The Turkish Worker visa was a UK immigration route granted to Turkish nationals under the terms of the European Community Association Agreement (ECAA), also known as the Ankara Agreement. It allowed eligible Turkish citizens to live and work in the UK with progressively expanded work rights over time. The route closed to new applicants from 1 January 2021 following the UK’s withdrawal from the EU, but transitional arrangements remain in place for existing holders and their family members.
What this article is about
This article provides an in-depth guide to the Turkish Worker visa as a legacy route. It explains the scheme’s legal foundation under the Ankara Agreement, outlines the eligibility rules that applied before closure, details the rights and conditions for existing holders, and clarifies the extension and settlement options still available. It also addresses common questions from both individuals and employers, including the impact of job changes, family member entitlements, and the possibility of switching to other visa categories.
Although the route is closed to new applicants, those who already hold Turkish Worker leave can continue to extend their stay and may still be eligible for Indefinite Leave to Remain (ILR) after meeting the required residence period. For individuals who no longer qualify under this route, alternative UK work visa options are available, which we will briefly explore later in the article.
The information here is designed to help both Turkish Worker visa holders and their dependants understand their current legal position and make informed decisions about their next immigration steps.
Section A: Background and Legal Basis
The Turkish Worker visa existed as part of the UK’s obligations under the European Community Association Agreement (ECAA), also known as the Ankara Agreement, signed in 1963 between Turkey and the European Economic Community (EEC). The Agreement was aimed at promoting economic relations between Turkey and EEC member states, including provisions allowing Turkish nationals to establish businesses or take up employment in member countries under progressively favourable conditions.
In the UK, these arrangements gave rise to two distinct visa categories for Turkish nationals: the Turkish Businessperson visa and the Turkish Worker visa. The Turkish Worker visa was designed specifically for individuals who had already been lawfully employed in the UK for at least one year under a different visa category. It provided a pathway to extend permission to stay while benefiting from increasing freedom to change employers and work sectors over time.
Initially, applicants had to demonstrate continuous legal employment with the same employer for at least 12 months before becoming eligible to apply. Over the course of their stay, the conditions of employment became progressively more flexible. After four years, visa holders were free to work for any employer without restrictions, and after five years, they could apply for Indefinite Leave to Remain.
The UK’s withdrawal from the EU on 31 January 2020 and the end of the transition period on 31 December 2020 brought significant change. The Ankara Agreement rights, including the Turkish Worker visa route, ceased for new applicants from 1 January 2021. However, transitional provisions were introduced for those already on the route before closure, protecting their ability to extend their stay and qualify for settlement under the pre-existing rules.
The closure of the route means there is now no direct equivalent for Turkish nationals seeking to work in the UK unless they qualify under the UK’s points-based immigration system, such as the Skilled Worker visa or Global Business Mobility routes. Nevertheless, the Turkish Worker visa remains relevant for those holding it at the time of closure, given the continuing settlement rights under the transitional framework.
Section Summary
The Turkish Worker visa was a legacy route born out of the Ankara Agreement between Turkey and the EEC, allowing Turkish nationals with existing lawful employment in the UK to extend their stay with progressively greater employment rights. While the route closed to new applicants on 1 January 2021 following Brexit, transitional arrangements safeguard the rights of those already on the route, including their ability to extend stay and obtain ILR.
Section B: Eligibility Requirements (Pre-Closure)
Before the closure of the route on 1 January 2021, the Turkish Worker visa had specific eligibility requirements that applicants needed to meet in order to apply. These requirements were based on the provisions of the Ankara Agreement and were designed to ensure that the applicant had an established and lawful work history in the UK.
1. Lawful entry and existing leave to remain
Applicants had to already be in the UK with valid leave to remain under another immigration category. Crucially, this leave had to allow them to work, such as a work visa, student visa (with work permission), or dependant visa. Individuals without valid immigration status could not apply.
2. Continuous employment requirement
A key eligibility condition was that the applicant had to be working legally in the UK for the same employer for at least 12 months before applying. This requirement demonstrated stability in employment and compliance with UK immigration laws. The work had to be genuine, paid employment — voluntary or casual work did not count.
3. Permitted work types and employers
The visa was open to most employment sectors, provided the work was lawful and the applicant had the right to undertake it under their existing immigration conditions. There were no formal skill level or salary thresholds, unlike the later Skilled Worker visa route. However, the employment had to be continuous and in line with the visa holder’s original conditions.
4. Progressive work rights
The Turkish Worker visa operated on a staged rights system:
- After 1 year of lawful employment with the same employer: Apply for leave to continue working for that employer.
- After 3 years in the UK as a Turkish Worker: Apply to change employer within the same occupation.
