In practice, once you reach around five or more foreign employees, or a volume of more than five applications and extensions a year, a structured corporate immigration programme becomes cheaper than managing matters one file at a time. That threshold covers more than the direct application cost: it takes in the indirect cost and risk of delays, inconsistent document handling, missed extension dates and surprises over the employment ratio.
A programme lowers the effort per transaction through standard templates, a central tracking calendar, document checklists and a clear division of roles, and it turns the obligations under the International Labour Force Law (No. 6735) and the Law on Foreigners and International Protection (No. 6458) into something you monitor systematically. Even at smaller volumes, where key personnel or critical projects are involved, a minimum framework — a calendar and a checklist — is still worth having.
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