{"id":7228,"date":"2025-07-08T11:22:49","date_gmt":"2025-07-08T11:22:49","guid":{"rendered":"https:\/\/www.cbhukuk.com\/?page_id=7228"},"modified":"2026-03-16T19:31:20","modified_gmt":"2026-03-16T19:31:20","slug":"notice-pay-in-turkey","status":"publish","type":"page","link":"https:\/\/www.cbhukuk.com\/en\/notice-pay-in-turkey\/","title":{"rendered":"Notice Pay in Turkey"},"content":{"rendered":"<section class=\"l-section wpb_row height_small\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"w-html\"><style>\n  \/* Main Container - Wide *\/\n  .notice-pay-widget-horizontal-en {\n    background-color: #ffffff;\n    border: 2px solid #8b3516; \/* Brick Red Border *\/\n    border-radius: 10px;\n    padding: 25px;\n    max-width: 900px; \/* Wide container *\/\n    box-shadow: 0 5px 15px rgba(0,0,0,0.05);\n    font-family: -apple-system, BlinkMacSystemFont, \"Segoe UI\", Roboto, Helvetica, Arial, sans-serif;\n    margin: 20px auto;\n  }\n\n  .notice-pay-widget-horizontal-en h3 {\n    text-align: center;\n    color: #8b3516;\n    margin-top: 0;\n    margin-bottom: 25px;\n    font-size: 1.5rem;\n    border-bottom: 1px solid #eee;\n    padding-bottom: 15px;\n  }\n\n  \/* --- HORIZONTAL GRID SYSTEM --- *\/\n  .form-grid-container {\n    display: grid;\n    grid-template-columns: repeat(3, 1fr); \/* 3 Equal Columns *\/\n    gap: 20px;\n    margin-bottom: 20px;\n  }\n\n  \/* Form Groups *\/\n  .form-group {\n    display: flex;\n    flex-direction: column;\n  }\n\n  .form-group label {\n    margin-bottom: 8px;\n    color: #333;\n    font-weight: 600;\n    font-size: 0.9rem;\n  }\n\n  .required-star {\n    color: #d32f2f;\n    font-weight: bold;\n  }\n\n  \/* Inputs *\/\n  .form-group input {\n    width: 100%;\n    padding: 12px;\n    border: 1px solid #ccc;\n    border-radius: 6px;\n    font-size: 0.95rem;\n    box-sizing: border-box;\n    color: #333;\n    background: #fcfcfc;\n  }\n\n  .form-group input:focus {\n    border-color: #8b3516;\n    outline: none;\n    background: #fff;\n    box-shadow: 0 0 0 3px rgba(139, 53, 22, 0.1);\n  }\n\n  .helper-text {\n    font-size: 0.75rem;\n    color: #888;\n    margin-top: 5px;\n    font-style: italic;\n  }\n\n  \/* Button Group *\/\n  .btn-group {\n    display: flex;\n    gap: 15px;\n    margin-top: 25px;\n    padding-top: 20px;\n    border-top: 1px solid #eee;\n  }\n\n  .calc-btn {\n    flex: 3;\n    padding: 14px;\n    background-color: #8b3516;\n    color: white;\n    border: none;\n    border-radius: 6px;\n    font-size: 1.1rem;\n    cursor: pointer;\n    font-weight: bold;\n    transition: opacity 0.3s;\n    text-transform: uppercase;\n    letter-spacing: 0.5px;\n  }\n\n  .reset-btn {\n    flex: 1;\n    padding: 14px;\n    background-color: #f0f0f0;\n    color: #555;\n    border: 1px solid #ddd;\n    border-radius: 6px;\n    font-size: 1rem;\n    cursor: pointer;\n    transition: background 0.3s;\n    text-transform: uppercase;\n  }\n\n  .calc-btn:hover { opacity: 0.9; }\n  .reset-btn:hover { background-color: #e0e0e0; color: #333; }\n\n  \/* Result Area *\/\n  .result-box {\n    margin-top: 30px;\n    background-color: #fffaf8;\n    border-radius: 8px;\n    padding: 20px;\n    border: 2px dashed #8b3516;\n    display: none;\n  }\n\n  .result-row {\n    display: flex;\n    justify-content: space-between;\n    margin-bottom: 12px;\n    font-size: 1rem;\n    color: #555;\n    padding-bottom: 8px;\n    border-bottom: 1px solid #eee;\n  }\n  \n  .result-row:last-child {\n    border-bottom: none;\n    margin-bottom: 0;\n    padding-bottom: 0;\n  }\n\n  .result-row.highlight {\n    font-weight: 700;\n    