- After 4 years in the UK as a Turkish Worker: Apply to work for any employer in any occupation.
5. No public funds
Like most UK work visas, Turkish Worker visa holders were prohibited from accessing public funds. Applicants had to be financially self-sufficient, demonstrating they could maintain themselves without recourse to state benefits.
6. Application timing
Applications had to be submitted before the expiry of the applicant’s current visa. Overstaying — even for a short period — could jeopardise eligibility. Under the transitional rules in Appendix ECAA Extension of Stay, the application requirements remain in force for existing holders.
Section Summary
Before its closure, the Turkish Worker visa was open to Turkish nationals who were already in the UK with valid work rights and had been employed continuously for at least one year by the same employer. The route operated on a staged system, granting progressively wider employment rights over time. There were no skill or salary thresholds, but applicants had to comply strictly with lawful employment and immigration requirements.
Section C: Rights and Conditions for Existing Holders
Although the Turkish Worker visa is now closed to new applicants, existing holders and their dependants continue to benefit from the rights and conditions set out under the original rules, provided they remain compliant with UK immigration law and extend their leave when required. These rights are protected by the transitional arrangements introduced after the closure of the route on 1 January 2021.
1. Work rights and job changes
Turkish Worker visa holders may continue to work in the UK, subject to the conditions that applied at the time their visa was granted. The route’s progressive work rights still apply for those who remain on it:
- During the first three years, the ability to change jobs may be limited to the same employer or occupation.
- After three years, holders can change employer within the same occupation.
- After four years, holders can work for any employer in any occupation without restriction.
Job changes must comply with the terms of the visa and may require notifying the Home Office, especially if the new employment is in a different role or sector before full work rights have been unlocked.
2. Family members (dependants)
Dependants of Turkish Worker visa holders — typically spouses, partners, and children under 18 — can remain in the UK as long as the main visa holder has valid leave. Under transitional provisions, dependants must either have held dependant leave under the Turkish Worker route before its closure or have applied since in line with those provisions. Dependants generally have the right to work without restriction and can access education.
3. Public funds restriction
Both Turkish Worker visa holders and their dependants are prohibited from claiming public funds. They must be financially self-sufficient, although they may use the NHS and other public services for which they are eligible.
4. Studying in the UK
Visa holders are permitted to study in the UK, either part-time or full-time, provided this does not interfere with their ability to meet work and extension requirements. Some courses may require an Academic Technology Approval Scheme (ATAS) certificate depending on the subject and nationality.
5. Employment changes and immigration compliance
If a visa holder loses their job, they must secure new employment in line with the visa’s conditions. Failure to do so could affect their ability to extend their visa or qualify for ILR. Employment changes before unlocking full work rights may need to be pre-approved or evidenced in extension applications.
Section Summary
Existing Turkish Worker visa holders retain their original rights under the Ankara Agreement, including progressive freedom to change employers and work sectors, the ability to bring dependants, and the right to study. However, they remain subject to restrictions on public funds and must comply with the visa’s employment conditions to maintain lawful status.
Section D: Extension and Settlement Options
Although the Turkish Worker visa is no longer open to new applicants, those who held this visa before its closure on 1 January 2021 may still be able to extend their stay or apply for Indefinite Leave to Remain (ILR), provided they continue to meet the original rules. The transitional provisions introduced after Brexit ensure that existing holders are not disadvantaged, allowing them to complete their route to settlement.
1. Applying for an extension
Existing Turkish Worker visa holders can apply to extend their leave before it expires. To do so, they must:
- Continue to hold valid Turkish Worker leave.
- Meet the employment requirements applicable to their stage on the visa (same employer, same occupation, or any job, depending on time spent in the route).
- Provide evidence of ongoing lawful employment, such as payslips, contracts, and employer letters.
- Remain compliant with immigration conditions, including no access to public funds.
Extensions are typically granted for up to three years at a time, depending on the applicant’s circumstances and eligibility for ILR. Under the transitional rules in Appendix ECAA Extension of Stay, applicants must apply before their current leave expires and demonstrate continued compliance with the route’s conditions.
2. Indefinite Leave to Remain (ILR)
ILR is available to Turkish Worker visa holders who have completed at least five years of continuous lawful residence in the UK under the route. Applicants must also:
- Have spent no more than 180 days outside the UK in any 12-month period during the qualifying period, assessed under the rules in Appendix Continuous Residence.
- Continue to meet the employment conditions for their stage of the visa until ILR is granted.
- Pass the Life in the UK Test.
- Demonstrate sufficient English language ability (unless exempt).
