Working Hours and Overtime Rules Every Employer in Türkiye Should Know

When running a business in Türkiye, working hours and overtime arrangements are about much more than payroll items. They directly affect your employer brand, employee engagement and legal risks. Poorly planned working time can lead to lost productivity and costly compensation claims. That is why it is critical for employers to have clear answers on labour law, overtime pay and the question “what is a shift system?”

Below, we have summarized the legal framework, employer responsibilities and the practical points to watch out for from an employer’s perspective.

Working Hours Under the Labour Law: The Basic Framework

Under Turkish Labour Law No. 4857, the general rule is that weekly working time may not exceed 45 hours. Employers can distribute this time equally or unequally across the days of the week; however, actual daily working time may not exceed 11 hours. Employees must also be given an uninterrupted rest period of at least 24 hours once a week.

Key points employers should pay attention to:

• Weekly working hours should be clearly stated in employment contracts and internal regulations.

• Timesheets, card entry and exit data and digital system records should be kept regularly.

• When planning working time, the balance between occupational health and safety and productivity must always be considered.

Failing to follow this basic framework can lead to rulings against the employer in labour disputes.

How Is Overtime and Overtime Pay Calculated?

Overtime is defined as work exceeding 45 hours per week. Each hour beyond this limit must be paid with an overtime premium of at least 50% on top of the normal hourly wage.

If the employment contract sets weekly working time below 45 hours (for example, 40 hours), the picture changes slightly:

• From the contractual hours up to 45 hours: “Extra hours work”, paid with a premium of at least 25% (1.25 times)

• Above 45 hours: Overtime, paid with a premium of at least 50% (1.5 times)

In practice, even if 45 hours per week is not exceeded, work exceeding 11 hours a day is generally considered overtime and must be paid at the premium rate.

A simple example:

• Gross hourly wage: 200 TL

• Overtime (above 45 hours): 200 × 1.5 = 300 TL/hour

• Extra hours work (for example, between 40 and 45 hours): 200 × 1.25 = 250 TL/hour

Obtaining written consent from employees before assigning overtime, showing overtime clearly on payslips and keeping records regularly are all essential parts of employer responsibilities.

In addition, an employee cannot be asked to work more than 270 hours of overtime in total per year. If the employee prefers, they can take 1 hour and 30 minutes of time off for each hour of overtime instead of overtime pay.

What Is a Shift System and How Should It Be Planned?

What is a shift system? A shift system is a way of organizing work by dividing it into different time slots throughout the day. Especially in sectors that operate 24/7, such as manufacturing, logistics, healthcare, security and call centers, a shift system is a critical tool for both operational efficiency and employee health.

What to Consider When Planning Shifts

• Daily working time should not exceed 11 hours, and night work should generally not exceed 7.5 hours.

• Total weekly working time should be distributed evenly across shifts.

• Rest days should be assigned fairly, and weekly rest rights must not be violated.

• Shift schedules should be shared as early as possible, and last-minute changes should be the exception.

• Night and weekend shifts should be rotated and shared fairly among employees.

A well-planned shift system balances workload and working time, reduces workplace accidents and absenteeism, and increases employee satisfaction.

Employer Responsibilities and Digital Solutions with İşin Olacak

Working hours, overtime and shift arrangements are among the most sensitive areas of employer responsibilities. That is why:

• clearly defining working time in contracts,

• obtaining written approval for overtime,

• regularly archiving shift schedules, timesheets and payroll records

are essential for both labour law compliance and corporate reputation.

However, legal compliance alone is no longer enough today. A transparent, fair and well-managed working time system means a strong employer brand, high employee engagement and a more sustainable business model. This is exactly where İşin Olacak, a Türkiye-based digital employment platform powered by its own AI engines, comes in.

What Does İşin Olacak Offer Employers?

• Helps you receive applications with the right expectations by clearly stating working hours, overtime arrangements and shift conditions in your job listings.

• Quickly highlights suitable candidates for roles involving overtime or shift work through AI-powered pre-screening interviews and candidate scoring.

• Helps strengthen your employer brand by offering transparent working conditions.

For job seekers:

• Candidates who create a CV and apply for jobs on İşin Olacak can make decisions with clearer information about working hours, overtime and shift systems.

• Knowing their rights, they can more easily compare job opportunities that fit their work-life balance.

Conclusion: Good Working Time Management Builds a Strong Employer Brand

In short, working hours, overtime, shift systems and employer responsibilities are key factors that shape both your legal risks and your company culture. Working time management that complies with labour law and is transparent and people-focused creates a win-win environment for both employers and employees in the long run.

If you want to manage working time and overtime more professionally while reaching the right talent, start using

İşin Olacak’s innovative, AI-powered employment solutions.

• As an employer: Create your company profile, post your job listings and quickly reach suitable candidates for the roles you need.

• As a job seeker: Create your CV on İşin Olacak, apply for jobs that suit you and explore career opportunities.

Take the first step towards a fairer, more productive and more sustainable work culture with İşin Olacak today.

Note: This article is for general information purposes only. For situations specific to your company, we recommend consulting a labour law expert.