Hybrid working, a common arrangement in Türkiye since the pandemic, now has a clear place in the country's labor rules. A decree published in the Official Gazette on September 25, 2026, amends the Remote Working Regulation so that jobs performed partly at the workplace and partly from another location are formally recognized.
Until now, Turkish labor legislation had no specific definition of hybrid work, even though many offices, especially in large cities such as Istanbul, Ankara and Izmir, had adopted it informally. The change targets Article 9 of the regulation, which was first issued in March 2021 to govern remote work.
What must be in the contract
Under the new framework, hybrid working is something employer and employee agree on rather than something either side imposes. According to Daily Sabah's report on the decree, employment contracts covering such arrangements must state which days are spent at the workplace, which days are worked remotely, and the daily working hours.
For employees, that means a written record of the agreed pattern, which can help avoid disputes about attendance or availability. For employers, it creates a defined structure for arrangements that previously sat in a gray area between office-based and fully remote contracts.
Part of a wider push for flexible work
The move fits a broader government agenda. Treasury and Finance Minister Mehmet Şimşek has said more flexible working models are under consideration, particularly for programs aimed at young people who are neither in education nor employment, and that flexible and remote options will also be developed in the public sector. The 2027-2029 Medium-Term Program likewise lists flexible working, with an emphasis on work-life balance and productivity.
Foreign nationals employed in Türkiye under a work permit are covered by Turkish labor law in the same way as local staff, so the contract requirements are relevant to them too. Anyone whose current role already mixes office and home days may want to check with their HR department whether their contract will be updated to reflect the new rules.
The decree does not by itself oblige companies to offer hybrid work. Employees interested in such an arrangement should discuss it with their employer and review the published regulation or seek professional guidance on their specific situation.
Sources
Photo: Mimar77 / CC BY-SA 3.0, via Wikimedia Commons