Once granted, ILR provides the right to live and work in the UK without immigration restrictions and is a step towards British citizenship.
3. Switching to another visa route
Some Turkish Worker visa holders may choose to switch into a different visa category, such as the Skilled Worker visa or Global Talent visa, particularly if their circumstances change or if they wish to pursue a route with a shorter settlement timeline. However, switching should be considered carefully, as it may reset the qualifying period for ILR unless the new visa category allows for time on the Turkish Worker route to be combined under its own settlement rules (or counted towards long residence).
4. Consequences of lapsing status
Allowing Turkish Worker leave to expire without applying for an extension or switching to another visa will result in loss of legal status. This can have serious consequences, including loss of work rights, potential removal from the UK, and future immigration applications being refused on the grounds of overstaying.
Section Summary
While the Turkish Worker visa is now closed to new applicants, existing holders can continue extending their stay and, after five years, apply for ILR under transitional rules. Maintaining continuous lawful residence and meeting employment requirements is essential. Switching to another visa is possible but may impact settlement timelines, and lapsing status carries significant risks.
FAQs
Can I still apply for a Turkish Worker visa?
No. The route closed to new applicants on 1 January 2021 following the end of the Brexit transition period. Only individuals who already held Turkish Worker leave before that date can extend their stay under transitional arrangements in Appendix ECAA Extension of Stay.
How long can I stay on the Turkish Worker visa?
Existing holders can extend their visa in increments (often up to three years at a time) as long as they meet the employment and immigration requirements. After five years of continuous lawful residence in the UK on this visa, holders can apply for Indefinite Leave to Remain.
What are the ILR rules for Turkish Workers?
To qualify for ILR, you must have spent five continuous years in the UK on the Turkish Worker visa, meet the employment conditions applicable to your stage in the route, pass the Life in the UK Test, demonstrate English language ability (unless exempt), and not exceed the permitted absences from the UK under Appendix Continuous Residence.
Can family members work in the UK?
Yes. Dependants of Turkish Worker visa holders generally have full rights to work in the UK without restrictions. They can also study and access state education, but like the main visa holder, they cannot claim public funds.
What happens if I change jobs?
If you have been on the route for less than three years, you may be restricted to the same employer. Between three and four years, you can change employers within the same occupation. After four years, you can work for any employer in any occupation. Changes before you have full work rights must comply with the visa’s conditions and may require evidence or notification to the Home Office.
Conclusion
The Turkish Worker visa was a unique UK immigration route, born from the Ankara Agreement, that granted Turkish nationals progressive work rights leading to settlement. While the route closed to new applicants from 1 January 2021, existing holders and their dependants retain valuable rights under transitional arrangements, including the ability to extend their stay and apply for Indefinite Leave to Remain after meeting the required residence and employment conditions.
For current holders, maintaining lawful status is essential. This means renewing the visa on time, meeting the employment requirements for the relevant stage of the route, and keeping within the permitted absence limits if aiming for settlement. Dependants benefit from broad work and study rights, making the visa an important option for families who were already in the UK under its provisions.
For Turkish nationals who did not hold this visa before closure, alternative routes under the UK’s points-based system — such as the Skilled Worker visa, Global Talent visa, or other sponsored work routes — now provide the primary pathways for living and working in the UK. Understanding the differences between these options is key to making informed decisions about your immigration future.
Glossary
| Term | Meaning |
|---|---|
| Ankara Agreement | The 1963 agreement between Turkey and the European Economic Community, forming the legal basis for the Turkish Worker and Turkish Businessperson visa routes. |
| ECAA | European Community Association Agreement – the formal name for the Ankara Agreement arrangements. |
| Turkish Worker visa | A former UK work visa allowing eligible Turkish nationals to extend their stay with progressive work rights under the Ankara Agreement. |
| ILR | Indefinite Leave to Remain – permanent settlement in the UK, allowing residence and work without immigration restrictions. |
| Dependant | A family member eligible to join or remain with a visa holder, such as a spouse, partner, or child under 18. |
| Public funds | State benefits and financial assistance provided by the UK government, which most visa holders are prohibited from accessing. |
Useful Links
| Resource | Link |
|---|---|
| GOV.UK – Ankara Agreement: Turkish Worker visa guidance (archived) | https://www.gov.uk/turkish-worker |
| GOV.UK – Indefinite Leave to Remain guidance | https://www.gov.uk/indefinite-leave-to-remain |
| GOV.UK – Apply to extend your Turkish Worker visa (archived) | https://www.gov.uk/turkish-worker/extend-your-visa |
| DavidsonMorris – Turkish Worker visa guidance | https://www.davidsonmorris.com/turkish-worker-visa/ |
