcing won’t change that. It moves tasks, not liability.
The misclassification trap
“Contractor-first” feels lean. It isn’t.
If control, schedule, and integration look like employment, expect reclassification.
Outcomes: back taxes, missed social contributions, interest, and fines.
Who pays? You do, not the processor.
Filings and deadlines
A vendor can submit returns. It can’t absorb penalties.
Late or inaccurate filings trigger fines even if the vendor erred.
You must correct past returns, pay interest, and notify staff.
Repeated misses invite audits.
Contracts, terminations, and disputes
Processing help won’t defend weak paperwork.
Gaps in contracts or improper notice escalate fast.
You handle investigations, hearings, and settlements.
The vendor keeps issuing payslips while you manage the fallout.
Immigration and right-to-work
Hiring a foreign national under your entity makes status your problem.
If the residence permit basis lapses, employment becomes non-compliant.
Payroll processing cannot fix work permits, visas, and immigration gaps.
Policy drift and records
Rules change. Your templates must follow.
Outdated handbooks, untracked leave, or messy time records draw fines.
Auditors will ask for your policies and personnel files, not the vendor’s.
How EOR reduces the blast radius
An EOR is the legal employer. They issue compliant contracts, run payroll and social filings under their employer status, lead lawful terminations, and front audits. You still manage day-to-day work; they hold the employer risk.
How quickly can a business establish or switch between EOR and payroll services in Turkey?
Speed decides start dates. Here’s the real timeline in Turkey.
If you choose EOR
Timeline: days, not weeks.
What happens:
Kickoff and KYC
Role and compensation locked
Compliant offer and contract issued
Payroll profile created
Benefits set
Start date confirmed
Common slowdowns:
Late documents
Complex allowances that need policy approval
Last-minute contract edits
If you choose entity plus payroll outsourcing
Timeline: weeks, not days.
What happens:
Company registration and tax IDs
Bank account and signatories
Payroll provider onboarding and test run
HR policies finalized
First payroll scheduled
Common slowdowns:
Bank due diligence
Missing HR templates
Data migration
Switching paths
Payroll → EOR
You want speed or lower risk.
What stays the same: manager, duties, salary, perks.
EOR → Payroll after you set up an entity
You are ready to own it.
Open the entity payroll and confirm the bank signers
Novate contracts to your entity or reissue new ones
Port HR files, leave balances, and benefits
Switch on a clean cutover date
You now carry all employer obligations
When EOR is the better choice
You need people to be productive this month. Paperwork says “later.” EOR says “go.”
No entity, and you need to hire now
EOR becomes the legal employer on day one.
Contracts, payroll, taxes, and records are handled.
You run the work. We carry the employer load.
Perfect for pilot hires, first boots on the ground, or urgent replacements.
Foreign hires who need a residence permit basis
EOR sponsors the employment basis and files the right registrations.
Right-to-work stays clean. Start dates stay firm.
Payroll outsourcing can move money; it won’t fix immigration.
You want one invoice and minimal admin
Single provider. Predictable monthly fee.
Contracts, payroll, filings, terminations, bundled.
Add perks, equipment rules, and workspace options without building a local back office.
Including under benefits, insurance & workspace via EOR.
Rule of thumb: if speed, compliance, and headspace matter more than owning a local entity right now, EOR is your easy button in Turkey. You can always switch to entity + payroll later when the team is bigger and steadier.
When payroll outsourcing is enough
You want clean payroll runs. You’re fine being the employer. So, everything is just fine; this is your lane in Turkey.
You already have a Turkish entity
Company registration and tax IDs are live.
Banking and signatories set.
You need calculations, filings, and payslips—nothing more.
You’re comfortable owning the legal side
You issue and maintain contracts and handbooks.
You handle terminations, investigations, and disputes.
You respond to audits and accept penalties if filings go wrong.
You track rule changes and update policies on time.
Headcount justifies the overhead
Team size is steady and long-term.
You want direct control of culture and HR policies.
Recurring admin can beat per-employee EOR fees as your team grows.
Have this in place before you proceed
Signed employment templates in TR/EN as needed.
Clear approvals for promotions, bonuses, and allowances.
A payroll calendar with cutoffs and sign-offs.
A tidy archive for contracts, leave, timesheets, and disciplinary notes.
When to rethink
You need to start in days, not weeks.
You’ll hire foreign talent who needs a residence permit.
You don’t want to manage contracts or terminations.
If that checklist feels natural and your timeline isn’t urgent, payroll outsourcing fits. You get processing efficiency while keeping full ownership of employment.
Comparison table
Employer of Record (EOR) | Payroll outsourcing | |
Who is the legal employer | EOR provider | Your Turkish entity |
Need a Turkish entity | No | Yes |
Contracts | Bilingual, locally compliant, issued by EOR | You draft/issue and maintain compliance |
Payroll filings & taxes | EOR calculates, withholds, and files | You or your accountant files monthly |
Statutory benefits | EOR ensures leave, holidays, and pension | You track and provide all benefits |
Immigration help | EOR bases residency on the employment contract | You handle residence permits yourself |
Speed to hire | Days | Weeks (after entity, banking, tax setup) |
Primary risk | Low, EOR bears employment compliance | The higher you bear compliance mistakes |
Conclusion
Hire in Turkey without the drama. Pick EOR when you need speed or don’t have an entity. Pick payroll outsourcing when you already do and you’re happy owning contracts, terminations, audits, and policy updates.
Want zero guesswork?
Get a Turkey hiring plan in 24 hours.
We’ll lay out a side-by-side cost and risk timeline for your headcount plan, EOR vs payroll, so you can choose with eyes open.
What you’ll get:
Total employer cost per role (12–24 months)
Legal responsibility and audit exposure by model
Speed-to-start and cutover steps if you switch later
Immigration notes for foreign hires
A clear recommendation for each role and start date
Send your roles, target dates, and salaries. We’ll map the fastest, safest path and lock a go-live.
