Notice Pay and Notice Period Calculator in Turkey

What Is Notice Pay in Turkey?

Notice pay in Turkey is a type of dismissal payment that becomes payable when termination notice periods are not observed in indefinite-term employment contracts, and it amounts to paying the wages for the notice period in advance. Under Article 17 of the Turkish Labour Law, the party wishing to terminate the employment contract must comply with the statutory notice periods; otherwise, it is obliged to pay notice compensation equal to the wages for the notice period.

Notice pay in Turkey is calculated based on the employee’s length of service and may be owed by either the employer or the employee. Its primary purpose is to give the employee a reasonable period to find a new job or the employer time to recruit a replacement, thereby preventing grievances arising from abrupt terminations.

What Are the Notice Periods in Turkey?

Under Article 17 of Turkish Labour Law No. 4857, the notice period is 2, 4, 6 or 8 weeks depending on the employee’s length of service at the same workplace. These are the statutory periods that the party terminating an indefinite-term employment contract must give to the other party, and they apply equally to the employer and the employee.

• Can Notice Periods in Turkey Be Changed by Contract?

The statutory notice periods in Turkey are minimum periods; they can be extended by employment contracts but cannot be reduced. If a longer notice period has been agreed in the contract, notice pay is also calculated on the basis of that longer period.

• Are Notice Periods in Turkey Counted in Working Days or Calendar Days?

Since Turkish Labour Law sets notice periods in weeks, notice periods in Turkey run in calendar days, and weekly rest days and public holidays are included. A 2-week period therefore means 14 days and an 8-week period means 56 days, and notice pay is calculated on that number of days. The period starts when the termination notice reaches the other party.

• How Many Days’ Notice Is Required to Resign or Terminate Employment in Turkey?

The period by which the parties must notify each other in advance in cases of resignation or termination is called the notice period in Turkey. Both a resigning employee and the employer must comply with the periods in the table above; for example, an employee with two years of service must give six weeks’ notice before leaving. Giving notice in writing is important for proof; an employer terminating the contract of an employee covered by job security in Turkey must give the termination notice in writing, clearly stating the reason.

How Is Notice Pay Calculated in Turkey?

Notice pay in Turkey is calculated by multiplying the employee’s daily gross wage, including regular benefits, by the number of days in the notice period. It is paid in an amount equal to the wages for the notice period that should have been worked but was not. The calculation is made in three steps:

For example, an employee in Turkey with a monthly gross salary of TL 40,000 and two years of service has a notice period of 6 weeks, i.e. 42 days. The daily gross wage is 40,000 / 30 = TL 1,333.33, so gross notice pay is 1,333.33 × 42 = TL 56,000; the net amount is what remains after income tax and stamp tax are deducted.

• How Many Months’ Salary Is Notice Pay in Turkey?

Since the monthly wage in Turkey is calculated over 30 days, notice pay corresponds to roughly half, one, one and a half or two months’ salary depending on the notice period. A 14-day period equals 14/30 of the monthly gross pay including benefits, while a 56-day period equals 56/30, or about 1.87 times the monthly pay. The notice pay calculator above can be used for the exact amount.

Is Notice Pay in Turkey Calculated on Net or Gross Salary?

Notice pay in Turkey is calculated on a gross basis, using the employee’s last gross remuneration including all continuous benefits. This gross remuneration includes the employee’s base salary plus all regular and continuous monetary benefits. The amount left after taxes are deducted from the gross compensation is the net notice pay received by the employee.

The last paragraph of Article 17 of the Turkish Labour Law requires that, in calculating notice pay, monetary benefits and benefits measurable in money arising from the contract or the law be taken into account in addition to the base wage. The Court of Cassation likewise holds that severance and notice pay are calculated on the employee’s last gross pay including benefits, and that bonuses, continuous premiums, and meal, transport, clothing and fuel allowances are included (9th Civil Chamber, E. 2016/21530, K. 2020/9342, 24.09.2020). Regularly provided benefits such as health insurance also fall within this scope, while payments that are not continuous are left out of the calculation.

How Is Notice Pay Calculated from a Net Salary in Turkey?

To calculate notice pay from a net salary in Turkey, the gross salary corresponding to the net salary is found first, and the compensation is calculated on that gross amount. Since the net salary is what remains after social security premiums, income tax and stamp tax, a calculation made directly on the net salary understates the compensation. When the “Net salary” option is selected, the calculator estimates the gross salary using the 2026 deduction rates and the minimum wage exemption; the payslip should be used for the exact gross amount.

