Our Expertise

SAP Türkiye Payroll Localization

When the law changes, you don't wait, call or double-check.

Türkiye payroll localization means running payroll on SAP HCM or SAP SuccessFactors Employee Central Payroll (ECP) in line with Turkish legislation and keeping it current with every legal change. IKSAP is a partner specialized in SAP Türkiye Payroll Localization: the core of our team worked within SAP Türkiye from 2001 on the standardization, rollout, distribution and legal updates of the Turkish payroll country version. That experience continues at IKSAP, founded in 2010: today IKSAP is the only partner in Türkiye supporting SAP on Türkiye payroll localization. We implement your payroll, update it alongside the legislation and complete the surrounding work — SGK filings, KEP, tax reporting — with SAP-integrated solutions.

What is Türkiye payroll localization?

SAP's standard payroll engine receives country-specific rules through a "country version"; for Türkiye that version is PY-TR. Localization is the configuration of that version for your pay structure, collective agreements and reporting needs, and keeping it current with every legal change (minimum wage, SGK ceiling, tax brackets, incentive laws). If localization is out of date, payroll calculates incorrectly — and incorrect payroll is a direct financial risk in SGK and tax obligations.

Why IKSAP?

Legislation tracking stays with us.
We monitor legal changes, apply SAP updates (releases and maintenance) and deliver severance, tax and SGK calculations ready to run. Your team doesn't wait, call or double-check.
We come from the team that built the Turkish country version.
The core of our team worked within SAP Türkiye from 2001 on standardizing the Türkiye payroll localization and its legal updates. Because we know the logic behind SAP's country-version updates, we apply changes to your system quickly and correctly.
It works in both worlds.
Your payroll may run on SAP HCM (on-premise / H4S4) or on SuccessFactors ECP; Turkish rules are configured to the same depth on both. We decide together which fits your current landscape and strategy.
Everything around payroll stays in SAP, too.
Instead of separate tools for hire/termination filings, sick-leave notices, document delivery via KEP, taxable transactions and incentive calculations, IKSAP solutions integrated with SAP — all working on the same payroll data.

How many days a month does your payroll team spend tracking legislation?

In most organizations the payroll team's time goes not to calculating but to learning about a legal change, interpreting it correctly and checking it in the system. When localization is current and maintained by IKSAP, that burden leaves the team; period close is limited to the calculation itself. Two operating models:

Payroll Support (AMS): you run payroll
Your team runs payroll; under an AMS contract, IKSAP applies Türkiye payroll legal updates, tracks releases and provides support.
Managed Payroll: we run payroll
Period runs, checks and filings are handled by IKSAP; you approve the result.

Details: Managed Payroll →

How does Turkish payroll work on SuccessFactors ECP?

SAP SuccessFactors Employee Central Payroll lists Türkiye among its directly supported countries. Employee master data lives in Employee Central; payroll is calculated in ECP with the Turkish country version, where SGK, income and stamp tax, severance and incentive rules are configured. When moving from an existing SAP HCM to ECP, HR data is migrated with TPOT — template-based, logged and reversible (test → approve → load).

Details: What does Turkish payroll do on ECP? →

Staying on SAP HCM: who will update your payroll after 2027?

Mainstream maintenance for classic SAP ERP HCM (Business Suite 7) ends on 31 December 2027; optional extended maintenance is available from early 2028 until 31 December 2030. SAP HCM for S/4HANA (H4S4) falls under SAP's innovation commitment for S/4HANA through the end of 2040. The right to use HCM on S/4HANA under the compatibility pack ended on 31 May 2026 (SAP Note 2269324). For organizations that want to keep payroll on-premise, the path is H4S4; IKSAP moves payroll and time management from HCM to H4S4 together with the Turkish rules. Those who plan payroll today manage the cost; those forced to act in 2027 pay it.

Details: SAP ERP HCM / H4S4 page →

What changes in January payroll?

Before: manual updates

New-year parameters entered into tables by hand
Calculations double-checked in Excel
Filing files prepared separately
Errors noticed in the first payroll run

After: set up correctly in SAP

Changes set up in SAP and tried in the test system first
January opens with the current rules
Filings from the same payroll data
Every change recorded and auditable

How many separate tools do you use for the work around payroll?

IKSAP solutions, added as needed, that work on the same data as your SAP payroll:

Need	IKSAP solution	What it adds
Hire and termination filings	SGK Hire/Termination Filing Integration (SAP add-on)	Filings go out from SAP automatically; manual portal entry ends
Sick-leave reports (vizite)	SGK Vizite Integration (SAP add-on)	Sick-leave notices tracked electronically
Payslip and document delivery	Registered Electronic Mail (KEP)	Compliant, evidenced document delivery
Taxable transactions	Tax Reporting	Taxable payroll items and their reporting automated end to end
Incentive entitlement	SGK Incentive Optimization	Maximum incentive gain per workplace, transferred to SAP

Details: IKSAP Products →

How does it proceed?

1
Current-state assessment
Your pay structure, collective-agreement rules, current system (HCM / ECP / other) and open risks.
2
Implementation or migration
The Turkish country version is configured for your organization; in migrations, data is moved with TPOT.
3
Parallel run and go-live
Old and new payroll run side by side, differences are closed, then go-live.
4
Continuous updates
Legal changes and SAP updates from IKSAP; support according to the operating model you choose.

Frequently Asked Questions

Does IKSAP comply with Turkish payroll and SGK legislation?

Yes. Salaries, bonuses, overtime, severance pay, SGK filings, income and stamp tax and the automatic calculation of SGK employer incentives are configured in full compliance with Turkish legislation and kept current.

Does SAP SuccessFactors support Turkish payroll?

Yes. SAP SuccessFactors Employee Central Payroll lists Türkiye among its directly supported countries; IKSAP configures the local requirements (SGK, income/stamp tax, severance, incentives) on that platform.

Does Turkish payroll work better on SAP HCM or on SuccessFactors?

It works in both; the choice depends on your current landscape and strategy. For complex local processes such as payroll and time management, many organizations rely on on-premise/H4S4 and move the other modules to SuccessFactors. IKSAP builds a roadmap that connects the two worlds.

What happens when the legislation changes?

IKSAP monitors the change, applies the SAP update and delivers the calculations ready to run; your team doesn't wait for announcements or check the system by hand.

How do I move my existing SAP HCM payroll to ECP?

Your HR data is transferred to EC and ECP with TPOT on a template basis: tested first, approved, then loaded; every load is logged and can be rolled back if needed. Errors don't reach production.

Can I hand payroll over to IKSAP entirely?

Yes. In the Managed Payroll model, period runs, checks and filings are handled by IKSAP and you approve the result. If you prefer your team to run payroll, in the Payroll Support (AMS) model your team runs payroll while legal updates and support come from IKSAP under an AMS contract.

Let's plan your payroll before 2027.

Tell us where you are today and we'll define the right path and operating model together, across the HCM/H4S4 and ECP options.

Request a meeting