Amendment to the Remote Working Regulation: How Should Contracts Be Structured for the Hybrid Working Model?

The Regulation on Amending the Remote Working Regulation, published in the Official Gazette dated September 25, 2026, and numbered 33381, introduced a significant update closely monitored by the business world. With this amendment, Article 9 of the Remote Working Regulation was updated and entered into force on the date of its publication.

This legal regulation has clarified the mixed/hybrid working model, where employees perform part of their work duties at the workplace and another part remotely. What does this change mean for employers and human resources departments? What should be considered in existing contracts?

Here are the details designed to stand out in search engines and clarify legal processes:

Employment Contract Regulation in Hybrid Working Practices

In working models where on-site and remote work are combined, binding working conditions to a contract has become a legal necessity to prevent uncertainties. Within this scope, the employment contract or the supplementary protocols to be prepared must clearly include the following elements:

• Clear determination of the days the employee will work at the workplace,

• Explicit specification of the days the employee will work remotely,

• Mutual agreement between the parties regarding the applicable working arrangement and working hours.

For example, if it is agreed that an employee will work in the office on certain days of the week and remotely on others, it is of great importance to put this working arrangement in writing in the employment contract or supplementary protocol/amendment texts beyond any doubt.

4 Critical Points Employers Must Consider

1. Review of Existing Employment Contracts

If a hybrid working model is already in practice in your company, existing employment contracts must be urgently reviewed to check their compliance with the new regulation provisions. Contracts should be updated if necessary.

2. Clear Determination of Working Days and Hours

It must be explicitly written on which days work will be performed in the office and on which days remotely. Furthermore, regarding working hours, current labor legislation rules on working hours and overtime must be complied with, and the time interval for remote working must definitely be included in the contract.

3. Legal Importance of Written Regulation

Having working days and styles in writing provides ease of proof in potential future disputes, simplifies the tracking of working periods, and secures the rights and obligations of both parties.

4. Not Forgetting Other Legal Obligations

In addition to the hybrid arrangement, fundamental aspects of remote working such as the manner and location of work, wages, tools and equipment provided by the employer, communication methods, data security, and occupational health and safety (OHS) must not be overlooked.

Conclusion and Recommendation

If a hybrid working model is actively used in your enterprise, it is recommended to review existing employment contracts in line with the new regulation and, if deemed necessary, determine working days and arrangements in writing through supplementary protocols. Additionally, incorporating hybrid working conditions into employment contracts beforehand for newly hired personnel will be the most appropriate legal approach.