How Much Is Notice Pay in Turkey? (2026 Examples)

The amount of notice pay in Turkey equals the employee’s gross pay including benefits multiplied by the notice period set by length of service, so two employees with the same seniority may receive different amounts. In 2026 the gross minimum wage in Turkey is TL 33,030, so the daily gross wage of a minimum-wage employee is TL 1,101. For a minimum-wage employee with no extra payments, gross notice pay is as follows:

How Much Is Notice Pay for an Employee with 1 Year of Service in Turkey?

For an employee with 1 year of service in Turkey, the statutory notice period is 4 weeks. Therefore, the notice compensation payable equals 28 days of the employee’s gross remuneration including continuous benefits, i.e. the gross daily wage multiplied by 28. To determine the net amount, income tax and stamp tax are deducted from this gross total, while no social security premium is deducted.

What Deductions Are Made from Notice Pay in Turkey?

Under the Turkish Income Tax Law, notice pay is not exempt from tax; therefore, income tax and stamp tax are deducted from the notice payment amount. The tax liability rests with the employer, who is obliged to withhold these taxes from the payment and pay them to the tax office. However, notice compensation is not subject to VAT in Turkey.

Furthermore, as notice compensation in Turkey is a payment made due to termination of the employment contract, it is not subject to social security premium deductions. As a result, the net notice compensation paid to the employee is the gross amount minus income tax and stamp tax. To ensure accurate calculations of these deductions, it is advisable to seek professional tax consultancy in Turkey.

What Is the Income Tax Rate on Notice Pay in Turkey in 2026?

The income tax rate applied to notice pay in Turkey ranges from 15% to 40% depending on the employee’s cumulative income tax base for the year. Because the compensation is added to the tax base accumulated since the start of the year, a higher bracket may apply to payments made in the last months of the year. Stamp tax is 0.759% of the gross amount. The 2026 income tax brackets for employment income in Turkey are as follows:

Who Is Entitled to Notice Compensation in Turkey?

Notice compensation in Turkey is paid to employees working under indefinite-term employment contracts whose contracts are terminated without observing the notice period; if an employee leaves without complying with the notice period, the employer also has the right to claim notice compensation. Thus, notice pay in Turkey is a reciprocal right granted to both employees and employers. To prevent loss of legal rights, it is crucial to obtain professional legal support in Turkey in such matters.

• What Are the Conditions for Notice Payment in Turkey?

Entitlement to notice payment in Turkey requires the four conditions set out in the law to be met together. When these elements exist, the right arises automatically; the party whose employment contract is terminated only needs to prove that the employment was ended without complying with the notice period:

1. Employee status: The employee must be working under Labour Law coverage for a company established in Turkey or the Turkish branch of a foreign company, a liaison office, a sole proprietorship, a commercial enterprise, or a natural or legal person.
2. Indefinite-term contract: Under fixed-term employment contracts, there is no notice compensation entitlement.
3. Notice period not observed: The liability arises when either party terminates the contract without notice; it is enough that the employer terminated for valid or invalid reasons without complying with the notice period.
4. No just-cause termination: The termination must not be an immediate termination for just cause under Articles 24 and 25 of the Turkish Labour Law.

• Can an Employee Receive Notice Pay in Turkey Before 6 Months of Service?

Under the Turkish Labour Law, there is no minimum length of employment service requirement to become entitled to notice pay in Turkey. The right does not depend on any period of service but arises directly from whether the notice periods were observed. Since the notice period for employees with less than 6 months of service is 2 weeks, an employee who has worked one or three months and is dismissed without this 2-week notice is entitled to 14 days’ notice compensation.

• Is Notice Compensation Paid in Every Occupation in Turkey?

In Turkey, notice compensation applies to all employees working under indefinite-term employment contracts within the scope of the Labour Law, regardless of their occupational field. However, for seafarers under the Turkish Maritime Labor Law and press employees under the Press Labour Law, notice compensation provisions are regulated separately in their respective laws. In sports law in Turkey there is no specific regulation regarding notice compensation, so obtaining professional legal support before initiating proceedings is of utmost importance for different occupational groups.

• Do Foreign Employees and Employees Paid from Abroad Have the Right to Notice Pay in Turkey?

Foreign employees working in Turkey under a valid work permit are entitled to the same notice periods and notice payment as Turkish employees when their contracts are terminated by the employer. This right ensures the protection of foreign employees under the principle of equality in labour law, preventing discrimination under Foreigners Law. For foreigners, obtaining assistance from an English-speaking lawyer in Turkey is essential to be fully aware of their rights under Turkish employment law.

