Weekly Rest Days for Employees Working in Tourism-Licensed Hotels in Turkey: New Legal Regulations Explained (2025 Update)

Meta Description: Discover the latest legal changes for weekly rest days of employees working in tourism-certified hotels in Turkey. Understand the new 10-day rest period rule, employee consent requirements, and implications for employers under the revised Labor Law.

Introduction

In Turkey, employees other than civil servants—such as workers, journalists, and seafarers—are entitled to a minimum of one weekly rest day after six consecutive workdays. This right is safeguarded under the Turkish Labor Law No. 4857, specifically in Article 46 on weekly rest days.

However, tourism sector employees, particularly those working in licensed accommodation facilities and hotels, have often faced challenges in exercising this right. Due to the unique staffing schedules in hotels—such as rotational shifts and peak season demands—some employees were granted their weekly rest not on the 7th day, but on subsequent days, sometimes even later.

To address this discrepancy and accommodate the tourism sector's operational needs, the Turkish government enacted a significant legal amendment under the Law No. 7553, published on July 10, 2025. This law amended multiple statutes, including the Decree Law No. 375, and crucially revised Article 46 of the Labor Law No. 4857.

The new regulation, effective as of July 14, 2025, introduces a specific provision for employees working in tourism-certified accommodation facilities. These employees can now work up to 9 consecutive days and take their weekly rest on the 10th day, subject to certain conditions.

This article provides an in-depth analysis of the new weekly rest regulations for employees in tourism-certified hotels, the procedural requirements, and the legal responsibilities for both employers and employees.

What Has Changed? Overview of the New Legal Framework for Weekly Rest in Tourism-Licensed Hotels

The Legal Amendment: Law No. 7553 (July 2025)

The amendment to Article 46 of the Labor Law No. 4857 states that:

In tourism enterprises licensed by the Ministry of Culture and Tourism, employees may take their weekly rest on the 10th day after working up to 9 consecutive days, provided that the employee gives written consent or formally approves the employer’s practice.

This change aims to provide greater flexibility for hotel operations during high-demand periods while still protecting employees' rest rights within a 10-day window.

Who Is Eligible for the 10-Day Weekly Rest Period?

Covered Employees

Only employees working in tourism-certified accommodation facilities, as defined by the Ministry of Culture and Tourism, are eligible. This includes:

• Hotels with an official tourism operating license

• Resorts and holiday villages with tourism certification

• Other licensed accommodation businesses under the Ministry’s jurisdiction

⚠️ Important: Not every lodging facility in Turkey holds a tourism operating license. Employees in non-licensed facilities remain subject to the standard rule of taking a rest day after 6 workdays.

Example Scenario

Consider Ahmet, a waiter at Hotel A, a tourism-certified facility. Under the previous rule, Ahmet would have his weekly rest after 6 days of work on the 7th day. Under the new rule, if Ahmet and his employer agree, he can continue working up to 9 days and take his rest day on the 10th day.

Key Conditions and Procedures for Applying the 10-Day Rest Period

1. Employee Consent is Mandatory

For the 10-day rest cycle to apply:

• The employee must either:

  • Submit a written request to the employer to adopt this schedule, or

  • Approve the employer's formal policy on 10-day rest cycles.

Without written consent or formal approval, the employer must continue applying the 6-day work + 7th day rest schedule.

2. Rest Must Be Granted Within 10 Days

Employers are legally obliged to ensure that:

• Employees receive their weekly rest within 10 days of continuous work.

• If an employee does not take their rest by the 10th day, any work done beyond this point is subject to overtime wage rates.

3. Employee’s Right to Withdraw Consent

Employees can revoke their consent to the 10-day rest arrangement:

• The revocation must be in writing.

• It takes effect 30 days after notification to the employer.

• After withdrawal, the employee reverts to the 6-day work + 7th day rest model.

4. Calculation of Overtime

If an employee works on their entitled weekly rest day:

• The hours worked on that day are not counted as overtime if the rest is taken within the 10-day period.

• If the rest is not provided within 10 days, any hours worked beyond the 9th day must be compensated at overtime rates as per the Labor Law.

Will Employees Be Paid Extra for Working 7 Consecutive Days?

This is a common question among hotel workers and employers alike.

Answer: If the employee takes the weekly rest day within the 10-day window, no additional compensation (besides the normal wage) is required.

However, if the employee's rest day is delayed beyond 10 days, the employer is legally required to:

• Compensate the employee with overtime wages for each day worked beyond the 9th day.

• Pay an increased wage for the rest day worked, in accordance with overtime provisions.

Best Practices for Employers in the Hospitality Sector

To avoid potential legal liabilities, employers operating in tourism-licensed hotels should:

• Implement Clear Written Policies: Formalize the 10-day rest period policy and obtain employees’ written consent.

• Maintain Documentation: Keep records of all employee consents, schedules, and rest days.

• Monitor Rest Days: Establish a tracking system to ensure no employee exceeds the 9 consecutive workdays without a rest.

• Educate HR and Managers: Ensure that HR teams and shift managers understand the legal changes and compliance requirements.

• Review Employment Contracts: Where possible, update contracts to reflect the possibility of extended work periods with corresponding rest.

Conclusion

The July 2025 amendment to the Turkish Labor Law provides necessary flexibility for tourism-certified hotels, especially during peak seasons and high occupancy periods. While this adaptation supports operational needs, it also places clear responsibilities on employers to respect employees’ rights and avoid overwork.

Employers must:

• Secure written employee consent

• Grant rest days within the legal 10-day limit

• Compensate appropriately for any violations

Failure to comply not only risks financial penalties but can also harm the employer’s reputation, especially in an industry where employee well-being directly impacts service quality.

Frequently Asked Questions (FAQs)

✅ Can all hotels in Turkey apply the 10-day rest period rule?

No. Only hotels and accommodation facilities with a tourism operation certificate issued by the Ministry of Culture and Tourism are eligible.

✅ Is employee consent necessary for the 10-day rule?

Yes. Without written consent or approval, the employer must follow the 6-day work, 7th day rest rule.

✅ What happens if an employer doesn’t grant a rest day within 10 days?

The employee must be compensated for overtime for any days worked beyond the 9th day, as per the Turkish Labor Law.

✅ Can an employee change their mind after giving consent?

Yes. They can withdraw their consent with a 30-day written notice to their employer.

✅ Does working 7 days in a row automatically mean overtime pay?

No, unless the rest day is delayed beyond 10 days, in which case overtime pay is mandatory.

Final Thoughts for Employers and HR Professionals

If you are an employer or HR professional in Turkey’s tourism sector, adapting to these regulatory changes is not optional—it is a compliance requirement. More importantly, prioritizing employee well-being through proper scheduling and fair compensation practices will not only ensure legal compliance but also foster a more satisfied and productive workforce.

For tailored advice on employment law compliance or to audit your HR practices, consult an experienced Turkish CPA or legal advisor specialized in the tourism industry.

If you’d like expert support in structuring your hotel’s labor compliance or auditing your employment policies, contact us today for a confidential consultation.

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