Labor Migration Emerges as a New Chapter in Türkiye-Central Asia Relations

Russia has long absorbed much of Central Asia’s migrant workforce. That pattern is now beginning to shift, as more workers look toward Europe and Asia, including Türkiye and South Korea.

The change offers more than new migration routes. It could turn labor mobility into a tool for developing human capital and deepening economic cooperation between Türkiye and Central Asia. Türkiye is well placed to lead that transition because its diverse economy needs workers with a wide range of skills. Central Asia, meanwhile, has a young population, a rapidly growing labor force and a clear interest in expanding safe, legal employment abroad.

The economic links are already visible. Remittances to Uzbekistan reached $18.9 billion in 2025, up 28% from the previous year. Migration is also becoming more varied, moving beyond traditional destinations such as Russia, Kazakhstan and South Korea. TurkStat reported that 393,829 people moved to Türkiye in 2025, including 301,877 foreign nationals. Turkmen citizens accounted for 23.4% of foreign arrivals and Uzbek citizens for 6.9%, placing both among Türkiye’s leading sources of immigration.

Türkiye’s interest is not limited to immigration figures. An OECD economic survey for 2025 identified skills mismatches, a lack of digital abilities and shortages in some occupations. An ageing population and technological change are expected to increase demand for suitable skills, particularly in construction, tourism, hospitality, agriculture, manufacturing, logistics, and domestic and social services.

Yet the current system remains fragmented. Workers often travel first and search for jobs after arrival, relying on informal intermediaries and lacking reliable information about wages, conditions, legal requirements and employers. That leaves them exposed to fraud, exploitation, unpaid work and irregular employment. Türkiye also loses through weaker oversight, lower tax and social security contributions, and unfair competition for compliant businesses. A more effective model would begin before departure, with verified vacancies, appropriate training and legal contracts.