Clear answers to the questions on your mind.

Yes: remote work must be set out in a written contract, and rules on expenses, data security, occupational health, and availability must be defined. We prepare the additional protocols suited to your hybrid model.

The incentive system does not distinguish between domestic and foreign investors; in addition, double taxation treaties provide a significant advantage in profit repatriation. We set up the structure with the taxation of both countries in view.

Yes, you can be; an automated system’s statements can be attributed to the business. Through terms of use, warning notices, thresholds requiring human approval and proper record-keeping, we bring this liability down to a manageable level.

Notification to the authority and public disclosure are different things: in certain cases the KVKK/GDPR also require notifying the data subjects. We determine the scope as a legal matter and structure the disclosure text so that it does not increase litigation risk.

Not legally mandatory, but commercially often unavoidable. What matters is that the text be reasonable: unilateral audit, unlimited termination, and cost pass-through provisions are negotiable — we strike these balances for you.

Obtain legal support before giving any statement or signing any document; the first statement determines the fate of the file. We map your personal risk through your job description, signing authorities, and decision records, and build the defence accordingly.

Where the numbers set out in the law according to the size of the workplace are exceeded within a one-month period, the collective-dismissal procedure (notifications, waiting periods) applies. We plan the restructuring in compliance with this procedure and in a way that reduces litigation risk.

As a rule, yes; there are country-based exceptions, military-zone restrictions, and additional procedures for acquisition through a company. We manage the title-deed processes together with due diligence and also plan the acquisition structure from a tax perspective.

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.

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, 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 — 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.

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.

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.

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.

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.

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.

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.

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.

Not directly; mandatory rules of Turkish employment law take precedence over group policies. Rather than translating the policies one-to-one, we adapt them legally, reconciling the group standard with Turkish legislation.