The answer to the question of how much of a salary can be garnished is expressly regulated in article 83 of the Enforcement and Bankruptcy Law (İcra ve İflas Kanunu – İİK): at most one quarter of the net wage may be garnished. The fact that the net minimum wage for 2026 has been set at 28.075,50 TL also directly affects the maximum amount that may be garnished in a wage garnishment (maaş haczi) from employees earning the minimum wage. This ratio applies to both private sector and public sector employees and cannot be increased in any way other than for maintenance claims (nafaka).
- At most one quarter of the wage may be garnished; this ratio cannot be increased without the written consent of the debtor (İİK m. 83).
- Since the 2026 net minimum wage is 28.075,50 TL, the maximum amount that may be garnished from the salary of an employee on the minimum wage is approximately 7.018,88 TL.
- Maintenance claims are not subject to the one quarter limit and are deducted with priority.
- Where there is more than one garnishment, the creditors enter an order of priority, and the total deduction may still not exceed one quarter.
- A debtor who believes that a deduction above the garnishment limit has been made may apply by way of complaint to the enforcement office (icra dairesi) and, if necessary, to the enforcement court (icra mahkemesi).
How Much of a Salary Can Be Garnished?
Under İİK m. 83, the basic rule in the garnishment of salaries and wages is one quarter of the net amount. This ratio has been fixed by law in order to protect the minimum subsistence level of the debtor and the debtor’s family, and it cannot be increased unless the debtor gives written consent.
Example Calculation with the 2026 Minimum Wage
The 2026 net minimum wage announced by the Çalışma ve Sosyal Güvenlik Bakanlığı (the Ministry of Labour and Social Security) is 28.075,50 TL. When one quarter of this amount is taken, the maximum amount that may be garnished monthly from the salary of an employee on the minimum wage is calculated as approximately 7.018,88 TL. Where the wage is above the minimum wage, the one quarter ratio is again applied to the net wage.
| Type of Claim | Garnishment Limit |
|---|---|
| Ordinary claim (enforcement proceedings – icra takibi) | At most 1/4 of the net wage |
| Maintenance claim | No limit, deducted with priority |
| More than one ordinary creditor | Again 1/4 in total, apportioned according to the order of priority |
Wage Garnishment for Debtors in a Composition Process
Where a decision granting a moratorium in a composition with creditors (konkordato) has been given in respect of the debtor, that decision may affect existing garnishment measures and new garnishment requests; during the moratorium new enforcement proceedings generally cannot be commenced and certain garnishment measures are stayed. This exception is intended to protect the debtor’s financial restructuring process and is assessed according to the scope of the court decision. Where the claim is based on a cheque that has been dishonoured (karşılıksız çek), the operation of the complaint and collection routes applied during this process differs; you can find further information in our article explaining the dishonoured cheque complaint process.
Is the Garnishment Limit Different for Maintenance Claims?
Yes. Maintenance claims have been kept outside the general one quarter limit in İİK m. 83 and are deducted from the salary with priority over other garnishment requests. Maintenance garnishment is one of the exceptions intended to protect the debtor’s subsistence at a minimum level, and for that reason a higher rate of deduction may be permitted.
How Does the Order of Priority Work Where There Is More Than One Garnishment?
Where there is more than one garnishment on the same salary, the deductions are placed in an order of priority and the total deduction may still not exceed one quarter of the wage. A later garnishment remains waiting in the queue until the deduction for the earlier one has ended or its amount has been met. The employer applies whichever garnishment has priority according to the order set out in the garnishment order (haciz müzekkeresi) sent by the enforcement office.
How Should a Garnishment Deduction Be Processed in Payroll Systems?
In employers’ payroll software the garnishment deduction should be defined as a separate item and should be automatically limited each month to one quarter of the net wage. For employees with more than one garnishment file, which file has priority should be entered into the system in accordance with the letter from the enforcement office, and the order of deduction should be updated regularly.
Which Payments Cannot Be Garnished?
Certain payment items are, by their nature, kept outside the scope of garnishment or may be garnished only to a limited extent: social assistance payments that protect the minimum standard of living, part of certain compensation items and payments whose garnishment is prohibited by law fall within this scope. The garnishability of each payment item must be assessed separately according to the legislation on which it is based.
How Is Garnishment Applied to Those Working in More Than One Job?
Where the same person receives wages from more than one employer, the wage received from each employer is assessed separately on its own payroll, and one quarter of each wage constitutes the garnishable limit. If the enforcement office establishes that the debtor has more than one source of income, it may send the garnishment order separately to all the employers concerned.
