HR Management and Consulting Lawyer in Istanbul, Turkey

What Is HR Management and Consulting in Turkish Employment Law?

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HR management and consulting in a legal context means helping an organization establish and operate employment processes that are commercially practical while remaining consistent with applicable Turkish legislation.

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A lawyer-led HR consultancy can become involved before an employee is hired, during employment and when an employment relationship ends.

 

This may include:

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• Employment contract preparation and review

• Employee handbook and HR policy development

• Recruitment and onboarding procedures

• Working-time and leave policies

• Compensation and benefits structures

• Workplace rules and disciplinary procedures

• Performance-management processes

• Employee investigations

• Termination and dismissal procedures

• Severance and notice-related issues

• Workplace health and safety compliance

• Social-security obligations

• Employee personal-data protection

• Confidentiality and intellectual-property protection

• Remote and hybrid working arrangements

• Foreign employee and work-permit matters

• Labor disputes and settlement strategies

• Employment-related litigation and mediation

 

The objective is not simply to produce documents. It is to create an HR framework that managers can actually use and that is capable of withstanding legal scrutiny when an employee challenges an employment decision.

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Why Businesses in Istanbul Need Legal HR Consulting

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Istanbul is home to companies ranging from family-owned businesses and startups to multinational groups, financial institutions, technology companies, manufacturers, retailers and international service providers.

 

That diversity creates different HR risks.

 

A company employing ten people may have very different requirements from an international organization employing several hundred workers. Nevertheless, both can face legal exposure when employment procedures are inconsistent, poorly documented or based on assumptions rather than applicable law.

 

A preventive HR legal review can help identify problems before they become disputes.

 

For example, an employer may have a technically valid employment contract but use an outdated disciplinary procedure. Another business may collect extensive employee information without properly assessing its obligations under Turkish personal-data legislation. A company employing foreign nationals may also need to consider work-permit requirements in addition to ordinary employment obligations.

 

The Turkish Labor Law No. 4857 remains a central component of the employment-law framework, while the Occupational Health and Safety Law No. 6331 separately regulates important workplace safety obligations. The Ministry of Labor's published materials identify Law No. 4857 and Law No. 6331 as key components of Türkiye's labor and occupational-safety framework.

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Our HR Management and Consulting Legal Services

 

Employment Contract Drafting and Review

Employment contracts are among the most important documents in the employment relationship.

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A properly structured contract should reflect the actual relationship between employer and employee and should be consistent with mandatory provisions of Turkish law.

 

Our lawyers can assist with reviewing or preparing employment documentation concerning matters such as:

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• Position and responsibilities

• Workplace and place of performance

• Working arrangements

• Remuneration

• Benefits

• Working time

• Annual leave and other statutory leave

• Confidentiality

• Intellectual property

• Company policies

• Data protection

• Notice and termination-related provisions

• Special contractual arrangements

 

Contract language should not be copied from a generic template without considering the employer's business model and the employee's actual responsibilities.

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Employee Handbook and HR Policies

A company handbook can provide managers and employees with a common framework for workplace expectations.

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However, policies should be carefully drafted because an employer's internal rules may later become relevant in an employment dispute.

 

We assist with the legal review and development of HR policies covering areas such as:

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• Attendance

• Working hours

• Leave

• Remote work

• Workplace conduct

• Anti-harassment rules

• Disciplinary procedures

• Information security

• Confidentiality

• Use of company devices

• Social media

• Employee privacy

• Conflicts of interest

• Whistleblowing and internal reporting

• Workplace investigations

 

The goal is to create policies that are clear enough for employees to understand and sufficiently structured for management to apply consistently.

 

Recruitment and Hiring Compliance

Recruitment is an important stage of employment-risk management because many problems begin before the employment contract is signed.

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HR departments and employers should consider what information is necessary during recruitment, how candidate information is obtained, who can access it and how long it should be retained.

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This is particularly relevant under Türkiye's personal-data protection framework.

 

The Turkish Personal Data Protection Authority (KVKK) explains that processing personal data covers a broad range of activities, including obtaining, recording, storing, changing, transferring, classifying and using personal information. Personal Data Protection Authority provides official guidance and decisions relevant to employers and other data controllers.

 

Candidate Personal Data

Recruitment commonly involves sensitive information such as:

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• Identity information

• Contact information

• CVs

• Educational records

• Employment history

• References

• Salary expectations

• Background information

• Interview notes

• Assessment results

 

Not every piece of information an employer can technically collect is necessarily appropriate or legally justified to process.

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The legal basis, purpose, proportionality, security and retention of employee or candidate information should therefore be assessed as part of the HR process.

