Remote Work Compliance
Legal frameworks for distributed teams, ensuring remote and hybrid work arrangements comply with employment, tax, and data-protection rules across every jurisdiction where your people sit.
Remote work has become a structural feature of the technology and finance sectors, not a temporary accommodation. Yet most companies still operate under employment agreements and HR policies designed for office-based, single-jurisdiction teams. When a software engineer relocates from Istanbul to Berlin, when a sales lead works from Portugal under the Digital Nomad Visa, or when a customer success manager is permanently hired in California, each scenario creates a distinct legal exposure that a generic remote-work policy does not address.
GlobalB Law advises technology companies on the full regulatory surface of remote work: employment law compliance (written remote-work agreements required under Turkish Labour Law Article 14/A and its implementing regulation), cross-border social security and tax residency analysis, permanent establishment risk when an employee's activity in a foreign country could constitute a taxable presence for the employer, and GDPR / KVKK obligations that arise when employees access company systems from outside the registered data-processing territory.
We also draft the practical policy and contractual layer: remote-work addenda to existing employment contracts, equipment-use and data-security policies enforceable across jurisdictions, expense reimbursement frameworks, and cross-border secondment agreements for intragroup transfers. For rapidly growing companies, we build a scalable remote-work compliance playbook that HR teams can apply consistently as the headcount expands into new countries.
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What does Turkish law require for remote work arrangements?
Turkish Labour Law Article 14/A and its implementing regulation require a written remote-work agreement specifying the scope of work, working hours, the equipment and tools to be provided, data protection obligations, and health and safety measures. These are mandatory requirements, a verbal arrangement or a general employment contract clause is insufficient.
Can our employee working remotely from another country create a tax liability for our company?
Yes, this is the permanent establishment (PE) risk. If an employee's activity in a foreign country is construed as the company habitually concluding contracts or exercising authority on the company's behalf from a fixed place of business, the host country's tax authorities may assert that the company has a taxable presence there. The risk depends on the role, the duration, and the applicable tax treaty.
Do we need separate contracts for remote workers, or is a policy addendum enough?
Under Turkish law, a separate written agreement (or a formal addendum to the existing contract) is mandatory for remote work. For EU-based remote workers, the Transparent and Predictable Working Conditions Directive requires that material changes to working conditions be communicated in writing. A standalone policy document alone is generally not sufficient.
How do GDPR and KVKK apply to remote employees accessing our systems from abroad?
If a remote employee accesses personal data held in Türkiye or the EU from a third country, this may constitute an international data transfer, triggering additional safeguards under KVKK and GDPR respectively. Proper remote-access controls, data security policies, and potentially SCCs or equivalent mechanisms need to be in place.
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