An amendment to the Remote Working Regulation published in the Official Gazette of 25.09.2026 explicitly regulates the hybrid working model, in which part of the work is done at the workplace and part remotely. The amendment entered into force on its publication date.

1. What has changed?

A provision added to Article 9 of the Regulation brings into the legislation a way of working that allows employees to do their work partly at the workplace and partly remotely. In this case, the days to be worked at the workplace and remotely, and the working hours, must be set out in the employment contract.

2. Main points a remote working contract should include

• A description of the work, how it is done, its duration and the place of work,
• For hybrid working, the days to be worked at the workplace and remotely, and the working hours,
• Pay and how it is paid,
• Equipment provided by the employer and the obligations for looking after it,
• How the employee communicates with the employer, and occupational health and safety measures,
• Rules on the protection and sharing of personal data.

3. Why it matters in practice

When hybrid working is not based on a written contract, the risk of disputes increases over matters such as overtime, the obligation to come to the workplace and determining whether an occupational accident has occurred. Setting out the days and hours clearly in the contract gives legal certainty to both employer and employee.

4. Assessment

We recommend that:

• employers with hybrid staff update existing employment contracts or remote working annexes to show workplace and remote working days and hours,
• changes to the working model are made in writing and with the employee's consent,
• the contract sets out how equipment and costs related to remote working are covered.

This circular is for general information only. Please contact us about your specific situation. The Turkish original is available here.

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