Annual Leave Calculator in Turkey: Leave Days and Leave Pay

What Is Annual Leave in Turkey?

Annual leave in Turkey is a right to rest, guaranteed by the Turkish Constitution and the Labour Law, under which an employee who has worked for at least one year receives paid leave for each year of service. Designed to help employees protect their physical and mental well-being in the face of long working hours and the challenges of working life, this right arises when the employment relationship continues uninterrupted and the employee has completed at least one year of service. Under Turkish law, annual leave aims to increase employee productivity and to ensure occupational health and safety.

This right is guaranteed under Turkish national legislation and international agreements, and it cannot be unilaterally restricted or abolished by the employer. The basic rules employees in Turkey should know about their annual leave rights are as follows:

• It Cannot Be Waived: An employee cannot waive the right to annual paid leave; agreements to the contrary have no effect.
• It Cannot Be Converted into Money: While the employment contract continues, no payment can be made instead of leave; unused leave turns into a pay claim only when the contract ends.
• It Is Paid: The pay for the leave period is paid in advance or as an advance payment before the employee starts the leave.
• It Is Granted as a Whole: The employer cannot divide the leave unilaterally and must grant it without interruption; it can only be divided by agreement of the parties.

When Does the Right to Annual Leave Arise in Turkey?

In Turkey, the right to annual leave arises when the employee completes one uninterrupted year of work from the date of employment, including the probationary period. Under the Turkish Labor Law No. 4857, official holidays, national holidays and other periods specified in the legislation are included in the calculation of the working period. Accordingly, even if the employee did not actually work on these days, they are considered to have worked for the purpose of annual leave entitlement.

Under Turkish law, if the employee’s service has been interrupted, the employee must complete the missing period; therefore, employees who work for less than one year cannot benefit from annual leave. With each new year of service the right to annual leave is regained, and the employee may use this leave within the following period of service after becoming entitled to it.

1. Which Periods Count as Service for Annual Leave in Turkey?

Article 55 of the Turkish Labour Law treats certain days on which the employee did not actually work as worked days for the purpose of earning annual leave. As a result, days missed for reasons such as short-term illness, childbirth or holidays do not interrupt the one-year qualifying period in Turkey. The main periods listed in the law are as follows:

• Accident and Illness Days: Days on which the employee could not work because of an accident or illness count as worked days, provided they do not exceed the period set in Article 25/I-b of the Labour Law.
• Maternity Leave: Days on which a female employee is not allowed to work before and after childbirth are added to the qualifying period.
• Statutory Duties: Days missed because of military manoeuvres or any work obligation arising from a law, other than compulsory military service, count up to 90 days a year.
• Force Majeure: If work at the workplace is suspended due to compelling reasons for more than one week without interruption, 15 days of the time the employee spends without working count as worked days, provided the employee returns to work.
• Holidays and Leave Days: Weekly rest days, national and public holidays, and previously used annual leave, the excuse leave in Additional Article 2, other leave granted by the employer and short-time working periods count as worked days.

Longer absences not included in this list are not added to the qualifying period under Turkish law. In such a case, completion of the one-year period is delayed by the length of the absence, and the next entitlement date moves forward accordingly.

2. Is Service at Different Workplaces of the Same Employer Combined in Turkey?

Under Turkish law, the periods an employee has worked at one or more workplaces of the same employer are combined when calculating the right to annual paid leave. Transferring the employee to a different branch or workplace of the same employer does not reset the employee’s seniority. Therefore, the leave period is determined not only by the work at the last workplace but by the total length of service with the same employer.

3. Is an Employee Who Has Worked 6 Months Entitled to Annual Leave in Turkey?

An employee subject to the Turkish Labour Law cannot earn statutory annual paid leave before completing one year of service, including the probationary period. Therefore, an employee who has worked 6 or 11 months has not yet acquired the statutory right to annual leave, and if the employment contract ends within this period, no unused leave pay can be claimed. The Turkish Labour Law does not provide for pro-rata leave based on the number of months worked.