 

Employee Personal Data and KVKK Compliance

Employee data protection is now an essential component of modern HR management.

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An employer may process personal data throughout the employment lifecycle, from recruitment through payroll, performance management, leave administration, workplace security and termination.

 

Under the Turkish personal-data framework, processing is subject to legally defined conditions. These include circumstances such as explicit consent, legal obligations, contractual necessity and certain legitimate-interest situations. KVKK's official information on the conditions for processing personal data explains these statutory grounds.

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Special Categories of Employee Data

HR departments can sometimes handle information that receives enhanced protection.

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The KVKK identifies categories including health information, biometric and genetic data, political opinions, religious beliefs, trade-union membership and criminal-conviction information among special categories of personal data.

 

This becomes particularly important where employers use:

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• Fingerprint attendance systems

• Facial-recognition technology

• Health information

• Occupational medical records

• Biometric access controls

• Background screening

• Employee monitoring technologies

 

Recent guidance from the Turkish Data Protection Authority has specifically addressed biometric data used for attendance monitoring and highlighted the sensitivity of such processing within the employer-employee relationship.

Consequently, an employer should not assume that obtaining an employee's consent automatically resolves every data-protection issue.

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HR Compliance Audits

An HR legal compliance audit can provide an employer with a structured assessment of its existing employment practices.

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A review may examine:

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1. Employment contracts

2. Personnel files

3. HR policies

4. Payroll-related processes

5. Working-time arrangements

6. Leave records

7. Disciplinary documentation

8. Termination procedures

9. Social-security compliance

10. Occupational health and safety documentation

11. Employee-data processing

12. Foreign-worker documentation

13. Internal complaints procedures

14. Confidentiality arrangements

15. Intellectual-property provisions

 

The purpose is not merely to identify mistakes.

 

A useful HR audit should distinguish between urgent legal risks, operational weaknesses and areas where documentation or internal processes can be improved.

 

Working Hours, Leave and Employment Conditions

Working-time arrangements should be assessed against applicable Turkish employment rules rather than relying solely on internal company practice.

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HR policies may need to address:

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• Normal working arrangements

• Overtime

• Rest periods

• Weekly rest

• Annual paid leave

• Public holidays

• Sick leave

• Maternity-related rights

• Other statutory leave

• Remote working

• Attendance recording

 

The correct treatment may depend on the employee's position, workplace, contractual arrangements and applicable legislation.

 

For this reason, employment-law advice should be based on the circumstances of the specific workforce rather than generic online guidance.

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Payroll, Social Security and Employer Obligations

HR management frequently overlaps with social-security compliance.

Employers must account for the relevant SGK obligations associated with employees, including registration, reporting and premium payments.

SGK states that employers employing insured persons within the scope of Article 4/1(a) calculate premiums based on the applicable earnings and pay the relevant employee and employer portions within the prescribed periods.

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SGK also provides employer-facing electronic services for matters such as employment entry and exit notifications, premium payments and workplace insurance records.

 

Our HR legal consultancy can help businesses identify the legal issues surrounding these processes and coordinate, where appropriate, with payroll, accounting and other professional advisers.

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Social Security Incentives and Employer Support

Türkiye also has various social-security premium incentives, support mechanisms and reductions.

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SGK currently identifies multiple incentive, support and reduction mechanisms under legislation including the Social Insurance and General Health Insurance Law No. 5510, Unemployment Insurance Law No. 4447, Labor Law No. 4857 and other legislation.

 

Eligibility and conditions can change, so businesses should obtain current professional advice before relying on a particular incentive.

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Employee Performance Management

Performance management should be separated from arbitrary dismissal.

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A well-designed performance process may include:

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• Clearly defined responsibilities

• Measurable expectations

• Periodic reviews

• Written feedback

• Opportunities for improvement

• Performance documentation

• Consistent treatment

• Appropriate management communication

 

Where performance concerns may eventually become relevant to an employment decision, documentation should accurately reflect what occurred.

 

The objective should be to create a fair and transparent process rather than preparing paperwork only after a dispute has begun.

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Disciplinary Procedures and Workplace Investigations

Employers sometimes need to investigate allegations involving misconduct, harassment, confidentiality breaches, fraud, conflicts of interest or other workplace concerns.

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A legally sound investigation should consider:

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• The nature of the allegation

• Relevant evidence

• Employee statements

• Witness information

• Confidentiality

• Personal-data protection

• Internal policies

• Consistency of treatment

• Proportionality

• Appropriate documentation

 

Investigations involving employee personal data must also be assessed from a KVKK perspective.