For employees residing in Turkey but receiving their salaries from abroad, entitlement to notice compensation depends on which country’s law governs the employment contract. If the employee works in Turkey on behalf of an employer operating in Turkey and the contract is subject to Turkish Labour Law, receiving the salary from abroad does not eliminate the right to notice pay in Turkey. Even where the contract chooses the law of another country, under Article 27 of Turkish Law No. 5718 on International Private and Procedural Law an employee who habitually works in Turkey keeps the minimum protection of the mandatory rules of Turkish employment law; notice periods and notice pay are assessed within that protection.

In Which Cases Is Notice Compensation Not Paid in Turkey?

Notice payment in Turkey is regulated under Turkish Labour Law No. 4857 and cannot be claimed if the statutory conditions are not met. In particular, no notice compensation arises where the contract is terminated for just cause, ends automatically, or the notice period was duly given. The main cases are:

• Is Notice Pay Due If the Employer Terminates for Just Cause in Turkey?

If the employer terminates the employment contract for just cause under Article 25 of Turkish Labour Law No. 4857, the employee cannot claim notice pay in Turkey. Such just causes include breach of moral and good faith rules, abuse of the employer’s trust, committing fraud, fighting at the workplace, insulting behaviour, damaging the employer’s property to an extent that cannot be paid with thirty days’ wages, or unauthorised absence for two consecutive working days, twice in a month on the working day after a holiday, or three working days in a month.

However, a just-cause termination based on breach of moral and good-faith rules must be made within six working days of learning of the conduct and in any case within one year of the act (Labour Law Art. 26); a termination made after these periods makes the terminating party liable for notice pay in Turkey.

Similarly, if an employee terminates the contract with just cause in Turkey, they are not entitled to notice payment. For example, underpayment of social security premiums in Turkey may constitute a just cause for termination by the employee; but in such cases the termination is based on just cause, and notice pay in Turkey cannot be claimed.

The 9th Civil Chamber of the Turkish Court of Cassation held that an employee who terminated the contract because social security premiums were underpaid was entitled to severance pay, but, since the terminating party cannot claim notice pay even when the termination is justified, could not claim notice pay, and reversed the judgment awarding it (9th Civil Chamber, E. 2016/29129, K. 2016/18068, 18.10.2016). An employee leaving for just cause should therefore build the claim on severance pay and unpaid employment receivables, not on notice pay.

• Can an Employee Who Resigns Claim Notice Pay in Turkey?

When the employee resigns in Turkey, the employer is not the party terminating the contract, so the employee does not have the right to claim notice pay. Notice pay is a payment that the party failing to observe the notice periods must pay to the other party. A resigning employee must instead observe their own notice period; otherwise they may become liable to pay notice compensation to the employer.

• Can an Employee Who Retires or Leaves for Military Service Claim Notice Pay in Turkey?

Under Turkish law, an employee who leaves for retirement, compulsory military service or, in the case of a female employee, marriage within one year of the wedding is the party ending the contract and therefore cannot claim notice pay; in these cases the employee is entitled to severance pay instead. Because of these special termination rights granted by law, the employee does not need to give a notice period either, and the employer cannot claim notice compensation from the employee on this ground.

The 9th Civil Chamber of the Turkish Court of Cassation has expressly stated that an employee who terminates the contract for retirement, compulsory military service or marriage under Article 14 of Law No. 1475 has no right to claim notice pay, and that in these terminations the employer cannot claim notice pay either (9th Civil Chamber, E. 2011/33689, K. 2013/25433, 08.10.2013). Documenting the reason for leaving and its legal basis helps prevent later disputes.

The position of a retired employee who continues to work is different. If the indefinite-term contract of a retired employee working in Turkey under the social security support premium scheme is terminated by the employer without observing the notice period, that employee is entitled to notice pay like any other employee.

• Does Notice Compensation Pass to the Heirs in Case of the Employee’s Death in Turkey?

Since the employee’s death results in the automatic termination of the employment contract in Turkey, the heirs do not have the right to claim notice compensation under Turkish inheritance law. The purpose of notice compensation is to compensate for the sudden loss of income due to termination of the employment contract; in cases of death, the contract ends automatically rather than by termination.

Can the Employer Claim Notice Compensation from the Employee in Turkey?

If the employee does not comply with the notice period when terminating the contract, the employer may claim notice compensation from the employee in Turkey. According to the Labour Law, notice compensation is payable by the party who fails to comply with the notice period. Thus, if an employee terminates an indefinite-term employment contract without observing the statutory notice period, the employer can claim the notice compensation corresponding to that period; in this respect notice compensation also serves a protective function for employers.

Can Notice Pay and Severance Pay Be Received Together in Turkey?

Notice pay and severance pay in Turkey are two separate claims subject to different conditions, so an employee who meets the conditions of both can receive both. The most common example is an employee with at least one year of service who is dismissed by the employer without just cause and without notice. Severance pay requires at least one year of service, while notice pay has no such requirement; an employee dismissed before completing one year can therefore receive only notice pay.