The Position for Part-Time and Seasonal Employees
The same one quarter ratio applies to the wages of part-time or seasonal employees as well; the fact that the wage is irregular does not change the statutory limit. For employees on variable pay, the garnishment amount is recalculated in each period according to the net wage actually paid.
How Is a Wage Garnishment Lifted?
The principal ways of bringing a wage garnishment to an end are payment of the debt in full, reaching an agreement with the creditor and requesting that the garnishment be lifted, or notifying the enforcement office or the enforcement court, by way of complaint, that the garnishment has been applied irregularly or above the limit.
Information That Should Be Included in a Complaint Petition
In a complaint concerning an irregular deduction, the payroll period, the amount deducted, the amount that should have been deducted under the statutory limit and, where available, the date and the file number of the garnishment order should be stated clearly. Presenting this information in full enables the enforcement office or the enforcement court to assess the request quickly.
Complaint Against an Irregular Deduction
A debtor who notices that the employer has made a deduction exceeding the one quarter limit may first make a written application to the enforcement office. If the problem is not resolved, a complaint may be brought before the enforcement court under İİK m. 16. The complaint must be made within a certain period from the time the measure is learned of; for that reason it is advisable to check the deductions on the payslip regularly. Those who wish to make use of current professional guidance when preparing a complaint petition may consult the resources of the Türkiye Barolar Birliği (the Union of Turkish Bar Associations).
Payment or Restructuring of the Debt
Payment of the debt in full, or lifting of the garnishment within the framework of a payment plan made with the creditor, is the most direct solution. In that case, upon the receipt to be submitted to the enforcement office or the written declaration of the creditor, the garnishment order is notified to the employer and the deduction is stopped. You can find detailed information on restructuring options for credit card debts and on ways of reaching agreement with banks in a separate article of ours.
The Difference Between the Objection Period for a Garnishment Order and the Complaint Period
Two different concepts of time limit that a debtor encounters in a wage garnishment must not be confused with one another: the period for objecting to the enforcement proceedings on which the garnishment is based (generally 7 days) and the period for a complaint alleging that the deduction actually applied exceeds the statutory limit are assessed separately. The first is directed at the proceedings themselves and the second at the amount of the deduction, and each is subject to its own procedural rules.
Responsibilities from the Employer’s Perspective
Employers are obliged to apply without delay any garnishment order that reaches them and to calculate the one quarter limit correctly. Making an excessive or insufficient deduction may lead to a dispute both with the employee and with the enforcement office; for that reason it is advisable to keep garnishment items in payroll systems separately and in a traceable manner. Changes to the procedures and principles relating to garnishment deductions are published in the Resmî Gazete (the Official Gazette) and enter into force in that way.
Can a Pension Be Garnished?
Since pensions are also regarded as wages by their nature, they are subject to the one quarter limit in İİK m. 83. The same ratio applies to the monthly payments made by the Sosyal Güvenlik Kurumu (the Social Security Institution), and this limit cannot be exceeded other than for maintenance claims. The rule that a pension cannot be garnished in full is intended to protect the minimum subsistence guarantee of the retired individual.
The Position for the Income of Self-Employed Professionals and Company Partners
Since self-employed professionals who do not work for an employer, or company partners, do not have a regular “salary”, the garnishment of the income of such persons is assessed under the general garnishment provisions, by a procedure different from that applying to wages. As regards partners who receive a regular wage from the company, the one quarter limit again applies.
Application to Foreign National Employees
The wages of foreign national employees employed in Türkiye with a work permit are likewise garnished according to the same one quarter limit where the proceedings in question are subject to the rules of Turkish enforcement law. Nationality is not a factor that changes the ratio in İİK m. 83.
Procedural Steps in the Wage Garnishment Process
Once the enforcement office has established the workplace at which the debtor works, it sends a garnishment order to the employer. The employer is obliged to begin the deduction from the first salary period in which the order reaches it and to transfer the amount deducted to the account indicated by the enforcement office.
When Does the Deduction End?
The deduction continues until the debt, together with interest and costs, has been collected in full. When the debt is closed, the enforcement office sends the employer a letter stating that the garnishment has been lifted; stopping the deduction before that letter arrives may render the employer liable.
Are Premiums, Bonuses and Travel Allowances Garnishable?
Premiums, bonuses and similar additional payments made in connection with the wage are generally regarded as wages and are subject to the same one quarter limit. By contrast, the garnishability of certain social assistance items such as travel allowances and meal allowances is assessed separately according to the nature of the payment and the relevant legislation.
