Where these actually come from
Most foreign employers expect a social security inspection to be about unregistered workers. In practice the common triggers are duller and closer to home:
- An employment incentive you claimed. Incentives are elected and declared by the employer, and eligibility is re-tested afterwards. If a month failed a condition — headcount baseline, payment timing, an outstanding debt — the support is reversed for that month, with interest.
- A minimum labour assessment (asgari işçilik). In construction and similar work, the institution calculates the labour that a given contract value should have required. Declare less and the difference is assessed against you.
- Late or amended declarations. A pattern of corrections invites a closer look.
- A former employee's complaint, usually after a termination that was handled badly.
The uncomfortable feature of all of these is that they run backwards. An incentive claimed correctly for thirty months and incorrectly for two can produce a reversal, penalties and interest across the whole file.
What we do
We take the correspondence and the document production, reconstruct the position month by month from the payroll records, and put the defence in writing. Where a claim was genuinely wrong we quantify it early and deal with it — voluntarily correcting a two-month error is far cheaper than defending it as part of a thirty-month assessment.
Where the institution's calculation is wrong, we show the arithmetic. Minimum labour assessments in particular are often built on assumptions about your work that do not hold, and they can be rebutted with evidence of what was actually done and by whom.
We also handle the objection route: the assessment report, the objection to the relevant commission, and the administrative fine reductions available for prompt payment. Missing a fine reduction deadline while arguing about the principle is a common and avoidable loss.
The structural fix
Almost every case we defend traces to the same root cause: nobody was reviewing eligibility monthly. Incentives are claimed by whoever runs payroll, conditions change, and no one re-tests.
Our payroll service includes that monthly review, which is the reason our own clients rarely appear in this part of the practice. If your payroll sits elsewhere, we will still take the defence — and we will tell you what to change so it does not recur.