However, in Turkey leave may still be granted to an employee who has not completed one year under the employment contract, a collective agreement or workplace practice. Since weekly rest days and the days listed in Article 55 count as worked days, the employee’s first entitlement date is, as a rule, one year after the start date.

4. Are Seasonal Workers Entitled to Annual Leave in Turkey?

The annual paid leave provisions of the Turkish Labour Law do not apply to employees working in seasonal or campaign jobs that by their nature last less than one year. For these employees, the right to leave in Turkey is determined by the employment contract or collective agreement, if any. Employees subject to the Press Labour Law and the Maritime Labour Law are governed by the special leave rules of their own laws. Under the Press Labour Law, journalists working for non-daily publications receive two weeks of paid leave for each six-month period of work, while under the Maritime Labour Law a seafarer who works at least six months in a calendar year becomes entitled to annual paid leave.

How Many Days Is the Annual Leave Period in Turkey?

Under the Turkish Labour Law, annual leave is 14 days for employees with 1 to 5 years of service (5 years included), 20 days for those with more than 5 but less than 15 years, and 26 days for those with 15 years (included) or more. These are statutory minimum periods in Turkey; they can be increased by employment contracts and collective agreements, but not reduced. The number of vacation days an employee gets in Turkey is determined by the employee’s total seniority with the same employer.

The duration of annual leave in Turkey is calculated based on the employee’s start date, considering a full calendar year. Once the employee completes one year, they earn the right to annual leave, which can be used during the following working year. For example, an employee who starts work on 01.06.2024 becomes entitled to annual leave as of 31.05.2025 and can use the leave between 01.06.2025 and 01.06.2026.

According to Turkish labor legislation, annual leave durations based on years of service are as follows:

• At least 14 days for employees with 1 to 5 years of service (5 years included),
• At least 20 days for employees with more than 5 but less than 15 years of service,
• At least 26 days for employees with 15 or more years of service.

How Long Is Annual Leave for Underground Work in Turkey?

In Turkey, the annual paid leave of employees working underground is applied by adding four days to each period set by seniority. Accordingly, an employee working in underground mining jobs receives at least 18, 24 or 30 days of annual leave depending on length of service. When the “underground work” option is ticked in the calculator, this increase is added automatically to each year of service.

Have Annual Leave Periods Changed in Turkey in 2026?

As of 15 October 2026, the 14-, 20- and 26-day annual leave periods under the Turkish Labour Law have not changed, and the periods in force continue to apply. The change reported in Turkey under headlines such as “annual leave periods are being extended” or “25 days of annual leave” is a bill submitted to the Turkish Grand National Assembly, and it is not binding on employees and employers unless it is enacted. If the bill is adopted and published in the Official Gazette, the new periods will apply from their effective date.

How Many Days of Annual Leave Do You Get per Year of Service in Turkey?

In Turkey, the annual leave period is determined by total seniority on the date each year of service is completed; 14 days are earned for the 1st to 5th years, 20 days for the 6th to 14th years and 26 days from the 15th year onwards. For example, an employee with 10 years of service is entitled to 20 days of annual leave, while an employee with 15 years of service is entitled to 26 days. The table below shows at a glance the minimum annual leave earned at the end of each year of service under Turkish law:

1. Does an Employee Who Has Worked for 5 Years Receive 14 or 20 Days of Annual Leave in Turkey?

In Turkey, an employee who completes the fifth year of service is entitled to 14 days of leave for that year; the 20-day leave is earned when the sixth year of service is completed. According to the Turkish Labor Law, the duration of annual paid leave depends on the employee’s years of service; an employee who has worked for 5 full years uses 14 days of annual paid leave in their 6th year. An employee who completes 6 years of service becomes entitled to 20 days of annual leave in their 7th year.

Thus, in Turkey, an employee with 5 years of service uses 14 days of leave, while one with 6 years of service is entitled to 20 days. Since length of service is calculated from the start date, the change of tier takes place on the anniversary of the employee’s start date, not at the beginning of the calendar year.