The Garnishment Position for Severance and Notice Pay
Although severance pay (kıdem tazminatı) and notice pay (ihbar tazminatı) have a legal character different from that of a wage, they are among the items that may be garnished for the purposes of enforcement proceedings. Since current ceilings and rates must be taken into account in calculating these payments, you may make use of our severance and notice pay calculation tool.
Example Garnishment Calculations at Different Wage Levels
The one quarter ratio increases the amount that may be garnished proportionately as the wage level rises. The table below shows the approximate amounts that may be garnished monthly at different wage levels, taking the 2026 net minimum wage as the basis; the figures are for illustration and actual payroll deductions may vary according to tax, insurance and other statutory deductions.
| Net Monthly Wage (Example) | Maximum Garnishment Amount (1/4) |
|---|---|
| 28.075,50 TL (2026 net minimum wage) | Approximately 7.018,88 TL |
| 40.000 TL | 10.000 TL |
| 60.000 TL | 15.000 TL |
| 100.000 TL | 25.000 TL |
The Position for Civil Servants and Public Officials
The salaries of public officials are also subject to the general one quarter limit in İİK m. 83; civil servant status does not constitute a special exception that changes this ratio. The difference arises from the fact that the addressee to which the garnishment order is sent is the salary and accrual unit of the public institution concerned. The institution, just like an employer in the private sector, is obliged to apply the deduction and to transfer it to the enforcement office.
What Happens to an Ongoing Garnishment When the Employment Contract Ends?
When the employment contract of an employee subject to a garnishment comes to an end, the employer is obliged to notify the enforcement office of the situation. When the employee starts a new job, the earlier garnishment order is not automatically transferred to the new employer; the creditor or the enforcement office must establish the new workplace and send the garnishment order again. During this interim period the deduction in fact stops.
Garnishment at the Time of a Severance Pay Payment
Severance pay to be paid upon termination of the employment contract is also among the garnishable items. For the second half of 2026 the severance pay ceiling is applied as 73.729,87 TL; since employer payments above the ceiling may be subject to income tax and other deductions, the garnishment calculation must be made on the net amount.
Can a Salary Be Garnished by a Precautionary Attachment Order?
Even where there are not yet finalised enforcement proceedings, if the creditor obtains a precautionary attachment (ihtiyati haciz) order from the court, that order may also be applied to a salary. A precautionary attachment order is likewise subject to the one quarter statutory limit; for the order to be applied, notification must be made to the employer through the enforcement office. You can also reach detailed information about the special enforcement procedure applied to claims based on negotiable instruments (kambiyo senetleri) such as promissory notes, cheques and bills of exchange.
Step by Step: How to Complain About an Excessive Deduction
- Examine the payslip: Compare the garnishment deduction item on the monthly payslip with one quarter of the net wage.
- Request the garnishment order: Ask the employer or the enforcement office for a copy of the garnishment order on which the deduction is based.
- Document the difference in calculation: Calculate the difference between the amount deducted and one quarter as the statutory limit on the basis of the payslip and put it in writing.
- Apply to the enforcement office: Notify the enforcement office where the file is held of the difference identified, in writing, and request a correction.
- If no result is obtained, complain to the enforcement court: Apply to the enforcement court under İİK m. 16 and request the return and correction of the irregular deduction.
The Notification Obligation of a Debtor Who Changes Workplace
Although a change of workplace by a debtor against whom enforcement proceedings are continuing gives rise to an obligation of itself, in practice the creditor is expected to investigate the new workplace and notify the enforcement office. Concealment of workplace information by the debtor, or failure to notify the change, may delay collection of the claim and lead the creditor to resort to separate investigation requests (such as bank or SGK enquiries).
What Will the Other Side Do?
In a dispute it is not enough to know only that you are in the right; the other side also has a defence strategy of its own, and being prepared for that strategy in advance largely determines how the process will unfold. The defences below are typical objections frequently encountered in files of this kind; which of them will arise in your file depends on the documents you hold and on the course of events.
The deduction does not exceed the statutory one quarter limit.
The employer shows that the deduction complies with the procedure by submitting the payroll and the calculation table for the garnishment order to the enforcement office. The debtor, for his or her part, proves the difference with payslips showing the actual net wage and the amount in fact deducted. Whether additional payments such as premiums and bonuses have been included in the calculation is also important at this point.
An exceptional higher deduction rate is being applied because there is a maintenance claim.
