What Is E-Vizite? How to Submit the SSI E-Vizite Notification?

The system activated at this stage is the SSI e-Vizite application.

E-Vizite is the official system that enables employers to notify the SSI electronically whether an employee on medical leave has worked during the certified rest period. In technical terms, this procedure is referred to as the “Notification of Non-Working Days” (Çalışılmadığına Dair Bildirim).

In this article;

• What is e-Vizite?
• In which cases is SSI e-Vizite mandatory?
• How is an e-Vizite notification submitted?
• What is the statutory time limit for submitting e-Vizite?
• Is there an administrative penalty for failure to submit e-Vizite?
• What is the relationship between e-Vizite and the temporary incapacity benefit?
• How are payroll processing and missing day notifications affected?

You will find comprehensive answers to all these critical questions.

What Is E-Vizite?

E-Vizite is a digital application operated through the electronic infrastructure of the Social Security Institution (SSI), which includes the employer’s declaration of “not worked” for insured employees who have a medical rest report.

The process operates as follows:

1. The medical report issued by the healthcare provider is transmitted electronically to the SSI system.
2. The employer logs into the system with e-Declaration (e-Bildirge) authorization and views the relevant report.
3. A declaration is made as to whether the employee actually worked during the report period.
4. In line with this declaration, the SSI completes the temporary incapacity benefit process.

In this respect, e-Vizite constitutes a complementary component of the SSI’s benefit calculation mechanism.

Note: The critical point here is as follows: The mere transmission of the medical report to the SSI system is not sufficient. The employer’s declaration ensures that the report period is formally closed with confirmation that no work was performed. This closure constitutes an important step in enabling the SSI to assess the temporary incapacity benefit (medical report payment) more accurately.

What Is the Purpose of E-Vizite?

The function of the e-Vizite system can be evaluated under three main headings:

1. Administration of the Temporary Incapacity Benefit

The medical report payment (temporary incapacity benefit) paid by the SSI may not proceed systemically until the employer’s declaration process is completed. The e-Vizite notification is the operational step that enables the report to move to the payment stage.

2. Ensuring Payroll and SSI Reporting Compliance

Report days affect:

• Earnings subject to social security contributions
• Missing day codes
• Wage calculations
• Monthly contribution and service statement processes

If e-Vizite is not submitted, discrepancies may arise between the medical report records and payroll records.

3. Audit and Risk Management

One of the most frequently reviewed areas in SSI inspections is the alignment between medical reports, attendance records, and payroll. The e-Vizite record constitutes an official trace in which the employer declares that the employee was not engaged in work during the report period. This trace functions as a corporate defense mechanism in the event of a potential audit.

In Which Cases Is E-Vizite Used?

The e-Vizite application is activated for the following types of medical leave:

• Medical rest reports issued due to illness
• Reports issued following an occupational accident
• Occupational disease reports
• Maternity (pre-natal and post-natal) medical rest reports

Particularly in cases of occupational accident and occupational disease reports, the notification process proceeds with greater sensitivity. This is because such reports are subject to separate evaluation criteria within the scope of short-term insurance branches.

How Is an SSI E-Vizite Notification Submitted?

E-Vizite procedures carried out through the SSI’s “Notification of Non-Working Days Entry System” now include a secondary verification step via SMS following recent regulatory updates. This implementation aims to subject authorized employer representatives to additional security verification during system login and notification approval stages.

This regulation constitutes a control mechanism particularly designed to prevent unauthorized access and the risk of incorrect declarations. Accordingly, the e-Vizite process should no longer be regarded solely as a technical notification procedure; it should also be evaluated as an identity verification-based security protocol. You may access the publication containing detailed information on the subject here.

Current Procedural Steps

The E-Vizite notification is completed through the following stages:

1. The system is accessed using SSI e-Declaration (e-Bildirge) user credentials.
2. The “Notification of Non-Working Days” screen is opened.
3. The medical rest report of the relevant insured employee is displayed.
4. A declaration is made that no work was performed during the report period.
5. At the approval stage, the secondary verification is completed by entering the SMS verification code sent to the mobile phone number registered in the system.
6. The notification is finalized.

This SMS verification step constitutes a significant additional layer of security, particularly in large-scale enterprises where multiple user authorizations are defined within the system.

Why Is SMS Verification Important?

The secondary verification via SMS:

• Reduces the risk of unauthorized transactions.
• Clarifies employer liability.
• Enhances transaction security within SSI systems.
• Strengthens the verifiability of transaction records during audits.

What Should Employers Pay Attention To?

• The mobile phone number registered in the SSI system must be up to date.
• Authorized user definitions must be accurately configured.
• The notification responsibility should be defined through a written procedure.
• Since the SMS verification step constitutes the final stage, the system should not be exited before the process is fully completed.

With this update, the e-Vizite process is no longer a procedure that progresses merely as “I have viewed the report and approved it.” The SMS verification implementation represents a new stage that ensures the employer’s declaration is made securely and on the basis of personal accountability.

What Is the Time Limit for Submitting an E-Vizite Notification?

The notification may be submitted until the end of the deadline for filing the monthly declaration of the month in which the temporary incapacity (rest period) ends. In payments of temporary incapacity benefit to insured employees within the scope of Article 4/a, if the notifications requested by the Institution from employers are not submitted electronically within the specified period, an administrative fine equal to one-tenth of the monthly minimum wage per insured employee shall be imposed; if the notifications are not submitted at all, an administrative fine equal to one-half of the monthly minimum wage per insured employee shall be imposed.