Is There a Cap on Notice Pay in Turkey?

Unlike severance pay, notice pay in Turkey is not subject to a ceiling; it is calculated on the employee’s actual gross pay including benefits. The severance pay ceiling applies only to severance pay. For high-earning employees, notice pay is therefore calculated on the full salary.

What Are the Employee’s Rights During the Notice Period in Turkey?

The notice period in Turkey is a time during which the employment relationship continues and both parties’ mutual obligations remain in force. During this period the employee continues to work, receives their salary and uses paid leave to look for a new job.

• Is Salary Paid to the Employee During the Notice Period in Turkey?

According to Turkish Labour Law No. 4857, during the notice period the employer is obliged to pay the employee their full salary and all other entitlements without any deductions. Since the notice period is a time during which the employee continues to work, the employer must pay the salary during this period. If the employer does not observe the notice period, it becomes obligated to pay notice compensation instead.

• Is the Employee Obliged to Work During the Notice Period in Turkey?

The employee is obliged to work during the notice period in Turkey; this requirement protects the employer’s rights and prevents potential operational disruptions. It is therefore mandatory for the employee to continue working at the workplace throughout the notice period. However, under the fifth paragraph of Article 17 of the Turkish Labour Law, the employer may terminate the contract immediately by paying the wages for the notice period in advance (pay in lieu of notice); in that case the employee does not work during the notice period.

• Does an Employee Have the Right to Job Search Leave During the Notice Period in Turkey?

In Turkey, under Article 27 of the Labour Law, the employer is obliged to grant the employee at least two hours of paid job search leave per day throughout the notice period. Article 421 of Turkish Code of Obligations No. 6098 provides similar job search leave for employees outside the scope of the Labour Law. The leave is granted during working hours; the employee may also combine the hours and use them collectively, but must then take them on the days immediately before leaving and notify the employer.

By law, no deduction can be made from the employee’s salary for using job search leave in Turkey. If the employer does not grant the full leave, it must pay the wages for that time separately; if it makes the employee work during the job search leave, it must pay the wages for that time with a 100% increase.

When and How Is Notice Compensation Paid in Turkey?

Notice pay in Turkey becomes due on the date the termination notice is given and the employment contract ends, and the party who fails to observe the notice period must pay it immediately. In practice, employers usually pay notice compensation on the termination date together with the last salary. If it is not paid, the employee can collect the claim through the following steps:

The employee can first send a formal notice to the employer demanding payment; if the employer does not pay within the period specified, the employee may claim it through mediation in Turkey and subsequent litigation. If mediation fails, the employee can file a lawsuit in the labour courts to recover the payment or initiate enforcement proceedings to collect the notice pay in Turkey.

When Does Interest Start to Run on Notice Pay in Turkey?

Under Turkish law, statutory interest runs on notice pay from the date on which the employer is put in default. Unlike severance pay, notice pay does not carry the highest deposit interest rate, and if no formal notice was sent beforehand, interest as a rule starts from the filing date of the lawsuit. Sending a formal notice to the employer when payment is not made is therefore important for interest to start earlier.

The 9th Civil Chamber of the Turkish Court of Cassation held that notice pay is not a wage-type receivable under Article 34 of the Labour Law and that the law contains no special rule on default interest for it, so the interest applicable to notice pay is statutory interest (9th Civil Chamber, E. 2025/4095, K. 2025/4845, 26.05.2025). Awarding the highest bank deposit rate on notice pay in Turkey is therefore regarded as an error.

What Happens If There Is a Dispute Regarding the Amount of Notice Pay in Turkey?

If a dispute arises over the amount of notice pay in Turkey, an application for mandatory mediation must be made first; under Law No. 7036 on Labour Courts, mediation is a prerequisite for litigation in labour receivables disputes. If the parties cannot reach an agreement during mediation, the employee or employer may file a lawsuit before the labour court, which will evaluate the evidence and decide on the entitlement to notice pay and its amount.

Strict attention should be paid to deadlines and the statute of limitations; giving due weight to the protection of personal data in documents such as payslips and bank records and obtaining support from an employment law attorney in Turkey is critical for a successful legal process.

What Is the Statute of Limitations for Notice Pay in Turkey?

Under Additional Article 3 added to the Turkish Labour Law by Law No. 7036, claims for notice pay in Turkey are subject to a 5-year statute of limitations. This period starts from the date of termination of the employment contract. Therefore, the employee must apply for mediation and subsequently file a lawsuit within 5 years from the date of termination; if a lawsuit is filed after this period, the court will reject the claim if the employer raises the statute of limitations defence.