2. After How Many Years Does Annual Leave Increase in Turkey?

Under Turkish law, annual leave increases from 14 to 20 days when the employee’s seniority exceeds 5 years, and from 20 to 26 days when it reaches 15 years. In practice, these increases are reflected in the leave earned on the dates the 6th and 15th years of service are completed. Employees aged 18 or under or 50 or over are entitled to at least 20 days from the first year, so their first increase takes place in the 15th year, when the entitlement moves to 26 days.

How Much Annual Leave Do Employees Over 50 Get in Turkey?

In Turkey, for employees aged 50 and over, the minimum duration of annual leave is set at 20 days, regardless of their length of service. Normally, employees with 5 years of service or less are entitled to 14 days of leave; however, if the employee is aged 50 or older, the annual leave must be at least 20 days, regardless of their service duration. This regulation is based on a labor law principle aimed at meeting the increased need for rest as one ages and cannot be reduced or limited by the employer.

Under Turkish law, the 20-day floor does not remove a longer leave entitlement arising from the employee’s seniority. Therefore, an employee over 50 with 15 years or more of seniority is entitled to 26 days; the same rules apply to employees over 55, and the law does not provide a separate period specific to age 55.

Do Retirees Who Continue Working Have the Right to Annual Leave in Turkey?

A person who continues working under an employment contract after retirement is considered an employee under the Turkish Labour Law and therefore earns annual paid leave on the same basis as other employees. The annual leave of a working retiree in Turkey is also determined by seniority and age, and is applied as at least 20 days if the employee is aged 50 or over. When the employment contract ends due to retirement, pay for unused annual leave up to that date is paid to the employee.

What Is the Annual Leave Duration for Employees Aged 18 or Under in Turkey?

In Turkey, for employees aged 18 or under, the minimum annual leave duration is set at 20 days, regardless of their service duration. This period may be increased through employment contracts or mutual agreements between the parties; however, it cannot be restricted or shortened to less than 20 days.

This regulation is a protective measure within the framework of Turkish labor law, intended to support the physical and mental development of young workers and to safeguard their right to rest. When the date of birth is entered in the calculator, the 20-day floor is applied automatically based on the employee’s age on each entitlement date.

How Is Annual Leave Calculated in Turkey?

In Turkey, annual leave is calculated by determining, for each year of service completed since the start date, the number of days corresponding to that year’s seniority and age tier, and adding these periods together. The leave that the employee can use, or claim as pay when the employment contract ends, is found by deducting the leave days already used from the total leave earned. The calculation is made in the following steps:

1. Determining the Length of Service: The completed full years from the start date, including probation, to the calculation or termination date are determined; the day each full year is completed is that year’s annual leave entitlement date.
2. Finding the Tier for Each Year: For each year of service, 14, 20 or 26 days apply according to seniority; the floor is 20 days for employees aged 18 or under and 50 or over, and 4 days are added for underground work.
3. Adding Up the Total: The leave periods for each year are added together to find the total leave earned.
4. Deducting Leave Used: The leave days already used are deducted from the total to determine the remaining (unused) leave.

For example, an employee in Turkey who started work on 01.06.2019 and has completed 7 years of service as of 15.10.2026 has earned 5 × 14 = 70 days for the first 5 years and 2 × 20 = 40 days for the 6th and 7th years, 110 days in total. If this employee has used 30 days of leave so far, the remaining leave is 80 days; the calculator at the top of the page performs this calculation automatically, with a year-by-year breakdown.

Are Saturdays and Sundays Included in Annual Leave Calculations in Turkey?

In Turkey, Saturdays are, as a rule, not weekly rest days, so they are considered working days in annual leave calculations even in businesses where employees do not work on Saturdays, and are deducted from the leave. Since the Turkish Labor Law defines the weekly rest as at least 24 hours of uninterrupted rest within a seven-day period, the weekly rest day in practice is usually only Sunday and Saturdays are not regarded as weekend holidays. In other words, as a rule Saturdays are included in annual leave calculations; however, if the employment contract or collective agreement also designates Saturday as a weekly rest day, Saturdays falling within the leave are not counted as leave days either.

