Clear answers to the questions on your mind.

Usually yes — but funding the same expenditure item from two sources (double funding) is prohibited. An item-by-item separation plan is essential.

As a rule, expenditures made before the certificate cannot benefit from the support; timing is critical. As soon as the investment decision firms up, we plan the application and align the expenditure schedule with the certificate.

As a rule, no; a complete ban on internet sales is contrary to competition law. Limited steering is possible through quality standards and selective distribution criteria. We design the restrictions so that they do not attract penalties.

A categorical ban is risky; restrictions based on quality criteria can be defended under certain conditions. A brand-image justification must be documented with concrete criteria.

As a rule, non-EU sellers register for IOSS through an intermediary established in the EU. The choice of intermediary and the allocation of liability should be made clear by contract.

Yes; short-term secondments involve the certificate of posting (T/A 1) and social security coordination, while permanent employment brings German employment law and residence and work permits into play. We structure the secondment model according to duration and cost.

Yes; many models work without setting up a company. However, thresholds such as VAT registrations (OSS/IOSS), a GDPR representative and marketplace conditions must be met. Beyond a certain scale, a warehouse or a company structure becomes advantageous in tax and commercial terms — we plan this transition together with our regional desks.

Yes for non-personal or properly anonymised data sets — with the right contract. For sets containing personal data, the legal basis, the purpose and the transfer rules are decisive. We classify your data set legally and build the licence model on a balance of rights and responsibilities.

In most cases yes — but as a temporary measure protecting the integrity of the investigation, not as a punishment. The safest route in practice is paid administrative leave that removes the employee’s access to the evidence and to witnesses; because pay and benefits continue, there is no detriment for them to point to.Form and communication are what decide it. The measure should be in writing, for a defined period, reasoned, and worded so that it does not damage the presumption of innocence — and there should be n…

Yes: fixed-term, target-based pilot structures that open up exclusivity in stages can be set up. This way, no permanent dependency arises before performance has been demonstrated. We design the pilot contract together with exit options.

Conditionally: the scope of copyright exceptions, opt-out records, website terms of use, and personal data rules must be analysed on a source-by-source basis. “Everyone does it” is not a legal basis.

Yes, but under the post-2024 regime an appropriate transfer mechanism (most often the Board's standard contract) must be put in place and notification made within the time limit; the privacy notices must also cover the transfer. We build the intra-group flow with a single set of contracts.

Material changes require written acceptance; in collective updates, a transition strategy (packaging with new benefits) reduces resistance. Imposing changes one by one creates reinstatement risk.

Yes, through recognition and enforcement proceedings; the conditions and time limits are assessed case by case. In the opposite direction, enforcing Turkish judgments in Germany is also possible.

Yes, with a core-plus-country-annex model; the very same text can be valid in one country and invalid in another. The standard should be designed to allow flexibility.

You can, but recruitment and performance are among the most exposed uses there are. The AI Act places systems used in hiring, promotion and performance evaluation in the high-risk class, which brings obligations of transparency, record-keeping and human oversight. In Türkiye the same process runs into the Personal Data Protection Law (No. 6698): candidates have to be given an information notice, and the law gives a data subject rights against a decision produced by automated processing, including the right to obje…

Only if there is a legal basis, purpose limitation, and contractual safeguards. Whether the tool uses the data for training and where it processes it are critical. We run the data flow through the KVKK/GDPR filter and define a framework for safe use.

Yes. We adapt group policies — the code of conduct, the gifts and benefits policy, anti-bribery and anti-corruption, the whistleblowing hotline — to Turkish legislation and to local business practice. The anti-bribery part is aligned with the bribery and abuse-of-office provisions of the Turkish Penal Code (No. 5237); the hotline is aligned with the Personal Data Protection Law (No. 6698), both for the personal data it collects and for the protection of the person who reports.What we do is a legal adaptation rathe…

Yes. We draft contracts in Turkish, German and English, and where a deal involves parties on both sides we prepare bilingual, two-column texts. A translation alone is not enough: the wording has to carry the same legal meaning in each language. In every bilingual contract we set out expressly which language version prevails, which closes off a common source of interpretation disputes. One point is worth knowing in advance: Turkish courts conduct proceedings in Turkish, and a contract in a foreign language is put t…

Yes. We prepare monthly financial statements and payroll summaries in German or English, mapped to your group's chart of accounts and reporting template. The core task is bridging two systems: statutory bookkeeping in Türkiye follows the Turkish Commercial Code (TTK, Law 6102) and the Tax Procedure Law (VUK, Law 213), while payroll reflects the Labour Law (İşK, Law 4857) and social-security rules (Law 5510), none of which line up automatically with German group accounting. We reconcile the statutory figures, trans…

You cannot impose a minimum price; however, legitimate tools such as recommended prices, marketing-support criteria and selective-distribution quality requirements can be designed. The wording of the tool is decisive.

As a rule yes, but most relationships continue without interruption. In a merger, a demerger or a change of legal form, assets, rights and obligations pass to the new structure largely by universal succession under the Turkish Commercial Code (No. 6102). For employment contracts the transfer-of-workplace provisions in Article 6 of the Labour Law (No. 4857) apply: the employment relationship continues, with the employees’ rights and their accrued seniority preserved.The exposure sits in the commercial contracts. Ch…

For most steps, no. The greater part of the incorporation, tax and banking work can be done without you travelling, on a power of attorney issued at a consulate or executed abroad, apostilled under the Hague Convention and translated into Turkish. The Foreign Direct Investment Law (No. 4875) puts nothing in the way of a foreign investor incorporating remotely.There is one practical caveat, and it is a banking one rather than a legal one: some banks want the authorised signatory to attend once in person, for the ac…

As a rule, no; in most cases filing a criminal complaint is at the company's discretion and is weighed together with its commercial, reputational, and recovery dimensions. We separately check for exceptional reporting obligations and reach the decision in light of the strength of the findings.