At PeopleHUB, we conducted an in-depth review of the benefits offered by more than 100 companies that invest in employer branding or take conscious steps to improve the employee experience.
The companies we observe through our consulting practice are organizations that stand out in their industries, consciously create value for their employees, or actively work toward doing so.
The picture that emerges clearly shows how rich and diverse Türkiye’s employer branding ecosystem has become.
From Holiday Bonuses to Learning Support: How Employers in Türkiye Support Their Employees
85% of companies provide cash or in-kind support during holiday periods. Ramadan Bayram and Kurban Bayram are the most common occasions for employee support.
60% regularly support employees through grocery vouchers, food assistance, or food packages. The most commonly preferred multi-purpose cards include Multinet, Ticket, Pluxee, and MoneyPay.
40% offer flexible working hours, early leave options, or special leave practices such as menstrual leave or birthday leave. Around 25% of companies move working hours to end at 5:00 p.m. during Ramadan.
35% create a meaningful difference through special celebrations, gifts, or workshops for women employees. These practices have a highly positive impact on women employees’ motivation and sense of belonging.
25% offer more comprehensive life support programs such as learning and development support, private health insurance, or psychological support. Companies that provide foreign-language courses, professional training support, and certification programs stand out for attracting talent.
The 2025 sample shows that employers who prioritize this topic care not only about employees’ work lives, but also about their overall wellbeing outside of work — and are taking concrete steps in that direction.
The examples we reviewed demonstrate that employer branding in Türkiye has moved far beyond standard benefit packages. It is evolving into a more personalized, human-centered, and meaningful approach.
Employees no longer want to see themselves only as “employees.” They want to feel like valued members of a community to which they truly belong.
These findings do more than present a snapshot. They also offer a promising compass for the future of human resources and employer branding in Türkiye.
This compass points to a clear direction: companies that bring organizational culture together with human values, and blend global trends with local realities, will be one step ahead in the talent competition of tomorrow.
The real question is this:
Where does your company position itself in this ecosystem when it comes to winning both the hearts and careers of its employees?