In its decision Court of Cassation 9th Civil Chamber, Case No. 2023/1457, Decision No. 2023/4838, dated 03.04.2023, the Chamber stated that the weekly rest day is the 24-hour day following 45 hours of weekly work and that Saturday is therefore, as a rule, a working day in Turkey. It explained that under Turkish law, if the employment contract or collective agreement designates Saturday and Sunday as weekly rest days, neither day is counted as annual leave, whereas if the contract expressly provides that Saturday counts as a working day in the leave calculation, only Sundays are deducted. Since the contract in the case contained no express provision designating Saturday as a weekly rest day, the Chamber held that Saturdays had to be included in the leave days used.

By contrast, under Turkish law national holidays, weekly rest days and public holidays falling within the leave period are not counted as leave days. Since the weekly rest day is only Sunday at most workplaces, at these workplaces 6 days are deducted from the leave of an employee who takes one week (7 calendar days) off; if a public holiday falls within that week, the number of days deducted decreases accordingly.

1. How Are the Annual Leave End Date and Return-to-Work Date Calculated in Turkey?

In Turkey, the end date of annual leave is found by counting, from the first day of leave, only the days that are deducted from leave (Monday to Saturday at a workplace where the weekly rest day is Sunday), skipping the weekly rest day and national and public holidays. The first working day after the leave days are completed is the employee’s return-to-work date. For example, the calculation for an employee who starts 14 days of leave on Monday, 2 November 2026 is as follows:

How Is Annual Paid Leave Used in Turkey?

In Turkey, annual paid leave is a constitutional right granted based on the employee’s length of service and aims to provide uninterrupted rest. Under the Turkish Labor Law, employees who have worked for one year, including the probationary period, become entitled to annual leave; therefore, employees who work for less than one year cannot benefit from this right.

Under Turkish law, annual leave periods cannot be divided by the employer and, while the employment contract continues, cannot be converted to payment even with the employee’s consent. However, with mutual agreement, annual leave can be used in parts, provided that one part is not less than ten days, and may be used either in full or in parts.

1. When Is Annual Leave Taken in Turkey?

In Turkey, annual leave is used upon the employee’s request and the employer’s approval. According to the Labor Law, the employer should consider the employee’s request but can plan leave periods in accordance with workplace operations and workflow. The employee must submit their leave request in advance, in line with the rules and procedures set by the employer.

Annual leave is typically used for rest, holidays, or personal needs. The employer is obligated to allow the employee to use the entitled leave as a whole; under Turkish law, it is unlawful for an employer to eliminate or prevent the use of annual leave.

2. How Many Days of Travel Leave Are Given with Annual Leave in Turkey?

Under Turkish law, an employee who will spend annual leave somewhere other than the place where the workplace is located must be given unpaid travel leave of up to four days in total for the outward and return journeys, provided the employee requests it and documents it. Travel leave is added to the annual leave period, but no pay is given for these days. It is therefore important for an employee travelling to another city to state the travel leave request in the leave application and to document the journey.

3. Can an Employee Work Another Job While on Annual Leave in Turkey?

In Turkey, if it is found that an employee on annual paid leave has worked in another job for pay during that period, the employer may reclaim the pay given for the leave period. This prohibition stems from the purpose of annual leave, which is the employee’s rest. Voluntary or unpaid activities during the leave period fall outside the scope of this prohibition.

4. Can Annual Leave Be Used During the Notice Period in Turkey?

Under the Turkish Labour Law, when the employer terminates the employment contract, the notice period and the job-search leave that must be given during it cannot overlap with annual paid leave; the employer cannot escape the obligation to pay leave by making the employee use unused annual leave during the notice period. This rule ensures that, despite the employer’s notice of termination, the employee can benefit separately from both the notice period and the right to annual leave. Leave granted to coincide with the notice period may be treated as not granted, so its pay may be claimed separately.

Can the Annual Paid Leave Period Be Divided in Turkey?

In Turkey, annual paid leave periods may be used in parts by agreement of the employee and the employer, provided that one part is not less than ten days. The employer cannot divide the leave unilaterally, so the division is subject to certain rules. A portion of the annual paid leave must be taken in one uninterrupted period of no less than ten (10) days, and the remaining leave may be used in parts with the employer’s approval. An amendment in 2016 removed the former “at most three parts” limit, so the law no longer sets a maximum number of parts.

