New Law Changes Weekly Rest Day Rule for Tourism Sector Employees in Turkey (2025)

Introduction

A significant regulatory shift for Turkey's tourism sector has just been announced. A new amendment published in the Official Gazette today (July 14, 2025) changes the weekly rest day rule for employees working in tourism businesses.

While the general rule under the Labor Law No. 4857 enforces a 6 days work + 1 day rest (6+1) system, the tourism industry now has a dedicated exemption. Specifically, accommodation facilities holding a Tourism Operation Certificate issued by the Ministry of Culture and Tourism can now apply a 10+1 work-rest schedule.

This article provides a detailed analysis of the new rule, its implications for employers, HR teams, and workers, along with best practices to remain compliant while maintaining employee wellbeing.

What Has Changed?

✅ Previous Rule (General Labor Law):

• Employees can work 6 consecutive days.

• They are entitled to 1 full day (24 hours) of uninterrupted rest (weekly rest day) on the 7th day.

• This was a strict rule, covering all industries, including tourism.

✅ New Rule for Tourism Accommodation Sector:

• Applies only to accommodation facilities with an official Tourism Operation Certificate.

• Employees can now work up to 10 consecutive days.

• A mandatory weekly rest day must be granted on the 11th day.

Which Businesses Are Covered?

• Hotels

• Resorts

• Boutique Hotels

• Hostels

• Other Accommodation Facilities officially certified by the Ministry of Culture and Tourism.

Important: This change does not apply to tourism businesses without a Tourism Operation Certificate, nor to restaurants, travel agencies, or tour operators.

Why This Change?

The tourism industry has long requested regulatory flexibility to accommodate seasonal peaks, especially in summer months when demand skyrockets and uninterrupted staffing is crucial.

By extending the work period to 10 days, hotels and resorts can:

• Manage high guest volumes efficiently.

• Minimize operational disruptions.

• Offer more flexible shift arrangements.

Legal Basis

• The amendment modifies the Labor Law No. 4857, specifically concerning weekly rest days (Article 46) for tourism accommodation workers.

• Published in the Official Gazette on July 14, 2025, the change is effective immediately.

Employers must still:

• Provide a minimum of 24 hours of uninterrupted rest after 10 days of work.

• Ensure all payments, including weekly rest pay, are calculated as per the law.

Potential Benefits for Employers

1. Operational Efficiency: Better alignment of staffing during peak tourism seasons.

2. Reduced Turnover: Employees can be scheduled more strategically, reducing the need for temporary hires.

3. Compliance Clarity: A dedicated legal exemption makes scheduling easier without risking penalties.

Potential Risks and Employer Responsibilities

While this rule offers flexibility, misuse can lead to:

• Employee burnout

• Decreased morale and productivity

• Potential legal disputes if rest periods are not granted as stipulated.

Employers should:

• Maintain detailed records of employee workdays and rest periods.

• Implement HR policies that safeguard employee health.

• Consider rotating shifts to prevent fatigue.

Impact on Employees

Pros:

• Potential for increased overtime opportunities.

• More consecutive workdays might be preferable for some, especially during high-income periods.

Cons:

• Longer work periods without rest can lead to physical and mental fatigue.

• Risks of workplace accidents and health issues may increase.

Employees should:

• Be aware of their right to a full day of rest after 10 days.

• Monitor their working conditions and report any non-compliance.

Best Practices for HR and Management

• Transparent Communication: Clearly inform staff about scheduling policies.

• Health Monitoring: Regularly assess employee wellbeing.

• Rotation Systems: Avoid scheduling the same employee for 10 consecutive days repeatedly.

• Rest Compliance Audits: Internally audit rest day compliance to prevent legal risks.

What Should Tourism Businesses Do Now?

1. Update Employment Contracts: Reflect the possibility of 10+1 work schedules.

2. HR System Adjustments: Update payroll and scheduling software to accommodate the new rule.

3. Training for Managers: Educate supervisors on proper implementation to avoid misinterpretation.

International Comparison

This change aligns with practices in some global tourist-heavy destinations where flexibility in weekly rest is allowed during peak seasons, albeit with stricter health and safety checks.

Conclusion

The new 10+1 weekly rest day rule offers much-needed flexibility for Turkey's tourism accommodation sector. However, this flexibility comes with the responsibility of ensuring fair labor practices, health considerations, and legal compliance.

Tourism businesses that wish to implement this rule must proactively adjust their HR policies and ensure continuous oversight to protect both their operational efficiency and employee wellbeing.

Need Help with Compliance?

If your tourism business requires:

• HR policy reviews

• Employment contract updates

• Compliance audits

Our firm specializes in labor law compliance for the tourism industry. Contact us today to ensure your operations remain fully compliant while maximizing workforce efficiency.

👉 info@ozmconsultancy.com