The creditor justifies the exceptional deduction rate by submitting to the file the judgment or the enforcement order relating to maintenance. The debtor may object with documents showing that the maintenance amount or a duplicated deduction has been calculated incorrectly. Whether the current amount in the maintenance judgment has been correctly reflected in the enforcement file should also be checked.
The order of priority among several garnishments has been applied in accordance with the legislation.
The creditor side shows that the order of garnishment is based on the date of registration in the enforcement file. The debtor may prove, through the records of the enforcement directorate, that a different order should be applied. An error in the ordering may directly affect the monthly deduction amount.
The deduction was made correctly by the employer and the complaint is unfounded.
The employer produces the payroll records; the debtor, for his or her part, supports the complaint with a calculation table showing the difference between the deduction in fact made and the statutory limit. A comparative examination of several months’ payslips reveals whether there is a systematic error.
Which of these defences will come to the fore varies according to the specific circumstances of the file, the documents you hold and the order in which events took place. In some files the other side concentrates on a single defence, while in others several objections are seen to be raised together. For that reason, gathering the evidence that will neutralise a possible defence in advance, before moving on to the litigation or enforcement stage, directly affects the course of the process. To assess in advance which defence your file will encounter, you may get in touch.
Frequently Asked Questions
Can the whole salary be garnished?
No. Other than for maintenance claims, at most one quarter of the wage may be garnished. This limit cannot be increased without the written consent of the debtor.
How much garnishment is deducted from the minimum wage in 2026?
Since the 2026 net minimum wage is 28.075,50 TL, the maximum deduction at the one quarter ratio is calculated as approximately 7.018,88 TL.
What happens if the employer does not apply the garnishment order?
An employer’s failure to apply the garnishment order in time and in accordance with the procedure may render the employer liable. In that case the enforcement office may commence separate proceedings against the employer.
If there is more than one wage garnishment, which one is deducted first?
Garnishment requests enter the queue according to the order in which they reach the enforcement office and the total deduction may still not exceed one quarter; maintenance claims take priority in this ordering.
Is there a period for objecting to a wage garnishment?
The periods for objecting to the proceedings on which the garnishment is based are assessed separately; an allegation that the deduction exceeds the limit must be taken to the enforcement office or the enforcement court without delay from the moment it is learned of.
Can a pension be garnished?
Yes; since pensions are also regarded as wages they are subject to the one quarter limit; this ratio cannot be exceeded other than for maintenance claims.
Can a salary be garnished by a precautionary attachment order?
Yes; a precautionary attachment order obtained from the court may also be applied to a salary by being notified to the employer through the enforcement office; the statutory one quarter limit applies in that case as well.
What the Employer Should Do When the File Is Concluded
When the debt has been collected in full, the enforcement office notifies the employer by an official letter that the garnishment has been lifted. After receiving this letter the employer should close the garnishment item on the payroll and keep the deduction records for a certain period so that they can be used in any dispute.
Conclusion
The one quarter limit in wage garnishment has been laid down by law in order to protect the debtor’s minimum standard of living and cannot be increased other than for maintenance claims. Knowing the maximum deduction amount together with the 2026 net minimum wage figure prevents errors in payroll practice for both employee and employer. Your particular situation requires a separate assessment of your own file.
For objection periods and the general operation of enforcement proceedings you may examine our guide to the period for objecting to enforcement proceedings, and for the liability of third parties our article on the garnishment notice. For information about our work in enforcement and bankruptcy law you may visit our Enforcement and Bankruptcy Law page.
Table of Time Limits
| Time limit | How long | Start |
|---|---|---|
| Period for objecting to enforcement proceedings | 7 days | From service of the payment order |
Sources
- Mevzuat Bilgi Sistemi – the Legislation Information System (mevzuat.gov.tr)
- Çalışma ve Sosyal Güvenlik Bakanlığı – the Ministry of Labour and Social Security
- Türkiye Barolar Birliği – the Union of Turkish Bar Associations
- Resmi Gazete – the Official Gazette (resmigazete.gov.tr)
Related Articles
- Dishonoured Cheque Complaint: Time Limit, Judicial Fine and Payment Route
- Restructuring, Limitation and Enforcement in Credit Card Debt
- The Difference Between Enforcement Specific to Negotiable Instruments and Enforcement Without Judgment
This article is for general information purposes and does not take the place of legal advice. Your particular situation requires a separate assessment of your own file.
This article was prepared on the basis of the legislation in force as at 17.09.2026.
Av. Yahya Köse
Enforcement and Bankruptcy Law, Real Estate Law, Lease and Eviction Law, Criminal Law, Dispute Resolution, Preventive Law
View the lawyer’s profile
