Clear answers to the questions on your mind.

You can; however, for consignments up to €150, if you do not collect VAT at the time of payment, the package is taxed on arrival: the customer pays VAT plus a courier collection fee at the door. This markedly increases return and complaint rates. With IOSS registration, VAT is collected at checkout and customs clearance speeds up.

Yes; in the systems we set up, access to documents is role-based, and every view and download is logged with the user and the time. That traceability is valuable in two quite different ways.The first is compliance: the Personal Data Protection Law (No. 6698) places duties of accountability and data security on the controller, and being able to answer who accessed which personal data is decisive in the investigation of a breach. The second is transaction management: in a sale or an investment process, reading from…

Yes, for many lines of business a virtual office can serve as the registered address, and the address is entered in the trade registry under the Turkish Commercial Code (No. 6102). But the tax office checks, on inspection, whether the business is genuinely being carried on there — and for activities that need a licence, a permit or physical premises, and in some bank account-opening processes, a real office is expected.Two details decide whether a virtual office holds up: the arrangement has to be capable of recei…

No — a separate work permit is required in order to work; however, the family permit provides a legitimate basis of stay that eases the application process.

Yes — that is the goal: we hand it over with a playbook, templates, and training; we stay at your side for exception and objection management.

Rarely: the communication of targets, the evaluation, the employee's defence, and the opportunity to improve must be documented. A performance termination without process is the classic reinstatement scenario.

Not always. The interests of the company and the executive may diverge; in that case separate representation is essential, and it must be identified early. We assess the conflict of interest from the outset and, where necessary, put a separate defence arrangement in place.

Yes, the Geschäftsführer is not required to reside in Germany; however, the place of effective management can trigger tax consequences, and banks ask for a resident contact person. Tax and operations should shape the structure together.

Yes, but data transfer, attorney–client privilege, and the limits of employment law must be observed. We strike the balance between intra-group reporting lines and the mandatory rules of Turkish law, and conduct a process that is defensible under both legal systems.

Yes — in the same application, the combined value of several properties can meet the threshold; the three-year annotation is entered against all of them. The total of the valuation reports and the payment documents must be consistent.

The essence of the text must be preserved; deviating from the content announced by the Board makes the validity of the safeguard questionable. Commercial annexes are handled in a separate agreement.

Yes, if genuine anonymisation is feasible; however, technical testing is essential and your contracts may provide otherwise. In most cases, a contract update + transparency is the cleanest path.

Yes — that is the most effective approach. A crisis protocol defines in advance who is to be called, which records are to be preserved, and the steps for the first 48 hours. For our ongoing advisory clients, this protocol is a standard component.

Yes, but the transition must be planned by managing the existing network’s vested expectations and goodwill-indemnity risks. An abrupt change of model is an invitation to mass disputes.

As a rule, termination by the distributor itself defeats the claim; however, there are exceptions where the manufacturer’s conduct forced the termination. That is why the structuring of the termination is a strategic decision.

You cannot stop the search; but you exercise your right to call a lawyer and, until counsel arrives, apply the passive shadowing routine in the guide. Law enforcement usually waits a reasonable time.

Under certain conditions yes, but never unconditionally. Examining an employee’s corporate computer or mailbox means processing personal data, so it is bound by the principles of the Personal Data Protection Law (No. 6698): a specific and legitimate purpose, a scope limited and proportionate to that purpose, and an employee who was told in advance. In practice the safe footing is laid at the start of employment, with an IT and acceptable-use policy stating that corporate accounts may be audited and should not be u…

Largely yes: with an apostilled power of attorney and the proper certification arrangements, the notarial steps can be carried out by proxy; some banks offer remote identity verification. The critical point is preparing the document set in line with German…

If it is genuinely anonymous, it falls outside the scope of KVKK/GDPR; however, the re-identification risk must be tested technically. The claim of being “anonymous” is the assumption that fails most often.

Yes, and the best time is now, while there is no crisis. A new investment round, a generational handover or a profit-distribution decision are natural bargaining windows for signature.

Hiring for the same job shortly after a collective dismissal calls the genuineness of the termination into question, and former employees' priority rehiring rights may come into play. The hiring plan should be built together with the exit plan.

As a rule, yes; however, for data collected from the EU, the GDPR’s transfer safeguards (such as standard contractual clauses) and the KVKK’s cross-border transfer regime must be satisfied together. We build your data architecture with a single contract set compliant with both bodies of legislation.

Yes. We coordinate the file from İstanbul; the register filing and any hearing representation are carried out by our partner firm activelaw in Germany, and reporting proceeds in Turkish.

Proportionate, disclosed, and purpose-limited monitoring is possible; covert and unlimited monitoring is risky under both KVKK and employment law. The trio of policy + privacy notice + technical limits is essential.