For example:

• An employee with 14 days of annual leave may use 10 days at once, and then use the remaining 4 days in parts as desired with the employer’s approval.
• Similarly, an employee with 26 days of annual leave may take 10 consecutive days and use the remaining leave in parts with employer consent.

One key rule governs the division of annual leave in Turkey, known in practice as the “10-day rule”. At least one of the parts must not be shorter than 10 days; the other parts may be shorter than 10 days.

In its decision Court of Cassation 9th Civil Chamber, Case No. 2026/1495, Decision No. 2026/3952, dated 28.04.2026, the Chamber made an important finding on how the 10-day rule applies in Turkey. It stated that the Chamber’s settled practice in Turkish labour disputes is that leave granted for fewer than 10 days at the employee’s own request is also valid, and, in a case where the employee could not prove having asked for longer leave and having been given shorter periods by the employer, it did not treat the short periods of leave as just cause for termination. The 10-day rule therefore does not prevent an employee from taking short leave at their own request, but it protects the employee against the employer unilaterally splitting the leave into short parts against the employee’s wishes.

Can Unused Annual Leave Be Carried Over to the Following Year in Turkey?

In Turkey, annual leave must be used within the following year after it is earned. As long as the employment contract continues, annual leave cannot be converted into payment; however, if the leave is not used on time, it can be carried over to future years and accumulated. The employer is responsible for ensuring the employee uses their annual leave, and preventing the use of leave is unlawful.

Do Unused Annual Leaves Expire in Turkey?

Under Turkish law, the unused annual leave of employees subject to the Labour Law cannot be cancelled and continues to accumulate while the employment contract continues. Although the principle is that annual leave should be used within the year it is earned, unused leave is not cancelled. If the employee cannot use their leave, the right continues, and if the employment contract is terminated, the employee is entitled to payment for the unused leave.

How Many Days of Annual Leave Do Civil Servants Get in Turkey?

Under Turkish Civil Servants Law No. 657, civil servants with 1 to 10 years of service (10 years included) receive 20 days of annual leave per year, and those with more than 10 years of service receive 30 days. In Turkey, civil servants’ annual leave entitlements thus vary according to their years of service. What civil servants should know about annual leave differs significantly from the rules applied to employees.

1. Can Civil Servants Accumulate Their Annual Leave in Turkey?

In Turkey, civil servants may be granted the leave of two consecutive years together; unused leave from years other than the current year and the previous year is forfeited. Therefore, a civil servant can use the leave of the current year and the previous year, while unused leave left over from earlier years is cancelled and cannot be carried over to later years. This regulation ensures that civil servants use their leave within a defined time frame or risk forfeiting it.

Civil servants in Turkey can use their leave in parts, but restrictions may apply based on service needs. As long as service requirements allow and with the permission of the authorized supervisor, they can take their annual leave in segments.

2. Are Civil Servants Given Travel Leave in Turkey?

Under Law No. 657 in Turkey, in cases of necessity up to two days each may be added to a civil servant’s annual leave for the outward and return journeys. Travel leave can therefore total up to four days. Since the law ties travel leave to “cases of necessity”, it is not granted automatically with every annual leave and depends on the supervisor’s assessment of that condition.

3. How Does Annual Leave Work for Teachers and Staff Working with Radiation in Turkey?

In Turkey, teachers do not have a separate annual leave period, as their right is included in the summer break. Public employees working with radioactive materials are granted an additional one-month health leave on top of their annual leave. These special rules address the need for rest arising from the nature of the duties of the staff concerned.

What Is the Annual Leave Duration under the Maritime Labor Law in Turkey?

According to the Maritime Labor Law in Turkey, seafarers who have worked for at least 6 months in a year under the same employer or on the same vessel are entitled to annual leave. The duration of annual paid leave for seafarers varies based on their length of service; if a seafarer works at least 6 months within a calendar year (January 1 – December 31), the minimum annual paid leave is 15 days. However, for seafarers in Turkey employed for more than one year, the annual leave duration must not be less than one month (30 days).

