A workation in Türkiye is feasible for German employers, but it needs clear boundaries: stay, activity, social security, data protection and permanent establishment risk.
The 183-day rule is not a general free pass. It is part of the tax classification and has to be thought through together with the activity, the employer, the remuneration and the proof of stay.
For HR a workation policy matters more than a single approval form. It defines who may do what, for how long, with which tasks and with which documentation.
The 90/180-day level
For German nationals, visa-free tourist entry to Türkiye is limited in time. Anyone who wants to stay longer or work differently has to check residence status and purpose properly.
An employer should therefore not start only at 183 days. Entry, stay, insurance, occupational safety and data protection are relevant well before that.
Putting the 183-day rule in context
The well-known 183-day rule from double taxation treaties typically concerns income from employment. It does not decide on its own whether a workation is uncritical for tax purposes.
Employer status, who bears the cost, place of activity, payroll, reporting lines and the question of whether contract-relevant decisions are taken on site matter as well.
183 days is a test threshold, not a blanket approval for remote work from Türkiye.
Avoiding permanent establishment risk
During a workation an employee should not exercise management functions, should not conclude material contracts in the company's name and should not establish a permanent local business presence.
For executives, sales staff, managing directors, authorised officers or people with signing authority the review is particularly important. For developers, designers or internal project roles the risk is often easier to manage, but it is not automatically zero.
- No contracts concluded from Türkiye.
- No permanent, fixed place of business.
- No relocation of the place of management.
- Document tasks and length of stay.
Social security and the HR process
Germany and Türkiye have a social security agreement. For posted employees or staff working abroad temporarily, the insurance status has to be clarified in advance with the competent bodies.
Türkiye is not part of the EU A1 system. Employers should therefore not automatically plan with a classic A1 certificate, but prepare the appropriate certificate or clarification via the health insurer, DVKA or the competent institutions.
What belongs in a workation policy
A good policy is short enough to be used, but concrete enough to limit risk. It should cover roles, countries, maximum duration, approval, data protection, work equipment, costs, insurance and documentation.
- Maximum days per calendar year and per stay.
- Exclusion or special review for managing directors, sales and signing authority.
- Obligation to document the stay.
- IT and data protection requirements and a secure working environment.
- Advance check of social security and health insurance.
Practical checklist
- Check the employee's role and powers of attorney
- Document length of stay and reason for entry
- Clarify social security status in advance
- Assess permanent establishment risk with a tax adviser
- Approve coworking, data protection and work equipment
Sources & data status
As of: 2026-06-28. Sources provide editorial orientation, not conclusive advice on an individual case.