Yes, and that is the point: the programme is meant to become something your HR team can run. During set-up we prepare the process map, the application templates, the document checklists and the decision trees that make up the playbook, and we train the team on extensions, updates and routine applications, so the predictable and repeating work can be done in-house.
The exceptions still need legal support: refusals, objections and litigation, changes to the legislation under the International Labour Force Law (No. 6735) and the Law on Foreigners and International Protection (No. 6458), problems with the employment ratio, and complicated family or status scenarios. The healthy model is usually a hybrid — routine processing with HR, risk and objection management alongside your adviser. Handover is not a transfer of the whole responsibility but a gradual building of capability.
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