Can an Employer Force an Employee to Take Unpaid Leave in Turkey?

In Turkey, an employer cannot force an employee to take unpaid leave without their consent. Unpaid leave is based on mutual agreement between the employer and the employee; an employee may request unpaid leave, but the employer is not obligated to accept it. Likewise, the employer cannot unilaterally impose unpaid leave on the employee.

If the employee consents, unpaid leave becomes a formal type of leave, during which no wages are paid. Under Turkish law, annual paid leave and unpaid leave are different; unpaid leave cannot be imposed in place of the employee’s annual leave without the employee’s consent.

What Is an Annual Leave Form and What Is an Annual Leave Register in Turkey?

The annual leave form is an official document used by employers in Turkey to accurately track employees’ use of annual paid leave. This form should include information such as the employee’s full name, personnel number, leave start and end dates, request for travel leave, date of return to work, and the signatures of both the employee and the authorized approver. The leave request, also called the annual leave application in practice, is the document by which the employee informs the employer of the dates on which they wish to use their leave.

The annual leave register is a record that employers in Turkey are legally required to maintain, showing the annual leave status of each employee. It should include the employee’s full name, personnel number, date of employment, the date the leave entitlement is earned, number of non-working days and reasons, seniority, leave duration, travel leave, and the start and end dates of the leave. This register enables employers to systematically monitor leave and is essential for effective leave management.

How Is Annual Leave Pay Calculated in Turkey?

In Turkey, annual leave pay is calculated by multiplying the gross daily wage, found by dividing the employee’s gross basic monthly wage by 30, by the number of leave days. For leave used while the employment contract continues, the employee’s wage for the leave period is paid; for unused leave when the contract ends, the last wage on the date the contract ends is used. Overtime pay, premiums and social benefits are not taken into account in the calculation.

1. How Much Is 14 Days of Annual Leave Pay in Turkey?

In Turkey, 14 days of annual leave pay is found by multiplying the gross daily wage by 14; for an employee earning the 2026 gross minimum wage of 33,030 TL, this amounts to 15,414 TL gross. For the same employee, 20 days of leave pay is 22,020 TL gross and 26 days is 28,626 TL gross. Employees earning more than the minimum wage can find their gross and estimated net leave pay by entering their own gross basic wage in the calculator.

2. When Is Annual Leave Pay Paid in Turkey?

Under Turkish law, the employer must pay the wage for the leave period to an employee taking annual paid leave in advance, or as an advance payment, before the employee starts the leave. This rule aims to enable the employee to support themselves during the leave. When the employment contract ends, pay for unused leave must be paid on the date the contract ends, together with other employment receivables.

3. Is Annual Leave Deducted from Salary in Turkey?

In Turkey, the employee’s wage continues to be paid during annual paid leave, and no deduction can be made from the salary because of annual leave days used. The pay for the leave period appears on the payroll like the normal salary and is subject to the same statutory deductions. Unpaid leave is different: no wage is paid for unpaid leave days taken with the employee’s consent.

What Does Unused Annual Leave Pay Mean in Turkey?

Unused annual leave pay, also called the annual leave receivable in Turkey, refers to the monetary compensation owed to an employee for unused annual leave when the employment contract ends, regardless of the reason for termination. According to Article 59 of the Turkish Labour Law, when the employment contract is terminated, the employee is entitled to receive payment for any unused leave based on their final gross wage. If the employee is deceased, this payment is made to their legal heirs.

This regulation aims to protect the employee’s entitlement to annual leave and prevent employers from obstructing its use. Annual leave is a right granted to ensure that employees have adequate rest and cannot be converted into payment during active employment; however, under Turkish law, upon termination of the employment contract, any unused leave becomes a monetary receivable and must be paid to the employee.

How Is Unused Annual Leave Pay Calculated When the Employment Contract Ends in Turkey?

When an employment contract is terminated for any reason in Turkey, the employer must pay the employee for any unused annual leave. The calculation of leave pay is based on the employee’s final gross wage at the time of termination; this wage is considered the base salary only, and additional benefits such as bonuses, premiums, and overtime pays in Turkey are excluded.

