The Regulation on Amendments to the Remote Working Regulation (“Amendment Regulation”) was published in the Official Gazette dated 25 September 2026 and numbered 33381, introducing amendments to the Remote Working Regulation (“Regulation”). The Amendment Regulation expressly addresses the hybrid working model, under which part of the work is performed at the workplace and part remotely, and provides that the days on which the employee will work at the workplace and remotely, as well as the working hours, must be specified in the employment contract. The Amendment Regulation entered into force on 25 September 2026, the date of its publication.
Prior to the amendment, the Regulation already governed matters including the requirement for remote working employment contracts to be concluded in writing; the particulars to be included in such contracts, such as the definition, manner of performance, duration and location of the work, remuneration, work equipment, communication and working conditions; the determination of the time period and duration of remote working; the coverage of mandatory expenses arising from the performance of the work; data protection; and occupational health and safety measures. The Regulation also stipulated that the transition of an employee working at the workplace to remote working was subject to an agreement between the employee and the employer and set out the principles governing the assessment of requests for remote working. However, prior to the amendment, the Regulation did not contain a specific provision expressly addressing the hybrid working model and requiring the days to be spent working at the workplace and remotely to be specified separately.
The second paragraph added to Article 9 of the Regulation expressly addresses the implementation of the hybrid working model and requires the days on which the employee will work at the workplace and remotely, as well as the working hours, to be specified in the employment contract. Unlike the existing requirement to specify the time period and duration of remote working, this provision requires the employment contract to clearly distinguish between the days on which the employee will work at the workplace and those on which the employee will work remotely. Accordingly, employers implementing a hybrid working model should assess whether their existing employment contracts satisfy this requirement and, where a new hybrid working arrangement is introduced, clearly specify the working days and hours in the employment contract. As the amended provision does not prescribe a specific number of days to be spent at the workplace or working remotely, the working arrangement may be determined by the parties in light of the requirements of the work and the workplace.
The full text of the Regulation is available at the following link: https://www.resmigazete.gov.tr/eskiler/2026/09/20260925-2.htm
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Balay, Eryiğit & Erten Attorney Partnership