 

The Turkish Data Protection Authority has addressed situations in which employee information was improperly shared internally, emphasizing that personal-data processing must have an appropriate legal basis and that access or disclosure should not exceed what is necessary.

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Termination of Employment and Exit Management

Employment termination is one of the areas where HR management and employment law intersect most directly.

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An employer should consider the legal basis for termination, applicable procedural requirements, documentation, notice and financial consequences, as well as the employee's individual circumstances.

 

HR exit processes may involve:

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• Termination notices

• Employee communications

• Final payments

• Leave calculations

• Company property

• Confidentiality

• Access to systems

• Personal-data retention

• Social-security notifications

• Settlement arrangements

• Potential dispute resolution

 

The safest approach is to assess the proposed termination before communicating the final decision to the employee.

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Labor Disputes and Preventive HR Strategy

Many employment disputes become difficult because the legal assessment begins too late.

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An employee may challenge:

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• Dismissal

• Salary-related matters

• Overtime

• Annual leave

• Workplace treatment

• Disciplinary action

• Discrimination

• Harassment

• Personal-data processing

• Contractual rights

• Severance or notice-related claims

 

Preventive HR consulting aims to identify the legal risk before it develops into litigation.

 

Where a dispute already exists, our lawyers can evaluate the available options, including negotiation, settlement, mandatory mediation where applicable and litigation.

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Workplace Health and Safety

Employment compliance cannot be separated entirely from occupational health and safety.

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Law No. 6331 establishes a dedicated framework for occupational health and safety in Türkiye. Official Ministry materials describe risk assessment as a compulsory component of workplace occupational-safety arrangements.

 

HR departments  therefore need to coordinate with occupational health and safety professionals regarding:

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• Employee training

• Risk assessments

• Workplace incidents

• Occupational health

• Safety procedures

• Employee records

• Reporting obligations

• Special workplace risks

 

Legal HR advice can help clarify the relationship between employment documentation and occupational-safety responsibilities.

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HR Consulting for Foreign Employees in Turkey

International businesses frequently employ foreign nationals in Türkiye.

In addition to ordinary employment-law requirements, foreign employees may be subject to work-permit and immigration rules.

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The Ministry of Labor and Social Security's International Labor Force Directorate publishes information concerning work permits and related requirements for foreign nationals. Türkiye's official work-permit information should be consulted for current administrative requirements.

 

Our lawyers can assist businesses with the legal coordination of employment arrangements involving foreign employees, including the relationship between:

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• Employment contracts

• Work permits

• Immigration status

• Employer obligations

• Position and workplace requirements

• Renewal and compliance issues

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HR Consulting for Startups and Growing Companies

Early-stage businesses often focus on developing their products and acquiring customers before establishing comprehensive HR structures.

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That is understandable, but informal employment practices can create problems as the organization grows.

 

A startup may benefit from establishing, at an early stage:

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• Standard employment agreements

• Confidentiality arrangements

• Intellectual-property provisions

• Employee policies

• Data-protection procedures

• Leave and attendance processes

• Disciplinary rules

• Remote-work policies

• Termination procedures

 

A legally coherent HR structure can then grow alongside the business.

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HR Legal Support for Multinational Companies

International businesses entering or operating in Istanbul may already have global HR policies.

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However, a global policy does not automatically resolve Turkish-law requirements.

 

Local legal review may be necessary to determine whether an international policy is compatible with mandatory Turkish employment and data-protection rules.

 

This is particularly relevant where multinational companies use centralized:

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• HR systems

• Employee monitoring

• Payroll systems

• Global employment contracts

• Background checks

• Data transfers

• Whistleblowing systems

• Internal investigation procedures

 

Türkiye's data-protection requirements should be considered when employee information is transferred between local and international systems.

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HR Management and Corporate Compliance

HR law increasingly overlaps with broader corporate compliance.

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An effective HR framework may need to work alongside:

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• Corporate governance

• Data protection

• Cybersecurity

• Intellectual property

• Tax and payroll processes

• Immigration law

• Occupational health and safety

• Competition compliance

• Internal investigations

• Contract management

 

For companies operating in regulated or technology-intensive sectors, HR legal advice may therefore form part of a wider compliance program.

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Why Choose Kurucuk & Associates for HR Legal Consulting?

Kurucuk & Associates approaches HR management from the perspective of Turkish legal compliance rather than treating HR consulting as purely administrative support.

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Our Istanbul lawyers can work with business owners, directors, HR departments and international companies to identify legal issues and develop practical solutions.

 

Our approach emphasizes:

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Preventive Legal Advice

The most effective employment dispute is often the one that can be prevented through an appropriate contract, policy or management process.

