The Regulation Amending the Regulation on Remote Working, published in the Official Gazette dated 25 September 2026 and numbered 33381, added a new paragraph to Article 9 of the Regulation on Remote Working, published in the Official Gazette dated 10 March 2021 and numbered 31419 (the “Regulation”). The amendment provides that an employee may perform their work partly at the workplace and partly remotely.
A. What Does the Amendment Provide?
The Regulation already required remote working agreements to be made in writing. The new provision expressly requires the days and working hours during which an employee will work at the workplace and remotely under a hybrid working arrangement to be specified in writing in the employment agreement.
B. What Steps Should Employers Take?
Employers should first identify employees working under a hybrid arrangement and assess whether their employment agreements should be updated to reflect the arrangement in practice. Employers that do not use remote or hybrid working are not required to amend their employees’ agreements solely because of this change.
While the existing requirement to report remote working days to the relevant authority continues to apply, the amendment does not introduce an additional application or notification requirement for employers. However, breaches of the remote working provisions may result in an administrative fine. For 2026, the fine is
TRY 2,531 for each employee affected by a breach.
C. Conclusion
Where an employer uses hybrid working, it should ensure that the relevant employees’ employment agreements specify in writing the applicable hybrid working arrangements, including the days and working hours for work at the workplace and remotely. Any omissions should be remedied.
Eylül Bengisu Gümüş,Senior Associate
Cemile Tekdemir,Associate