HYBRID WORKING DAYS AND WORKING HOURS MUST BE SPECIFIED IN THE EMPLOYMENT CONTRACT
The “Regulation Amending the Regulation on Remote Working”, published in the
Turkish Official Gazette dated 25 September 2026 and numbered 33381, added a new
paragraph to Article 9 of the Regulation on Remote Working concerning the determination
of working time. The amendment expressly regulates hybrid working arrangements under
which part of the employee’s work is performed at the workplace and part remotely.
Hybrid Working Model Expressly Regulated
Under the new provision, the parties may agree that part of the employee’s work will be
performed at the workplace and part through remote working. This provides an express
regulatory basis for hybrid models in which employees work onsite on certain days and
remotely on others.
Onsite and Remote Working Days and Working Hours Must Be Included in the Contract
Where a hybrid arrangement is agreed, the days on which the employee will work at the
workplace and remotely, together with the applicable working hours, must be
specified in the employment contract. As the existing requirement for remote working
relationships to be established in writing remains in force, the hybrid working schedule
should be set out clearly in the contractual documentation.
Other Mandatory Elements of Remote Working Contracts Remain Applicable
Under the existing Regulation, remote working contracts must address matters including the
description and method of work, duration and place of work, remuneration and payment
terms, work tools and equipment supplied by the employer and related protection
obligations, communication arrangements, and general and specific working conditions. The
new amendment does not remove these requirements; it adds the requirement to
specify working days and hours where a hybrid model is used.
Practical Considerations for Employers
Employers operating hybrid working arrangements should review their existing employment
contracts and any remote-working addenda to confirm that onsite and remote working
days and working hours are expressly stated. Where these details are not currently
included, employers may consider documenting the agreed arrangement through a written
amendment or addendum with the employee. Working-time, attendance and overtime
records should also be maintained consistently with the contractual hybrid working
schedule.
The amendment to the Regulation on Remote Working entered into force on 25
September 2026. Employers currently using or planning to introduce hybrid working models
Platin Circular 2026/09/05 should review their employment documentation and HR processes in light of the new
provision.