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Business-Oriented Solutions

Legal advice should be understandable and usable by the people responsible for running the business.

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Individual Assessment

Employment relationships differ. A solution appropriate for one employer may not be appropriate for another.

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Documentation and Risk Management

Good HR management depends not only on making the correct decision but also on being able to demonstrate how and why the decision was made.

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Coordination Across Legal Areas

Employment matters can overlap with data protection, immigration, corporate, intellectual-property and dispute-resolution issues. A coordinated legal approach can reduce fragmented decision-making.

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What Should an Employer Do Before Making a Difficult HR Decision?

When an HR matter may have legal consequences, employers should consider a simple sequence:

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First, identify the issue.

What exactly happened, and what decision does management want to make?

 

Second, review the relevant documents.

Check the employment contract, policies, correspondence, personnel records and other relevant documentation.

 

Third, identify applicable legal obligations.

Consider employment law, social security, data protection, occupational safety and any sector-specific requirements.

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Fourth, assess the evidence.

Do the available records support the proposed HR decision?

 

Fifth, consider alternatives.

A legally safer and commercially better solution may exist.

 

Sixth, document the process.

Important HR decisions should be supported by accurate and appropriate documentation.

 

Seventh, implement the decision consistently.

Management should ensure that the chosen process is carried out in accordance with applicable law and internal policies.

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Frequently Asked Questions About HR Management and Consulting in Turkey

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What does an HR management lawyer do in Turkey?

An HR management lawyer advises employers on the legal aspects of recruitment, employment contracts, HR policies, employee relations, disciplinary procedures, termination, workplace compliance, personal-data protection and employment disputes.

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Why should a company use a lawyer for HR management?

Because HR decisions can create legal consequences. Legal review can help employers identify risks before they result in employee claims, regulatory issues or litigation.

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Can an Istanbul employment lawyer review employment contracts?

Yes. A lawyer can review employment contracts and related HR documents for compliance with applicable Turkish legislation and help identify provisions that may create unnecessary legal or commercial risk.

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Does KVKK apply to employee information?

Yes. Employee information can constitute personal data under Turkish data-protection law. The applicable processing conditions, purpose, proportionality, security and other requirements should be assessed according to the circumstances.

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Can an employer use biometric attendance systems in Turkey?

Biometric attendance systems require particular care because biometric information is treated as sensitive personal data. The Turkish Data Protection Authority issued a 2026 principal decision concerning biometric data used for attendance tracking, emphasizing the legal sensitivity of such practices.

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Can you assist with the termination of an employee?

Yes. Legal assistance can include reviewing the proposed grounds, relevant documentation, applicable procedures, financial consequences, employee communications and dispute-resolution options.

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Do foreign employees require additional HR legal review?

Potentially. Foreign employees may require work permits and compliance with additional rules applicable to international labor. The applicable requirements depend on the employee, employer, position and circumstances.

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Does HR consulting cover workplace policies?

Yes. Legal HR consulting can include drafting or reviewing employee handbooks, disciplinary policies, remote-work rules, confidentiality policies, data-protection procedures, workplace conduct rules and other internal HR documents.

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Can HR legal advice help prevent employment disputes?

Yes. Preventive advice can identify weaknesses in contracts, policies, documentation and management processes before they develop into formal disputes.

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HR Management and Consulting Lawyer in Istanbul: A Practical Legal Partner for Employers

HR management is no longer simply a matter of hiring people, processing payroll and maintaining personnel files. Modern employers must manage a legal environment involving employment rights, social security, workplace safety, employee privacy, technology, foreign-worker rules and dispute prevention.

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For that reason, businesses benefit from treating HR compliance as an ongoing legal function rather than a one-time document exercise.

 

Kurucuk & Associates assists employers and organizations in Istanbul and across Türkiye with HR management and consulting legal services, combining employment-law advice with related compliance areas where necessary.

 

Whether you are establishing an HR framework for a new business, reviewing existing employment practices, introducing new workplace technology, hiring foreign employees, managing a difficult employee relationship or preparing for a termination, obtaining legal advice at the appropriate stage can help your organization make informed decisions.

 

For current official information, employers should also consult the Republic of Türkiye Ministry of Labor and Social Security, Social Security Institution (SGK) and Personal Data Protection Authority (KVKK), particularly because administrative rules, guidance and regulatory practices may change over time.

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Kurucuk & Associates provides legal support to businesses seeking practical, commercially conscious and legally informed HR management and consulting services in Istanbul, Turkey.

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This page provides general legal information and is not a substitute for advice based on the specific facts, documents and circumstances of an employer or employee.