Why Was My Turkish Work Permit Denied? Top Rejection Reasons Explained

Receiving a rejection for a Turkish work permit application can be frustrating and confusing for both foreign employees and employers.

Many applicants believe that simply submitting the required documents guarantees approval. However, the Çalışma ve Sosyal Güvenlik Bakanlığı evaluates applications based on strict criteria outlined in the International Labor Force Law No. 6735. Even if an employer meets the technical requirements on paper, the application can still result in a rejection.

When a rejection occurs, the employer is notified via email by the General Directorate of International Labor Force. But what do these legal codes actually mean?

Below, we break down the most popular reasons for rejection and what you need to know about the evaluation criteria.

The Legal Basis: Law No. 6735, Article 9

According to Article 9 of Law No. 6735, the Ministry may reject an application for a variety of reasons, ranging from security concerns to economic policies. The general grounds for rejection include:

• A) Non-compliance with international labor policy.

• B) Use of fake or misleading information/documents.

• C) Insufficient justification for employing a foreigner.

• C) Applying for jobs prohibited to foreigners.

• D) The foreigner lacks the necessary qualifications or expertise.

• e) Failure to meet the evaluation criteria set by the Ministry.

• F) The foreigner is banned from entering Turkey (via the Ministry of Interior).

• G) Public order or security concerns regarding the foreigner.

• ğ) Citizens of countries not recognized by Turkey (except with MFA approval).

• H) Applications made late or missing documents not completed within the deadline.

While this list covers the legal grounds, five specific clauses are responsible for the vast majority of rejections in recent years.

Deep Dive: The Top 5 Reasons for Rejection

1. The “Turks First” Policy (Clause 9-a)

Reason: Non-compliance with international labor policy.

Even if an employer ticks all the boxes, the Ministry may reject the application under Clause 9-a. The primary goal of the Ministry is to protect the local workforce and encourage the employment of Turkish citizens.

If the job is for a role where there is already a high supply of Turkish workers registered with İŞKUR (Turkish Employment Agency), the Ministry will prefer a local hire over a foreigner.

• Common Targets: This is frequently applied to unskilled labor roles, such as waiters, cleaning staff, or general support staff. If a Turkish citizen can easily do the job, a permit for a foreigner is unlikely to be approved.

2. Failing the Evaluation Criteria (Clause 9-e)

Reason: Failure to meet Ministry criteria.

This is one of the most technical hurdles. To hire a foreigner, the employer must satisfy specific financial and operational metrics:

• The 5:1 Ratio: For every 1 foreign employee, the company must employ at least 5 Turkish citizens.

• Capital Requirements: The company must have a paid-in capital of at least 100,000 TL OR gross sales of 800,000 TL.

• Salary Standards: The foreigner must be paid a salary appropriate for their position (multiples of the minimum wage determined by the Ministry).

Crucial Note: Even if a company meets these numbers, they can still be rejected under Clause 9-e if the company has been inactive for a long time, has low turnover, or is deemed to not contribute sufficiently to the economy.

3. Insufficient Justification (Clause 9-c)

Reason: The justification for employing a foreigner is deemed insufficient.

This clause is closely related to Clause 9-a. If the Ministry believes the foreigner’s skills are not “essential” or that a Turkish citizen could be found for the role, they will reject the application.

• The Fix: In an economy with rising unemployment, the employer must submit a detailed justification dossier. This must clearly explain the foreigner’s unique competencies and why a local hire cannot fulfill the specific duties.

4. Qualification Mismatch (Clause 9-d)

Reason: The foreigner lacks the necessary qualifications or expertise.

The foreigner’s education and resume must align with the job title requested. The Ministry cross-references the application with the Turkey Business Council’s dictionary of professions.

• Example: If you apply for a work permit for a “Chemist,” the candidate must hold a relevant Bachelor’s degree in Chemistry. If the degree does not match the job code, the application is rejected.

5. Missing Deadlines (Clause 9-h)

Reason: Failure to complete missing documents within the legal timeframe.

Since the shift to the online e-signature system in 2018, the system automatically rejects applications filed after a residence or work permit has already expired.

However, the most common issue here is the “Missing Document” (Eksik Evrak) stage. If the Ministry requests additional documents after the initial review, the employer has exactly 30 gün to upload them to the system. If this deadline is missed, the application is automatically rejected.

Çözüm

The difference between an approval and a rejection often lies in the details. To avoid a refusal decision—especially under vague clauses like 9-c or 9-a—it is vital to prepare a dossier that strictly adheres to legislation and provides a compelling argument for the foreigner’s employment.

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