Türkiye Expands Maternity And Paternity Leave Rights

Türkiye has introduced significant reforms to family leave entitlements and child protection measures in the workplace. The changes include extended maternity and paternity leave periods, new protections for children in education and care settings, and financial incentives for employers hiring individuals raised under state protection.

Türkiye has introduced a suite of employment reforms affecting family leave and child protection. Most notably, it extends statutory maternity and paternity leave, creates a new leave entitlement for foster parents, and strengthens child-protection rules in sectors where children are regularly present. This article outlines the key changes and highlights the practical steps employers should consider in updating policies, payroll processes and compliance procedures.

Amendments to Maternity Leave

The reforms make several important changes to maternity leave entitlements.

The postnatal maternity leave period for female employees has been increased from eight weeks to 16 weeks, bringing the total maternity leave period to 24 weeks. In the case of multiple pregnancies, the total leave period will be 26 weeks.

The duration of the temporary incapacity allowance paid by the Social Security Institution (SSI) has also been updated to cover eight weeks before birth and 16 weeks after birth.

The law also reduces the amount of pre-birth leave that can be transferred to the post-birth period. Previously, employees whose health condition allowed them to continue working could transfer up to 3 weeks of pre-birth leave. This has now been reduced to 2 weeks.

Transition Period

The new maternity leave rules will apply, on a limited basis, to certain employees who gave birth before the law came into force. Accordingly, employees who, as of 1 April 2026, have not yet completed the 24-week period calculated from the date of birth may also benefit from an additional eight weeks of maternity leave, provided that they submit their request within 10 business days from the entry into force of the relevant provision.

Paternity and Foster Family Leave

The paid paternity leave granted to male employees whose spouse gives birth has been increased from 5 days to 10 days.

In addition, employees who become foster parents to one or more children may request 10 days of unpaid leave from the date the child is placed with the foster family.

New Employment Restrictions and Sanctions for Employers

Employment safeguards have been strengthened in sectors where children are the primary focus, such as educational institutions, nurseries, dormitories and sports schools. Individuals with final convictions for serious offences such as sexual abuse, drug trafficking or intentional homicide are prohibited from being employed in workplaces where children are commonly present.

Employees working in workplaces where children are regularly present will be required to submit to the employer, every six months, an official document based on criminal record and archive information confirming their suitability to work in such environments.

In addition, individuals convicted of the above-mentioned offences are prohibited from establishing or operating workplaces intended for children. Where such a situation is identified, the business owner will be given six-months to the transfer the business. Failure to do so may result in the revocation of the business license.

Employers found to be in breach of these regulations may face significant penalties. An administrative fine equal to three times the gross minimum wage for each employee will be imposed on the employer. If the violation is not remedied within one month from the notification of the penalty, the fine may increase to seven times the gross minimum wage per employee. If the violation continues, the licenses and permits granted to the workplace may be revoked.

SSI Premium Incentive for the Employment of Youth under State Protection

The law also introduces financial incentives aimed at supporting the employment of individuals raised under state protection. Accordingly, where eligible individuals are employed in the private sector, both the employee and employer portions of social security and unemployment insurance premiums will be covered by the Treasury for a period of five years from the employee’s date of employment.

To benefit from this incentive, employers must submit the required monthly premium and service declarations to the SSI within the statutory timeframe, and pay any amounts not covered by the Treasury within the applicable deadline.

Takeaways for Employers

• Employers in Türkiye should review and update their leave policies, employee handbooks and HR procedures to reflect the extended maternity and paternity leave entitlements now in force.
• Employers should assess whether any employees who gave birth prior to the law coming into force may qualify for the transitional maternity leave provisions and ensure requests are managed within the applicable timeframe.
• Businesses operating in child-focused sectors, including education, childcare and sports organisations, should ensure appropriate recruitment and ongoing compliance processes are in place, particularly in relation to criminal record checks and six-monthly documentation requirements.
• Employers should also be aware of the significant financial and licensing risks associated with non-compliance, including administrative fines and the potential revocation of workplace licences or permits.
• Private sector employers may wish to consider whether they are eligible to benefit from the new SSI premium incentives available for the employment of individuals raised under state protection.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.