The amount is calculated by multiplying the employee’s gross daily wage by the number of unused leave days. Under Turkish law, this pay is calculated on the employee’s last wage on the date the employment contract ends, and legal deductions such as social security contributions and income tax are applied to the total amount before payment is made.

Can Unused Annual Leave Be Claimed as Money During Employment in Turkey?

In Turkey, unused annual leave cannot be claimed as money while the employment contract continues; leave turns into a pay claim only when the contract ends. Annual paid leave is considered a constitutional right in Turkey, recognized as a rest entitlement for employees, and it cannot be converted into monetary compensation during the course of employment. It is defined as the employee’s right to rest and attend to personal matters, so the employee must be allowed to take this leave without working.

However, if the employment contract ends and there are unused leave days accumulated, those days are converted into a monetary receivable. In such cases, payment is made based on the employee’s final gross wage. During ongoing employment, leave cannot be replaced with payment, and employees must physically take the leave. If accrued leave is not paid upon termination, the employee in Turkey may also claim this amount in addition to other employment termination entitlements.

If an Employee Is Not Allowed to Take Annual Leave, Can They Terminate the Contract with Just Cause in Turkey?

In Turkey, an employer’s failure to grant annual leave may allow the employee to terminate the employment contract with just cause under Article 24 of the Labour Law if leave was refused without a valid reason despite the employee’s request. Under Turkish Labour Law, annual leave is a fundamental right to rest, and the employer must allow its use in accordance with the principle of good faith. While the employer may determine the timing of leave, this must be done in a way that does not violate the employee’s rights.

If the employer fails to allow the employee to take their entitled annual leave within the proper period and this is contrary to good faith, the employee may be entitled to terminate the contract with just cause in Turkey. Although Article 24 of the Labour Law does not list annual leave separately, under Turkish Court of Cassation practice failure to allow the employee to take annual leave may constitute a just cause for the employee to terminate the contract only where the employer refuses leave without a valid reason despite the employee’s request, or grants no leave at all for a very long time; in such a case, the employer’s conduct is considered contrary to good faith and ethical rules. For this reason, an employee in Turkey who terminates the contract with just cause and meets the other conditions for severance pay may claim severance pay in addition to unused leave pay.

In its decision Court of Cassation 9th Civil Chamber, Case No. 2026/1547, Decision No. 2026/3677, dated 22.04.2026, the Chamber held that failure to grant annual paid leave can constitute just cause for termination only if leave was requested and the employer refused it without a valid reason. Emphasising that the timing of leave falls within the employer’s managerial authority under Turkish law, the Chamber found that the termination by an employee who could not prove having notified the employer of the wish to take leave was not based on just cause, and that the severance pay claim had to be dismissed. An employee in Turkey considering termination on this ground should therefore make the leave request in writing and keep proof of it.

What Happens to Accrued Annual Leave If an Employee Resigns in Turkey?

In Turkey, an employee who resigns is also entitled to pay for unused annual leave, because unused leave pay is paid regardless of how the employment contract ends. When an employment contract ends for any reason, including resignation, the employee is entitled to receive payment for any unused annual leave. This payment is calculated based on the gross wage effective on the date of termination.

Annual paid leave is not dependent on how the employment relationship ends, regardless of whether it is due to wrongful termination in Turkey or resignation etc. Therefore, even if an employee resigns, they are still entitled to payment for unused annual leave, and any accrued but unused leave must be paid out upon resignation. Failure to pay this amount would entitle the resigning employee in Turkey to claim it alongside other termination entitlements.

In its decision on an appeal in the interest of the law, Court of Cassation 9th Civil Chamber, Case No. 2025/9525, Decision No. 2026/757, dated 03.02.2026, the Chamber held that annual leave turns into a pay claim only upon termination of the employment contract and that how the contract ended, and whether it was based on just cause, is irrelevant under Turkish law. The Chamber also stressed that in Turkey the employer bears the burden of proving that leave was granted, by a signed leave register or an equivalent document, and, taking into account the weekly rest days falling within the leave, found that an employee treated as having used 28 days of leave was owed remaining leave pay for the 4 weekly rest days within those periods.