The Relationship Between E-Vizite and the Temporary Incapacity Benefit

In order for the SSI to grant a benefit for medical leave due to illness, certain contribution day requirements must be satisfied in the period preceding the start date of the report. The criterion most frequently referenced in practice is that at least 90 days of short-term insurance contributions must have been reported within the last one year.

e-Vizite does not alter this calculation; however, it contributes to the technical completion of the benefit process.

E-Vizite and the Payroll Process

Report days affect the following fields in payroll:

At this point, the fundamental principle to be emphasized is the concept of “single source of truth.” If working periods are recorded in the PDKS (Personnel Attendance Control System) or input system in a certain manner, payroll calculations must be based on that data; likewise, the information reflected in payroll must be reported to the SSI in the same manner. The e-Vizite notification formally confirms that no work was performed during the report period and completes the final link of this process.

Any disruption within this chain creates uncertainty during audits. Even if one of the records is accurate, corporate risk arises when system integrity is compromised.

Let us consider a simple scenario frequently encountered in practice:

An employee obtains a medical report, it is marked as “medical leave” in the PDKS system, and a missing day code is entered in payroll; however, the e-Vizite notification is not submitted. The employee applies to the relevant department due to the non-payment of the medical report benefit, the payroll process is reviewed retrospectively, and the closing is delayed.

This situation arises not from a technical system error, but from a lack of coordination in process management. In corporate structures, the integrated and timely execution of e-Vizite, attendance, and payroll processes is of critical importance both for employee satisfaction and for regulatory compliance.

What Happens If E-Vizite Is Not Submitted?

The e-Vizite process is often approached with the question, “Is there a penalty or not?” However, the issue is not limited to administrative sanctions; it should be evaluated from the perspective of process integrity and corporate risk management. The failure to submit or delay in submitting the e-Vizite notification produces effects on three different levels:

From the employee’s perspective:

The temporary incapacity benefit process of an employee on medical leave may be prolonged. This may create a perception of “loss of entitlement” on the part of the employee and increase the number of inquiries and complaints directed to the human resources department. Particularly in organizations with a high number of employees, this situation may evolve into operational workload intensity.

From the employer’s perspective:

If inconsistencies arise between medical reports, attendance records, and payroll records, an explanatory burden may emerge during inspections. The absence of an e-Vizite notification may create the impression that compliance processes are not conducted systematically. This, in turn, increases the perception of corporate risk.

From an operational perspective:

If e-Vizite is not submitted, payroll closing processes may be disrupted. Retrospective corrections, additional controls, and manual interventions may become necessary. This situation signifies not only a loss of time, but also an increased likelihood of error.

A common incorrect assumption in practice is as follows:

“If we deduct the report days in payroll, the issue is resolved.”

However, correcting the payroll record does not automatically complete the benefit process before the SSI. The significance of e-Vizite becomes evident precisely at this point. This application constitutes an official declaration mechanism that closes not only the accounting aspect of the report period, but also its social security dimension.

Accordingly, e-Vizite is not a mere formality; it is a complementary process essential for the protection of employee rights and the maintenance of corporate compliance.

Practical Control Table for the E-Vizite Process

Frequently Asked Questions (FAQ)

Is e-Vizite the same as the “Notification of Non-Working Days”?

In practice, yes; when employers refer to e-Vizite, they generally mean the Notification of Non-Working Days screen within the SSI system. This screen supports the completion of the SSI benefit process by declaring that the employee did not actually work during the report period.

Who should submit e-Vizite: Human Resources, accounting, or payroll?

From a legislative perspective, the responsibility lies with the employer. Operationally, however, the task may fall under HR, payroll, or accounting, depending on the company’s organizational structure. The critical point is not to “label” the task under a single unit, but to establish a role design that integrates PDKS, payroll, and SSI notifications within the same line of accuracy. Best practice is to designate a primary responsible person and a backup responsible person.

If e-Vizite is not submitted, will the employee never receive the medical report payment?

In most cases, the process is delayed or placed under follow-up. The employee may perceive that the benefit process has not progressed. Rather than stating “the employee will never receive it,” the more accurate expression is: When the e-Vizite process is delayed, the benefit process may be delayed in practice. For this reason, it is important to define an internal SLA (e.g., processing within the days following the report end date).

What is the 90-day requirement for medical leave due to illness?

For temporary incapacity benefit due to illness, at least 90 days of short-term insurance contributions must have been reported within the one-year period preceding the start date of the report.

(Note: In cases such as occupational accident or occupational disease, the conditions and evaluation criteria may differ.)

Is e-Vizite the same as a missing day notification?

No. The missing day notification answers the question “how many days were worked?” within the payroll/Monthly Contribution and Service Declaration (MPHB) framework. e-Vizite, on the other hand, completes the benefit and control process by declaring “not worked” during the report period. The two must verify each other; one does not replace the other.

If e-Vizite is submitted incorrectly, can it be corrected?

In practice, a correction may become necessary; however, the critical point is not only making the correction “through the system screen,” but also ensuring alignment with payroll and missing day records. Repetition of incorrect declarations or missing deadlines increases process risk. Therefore, when a correction is required, its impact on payroll closing should also be evaluated.

The report appears in e-Government (e-Devlet), but the payment has not been made. What are the most common reasons?

The most frequently encountered reasons in practice are:

• Delay in submitting the e-Vizite/Notification of Non-Working Days
• Failure to meet contribution day/eligibility requirements (particularly the 90-day requirement in illness reports)
• System inconsistencies in the report type or date range
• Contradictions between payroll/missing day records and the medical report

Conclusion

Although e-Vizite may appear as a “minor screen” within SSI processes, it is an application with a broad impact, ranging from the timing of employee benefit payments to payroll accuracy, from audit consistency to operational management.