Is There a Statute of Limitations for Unused Annual Leave Pay in Turkey?

In Turkey, a claim for unused annual leave pay becomes time-barred if it is not made within 5 years from the date the employment contract ends. Unused annual leave rights become a form of labour receivable upon termination of the employment contract, and the limitation period starts running on that date. For example, an employee working between 2020 and 2025 and terminated on July 1, 2025 may claim payment for unused leave earned during this period until July 1, 2030.

Under Turkish law, the limitation period does not run while the employment contract continues; it begins on the termination date. To avoid loss of rights, employees are advised to seek legal support in Turkey for proper calculation of limitation periods.

What Deductions Are Made from Annual Leave Payments in Turkey?

In Turkey, the employee social security premium, unemployment insurance premium, income tax and stamp tax are deducted from annual leave pay. When calculating annual leave pay, only the employee’s base salary is considered; overtime, bonuses, and other benefits are excluded. All statutory deductions apply and are calculated on the gross annual leave payment.

Under Turkish law, the net amount depends on the employee’s cumulative taxable income for the year and on the income tax and stamp tax exemption for the minimum wage. The net amount in the calculator is therefore an estimate, and the exact amount appears on the payroll prepared by the employer.

Is It Possible to File a Lawsuit for Unused Annual Leave in Turkey?

In Turkey, a lawsuit for unused annual leave pay can be filed in the labour court after the employment contract ends and after the mandatory mediation stage has been completed. According to Turkish Labour Law, annual paid leave is a constitutional right granted to employees for rest and cannot be converted into monetary compensation while the employment contract is ongoing. Therefore, it is not possible to file a lawsuit for payment of unused annual leave during active employment; however, if the employer fails to grant annual leave without a valid reason despite the employee’s request, the employee may have the right to terminate the employment contract for just cause.

Under Article 24 of the Turkish Labour Law, if an employer violates the employee’s right to annual leave, the employee may terminate the employment contract for just cause. Upon termination of the contract, unused annual leave days become a type of labour receivable, and the employee becomes entitled to receive payment for those days.

Before filing a lawsuit for annual leave compensation in Turkey, it is mandatory to apply for mediation in accordance with Law No. 7036 on Labour Courts. The employee must initiate mediation against the employer to claim the unpaid annual leave, and if no agreement is reached, the matter can be taken to court in Turkey.

In the lawsuit, compensation for unused annual leave will be calculated based on the employee’s final wage at the date of termination. To avoid loss of rights, it is essential to consider the statute of limitations when filing a claim for unused leave pay, and seeking legal support from a labour law attorney in Turkey is advisable to ensure proper handling of the case.

What Are the Penalties for Violating Annual Leave Regulations in Turkey?

In Turkey, an employer who violates the provisions on annual paid leave is subject to a separate administrative fine for each employee affected. Violations of the regulations on annual paid leave as stipulated in the Turkish Labour Law may result in administrative fines and legal liabilities for the employer, and non-compliance with these provisions infringes on employee rights. The following are examples of violations related to annual paid leave:

• Unlawful division of annual leave: Leave cannot be split without the employee’s consent or in a manner that contradicts legal requirements.
• Improper or incomplete payment of leave pay: Leave pay must be paid in full and in accordance with the procedure in Article 57 of the Labour Law; failure to do so leads to an administrative fine.
• Failure to pay annual leave compensation upon termination: If the employment contract ends, the employer must pay for any unused annual leave; non-payment is unlawful, and the employee may file a claim for unused leave pay.
• Non-compliance with regulations on the use of leave: Employers must grant annual leave in line with the rules of the regulation; not granting leave at all or granting it incompletely leads to an administrative fine.

Employers in Turkey have the burden of proof to show that annual leave was granted appropriately. This can be demonstrated through records such as the leave ledger or other official documents. In the case of a violation, separate administrative fines may be imposed for each employee affected, and these penalties serve as significant deterrents for non-compliance with annual leave regulations.