color: #333;\n    background-color: rgba(139, 53, 22, 0.05);\n    padding: 8px;\n    border-radius: 4px;\n    border-bottom: none;\n  }\n\n  .result-row.total {\n    font-weight: 800;\n    color: #8b3516;\n    font-size: 1.4rem;\n    margin-top: 15px;\n    border-top: 3px solid #eee;\n    padding-top: 15px;\n  }\n\n  .error-msg {\n    color: #d32f2f;\n    font-weight: bold;\n    font-size: 0.9rem;\n    text-align: center;\n    margin-bottom: 20px;\n    padding: 10px;\n    background-color: #ffebee;\n    border-radius: 6px;\n    display: none;\n  }\n\n  \/* --- MOBILE RESPONSIVENESS --- *\/\n  @media (max-width: 768px) {\n    .form-grid-container {\n      grid-template-columns: 1fr; \/* Single column on mobile *\/\n      gap: 15px;\n    }\n    .btn-group {\n        flex-direction: column;\n    }\n    .calc-btn, .reset-btn {\n        width: 100%;\n        flex: auto;\n    }\n  }\n<\/style>\n\n<div class=\"notice-pay-widget-horizontal-en\">\n  <h3>Notice Pay Calculator<\/h3>\n  \n  <div class=\"error-msg\" id=\"errorMsg_en\"><\/div>\n\n  <div class=\"form-grid-container\">\n      <div class=\"form-group\">\n        <label>Start Date <span class=\"required-star\">*<\/span><\/label>\n        <input type=\"date\" id=\"startDate_en\">\n      <\/div>\n      <div class=\"form-group\">\n        <label>End Date <span class=\"required-star\">*<\/span><\/label>\n        <input type=\"date\" id=\"endDate_en\">\n      <\/div>\n      <div class=\"form-group\">\n        <label>Monthly Gross Salary (TL) <span class=\"required-star\">*<\/span><\/label>\n        <input type=\"number\" id=\"grossSalary_en\" placeholder=\"Ex: 35000\" step=\"0.01\">\n      <\/div>\n\n      <div class=\"form-group\">\n        <label>Monthly Gross Extras (TL)<\/label>\n        <input type=\"number\" id=\"monthlyExtras_en\" placeholder=\"Food, Transport etc.\" step=\"0.01\">\n        <div class=\"helper-text\">Leave blank if none.<\/div>\n      <\/div>\n      <div class=\"form-group\">\n        <label>Annual Gross Bonus (TL)<\/label>\n        <input type=\"number\" id=\"yearlyBonus_en\" placeholder=\"Total Yearly Bonus\" step=\"0.01\">\n        <div class=\"helper-text\">Leave blank if none.<\/div>\n      <\/div>\n      <div class=\"form-group\">\n        <label>Cumulative Tax Base (TL)<\/label>\n        <input type=\"number\" id=\"taxBase_en\" placeholder=\"Income tax base\" step=\"0.01\">\n        <div class=\"helper-text\">Leave blank for standard 15%.<\/div>\n      <\/div>\n  <\/div> <div class=\"btn-group\">\n    <button class=\"calc-btn\" onclick=\"calculateNoticePayEn()\">CALCULATE<\/button>\n    <button class=\"reset-btn\" onclick=\"resetFormEn()\">RESET<\/button>\n  <\/div>\n\n  <div class=\"result-box\" id=\"resultBox_en\">\n    <div class=\"result-row highlight\">\n      <span>Tenure (Duration):<\/span>\n      <span id=\"resTenure_en\">-<\/span>\n    <\/div>\n    <div class=\"result-row highlight\">\n      <span>Legal Notice Period:<\/span>\n      <span id=\"resNoticePeriod_en\">-<\/span>\n    <\/div>\n    <div class=\"result-row\" style=\"margin-top: 15px;\">\n      <span>Gross Notice Pay:<\/span>\n      <span id=\"resGross_en\" style=\"font-weight: bold;\">0 TL<\/span>\n    <\/div>\n    <div class=\"result-row\">\n      <span>Income Tax Deduction:<\/span>\n      <span id=\"resIncomeTax_en\">0 TL<\/span>\n    <\/div>\n    <div class=\"result-row\">\n      <span>Stamp Tax (%0.759):<\/span>\n      <span id=\"resStampTax_en\">0 TL<\/span>\n    <\/div>\n    <div class=\"result-row total\">\n      <span>NET PAYABLE:<\/span>\n      <span id=\"resNet_en\">0 TL<\/span>\n    <\/div>\n  <\/div>\n<\/div>\n\n<script>\n  \/\/ Currency Formatter (TL)\n  const formatterEn = new Intl.NumberFormat('tr-TR', {\n    style: 'currency',\n    currency: 'TRY',\n    minimumFractionDigits: 2\n  });\n\n  function calculateNoticePayEn() {\n    \/\/ Get Inputs\n    const startDateVal = document.getElementById('startDate_en').value;\n    const endDateVal = document.getElementById('endDate_en').value;\n    const grossSalary = parseFloat(document.getElementById('grossSalary_en').value);\n    const monthlyExtras = parseFloat(document.getElementById('monthlyExtras_en').value) || 0;\n    const yearlyBonus = parseFloat(document.getElementById('yearlyBonus_en').value) || 0;\n    let taxBase = parseFloat(document.getElementById('taxBase_en').value) || 0;\n\n    \/\/ Error Check\n    const errorDiv = document.getElementById('errorMsg_en');\n    errorDiv.style.display = 'none';\n\n    if (!startDateVal || !endDateVal || isNaN(grossSalary)) {\n      errorDiv.innerText = \"Please fill in the required fields (*).\";\n      errorDiv.style.display = 'block';\n      return;\n    }\n\n    const start = new Date(startDateVal);\n    const end = new Date(endDateVal);\n\n    if (end < start) {\n      errorDiv.innerText = \"Error: Employment end date cannot be before start date.\";\n      errorDiv.style.display = 'block';\n      return;\n    }\n\n    \/\/ 1. Calculate Tenure\n    const diffTime = Math.abs(end - start);\n    const diffDays = Math.ceil(diffTime \/ (1000 * 60 * 60 * 24)); \n    const yearsWorked = diffDays \/ 365.25;\n    const monthsWorked = diffDays \/ 30.4; \n\n    \/\/ 2. Determine Notice Period (Weeks) - Turkish Labor Law\n    let noticeWeeks = 0;\n    if (monthsWorked < 6) {\n      noticeWeeks = 2; \/\/ Less than 6 months\n    } else if (monthsWorked >= 6 && yearsWorked < 1.5) {\n      noticeWeeks = 4; \/\/ 6 months to 1.5 years\n    } else if (yearsWorked >= 1.5 && yearsWorked < 3) {\n      noticeWeeks = 6; \/\/ 1.5 years to 3 years\n    } else {\n      noticeWeeks = 8; \/\/ More than 3 years\n    }\n\n    \/\/ 3. Calculate Dressed Gross Wage\n    const dressedMonthlyGross = grossSalary + monthlyExtras + (yearlyBonus \/ 12);\n    const dailyGross = dressedMonthlyGross \/ 30;\n    \n    \/\/ Total Gross Notice Pay\n    const totalGrossNoticePay = dailyGross * (noticeWeeks * 7);\n\n    \/\/ 4. Tax Calculations\n    const stampTaxRate = 0.00759; \n    const stampTax = totalGrossNoticePay * stampTaxRate;\n\n    \/\/ Income Tax Brackets (Estimated 2024\/2025)\n    let incomeTaxRate = 0.15;\n    \n    if (taxBase > 3000000) incomeTaxRate = 0.40;\n    else if (taxBase > 870000) incomeTaxRate = 0.35;\n    else if (taxBase > 230000) incomeTaxRate = 0.27;\n    else if (taxBase > 110000) incomeTaxRate = 0.20;\n    else incomeTaxRate = 0.15;\n\n    const incomeTax = totalGrossNoticePay * incomeTaxRate;\n\n    \/\/ 5. Net Calculation\n    const netPay = totalGrossNoticePay - stampTax - incomeTax;\n\n    \/\/ 6. Display Results\n    document.getElementById('resTenure_en').innerText = Math.floor(yearsWorked) + \" Years \" + Math.floor(monthsWorked % 12) + \" Months (\" + diffDays + \" Days)\";\n    document.getElementById('resNoticePeriod_en').innerText = noticeWeeks + \" Weeks\";\n    document.getElementById('resGross_en').innerText = formatterEn.format(totalGrossNoticePay);\n    document.getElementById('resIncomeTax_en').innerText = formatterEn.format(incomeTax) + ` (Rate: %${incomeTaxRate*100})`;\n    document.getElementById('resStampTax_en').innerText = formatterEn.format(stampTax);\n    document.getElementById('resNet_en').innerText = formatterEn.format(netPay);\n\n    document.getElementById('resultBox_en').style.display = 'block';\n    \/\/ Scroll to results\n    document.getElementById('resultBox_en').scrollIntoView({ behavior: 'smooth', block: 'nearest' });\n  }\n\n  function resetFormEn() {\n    document.getElementById('startDate_en').value = \"\";\n    document.getElementById('endDate_en').value = \"\";\n    document.getElementById('grossSalary_en').value = \"\";\n    document.getElementById('monthlyExtras_en').value = \"\";\n    document.getElementById('yearlyBonus_en').value = \"\";\n    document.getElementById('taxBase_en').value = \"\";\n    document.getElementById('resultBox_en').style.display = 'none';\n    document.getElementById('errorMsg_en').style.display = 'none';\n  }\n<\/script><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong data-start=\"63\" data-end=\"84\">LEGAL DISCLAIMER:<\/strong> The information contained in the Notice Compensation Calculation Program is provided for general informational purposes only and is not intended by C&amp;B Law Firm to offer legal advice or professional services. The accuracy of this information is not guaranteed, and you are advised to consult a qualified legal professional before making decisions that may affect your business, financial situation, or legal processes. C&amp;B Law Firm shall not be held liable for any damages or losses that may arise from the use of these calculations by third parties.<\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"wpb_text_column us_custom_432d3f53\"><div class=\"wpb_wrapper\"><h1 data-start=\"122\" data-end=\"159\"><strong data-start=\"126\" data-end=\"159\">WHAT IS NOTICE PAY IN TURKEY?<\/strong><\/h1>\n<p data-start=\"161\" data-end=\"601\"><strong data-start=\"161\" data-end=\"194\">Notice pay in Turkey<\/strong> is a type of <a href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/\"><strong>dismissal payment<\/strong><\/a> that becomes payable when <strong data-start=\"252\" data-end=\"299\">termination notice periods are not observed<\/strong> in indefinite-term employment contracts. Under <strong data-start=\"347\" data-end=\"387\">Article 17 of the Turkish Labour Law<\/strong>, the party wishing to terminate the employment contract must comply with the statutory notice periods; otherwise, they are obliged to <strong data-start=\"522\" data-end=\"600\">pay notice compensation equal to the employee\u2019s wage for the notice period<\/strong>.<\/p>\n<p data-start=\"603\" data-end=\"965\"><strong data-start=\"603\" data-end=\"636\">Notice pay in Turkey<\/strong> is calculated based on the <strong data-start=\"664\" data-end=\"696\">employee\u2019s length of service<\/strong> and may be owed by either the employer or the employee. Its primary purpose is to provide the employee with <strong data-start=\"805\" data-end=\"846\">a reasonable period to find a new job<\/strong> or to give the employer time to recruit a replacement, <strong>thereby preventing grievances arising from abrupt terminations.<\/strong><\/p>\n<h2 data-start=\"967\" data-end=\"1024\"><strong data-start=\"971\" data-end=\"1024\">WHO IS ENTITLED TO NOTICE COMPENSATION IN TURKEY?<\/strong><\/h2>\n<p data-start=\"1026\" data-end=\"1309\"><strong>Notice compensation in Turkey is paid to employees working under indefinite-term employment contracts whose contracts are terminated.<\/strong> However, if an employee terminates the contract without complying with the notice period, the <strong data-start=\"1248\" data-end=\"1308\">employer also has the right to claim notice compensation in Turkey<\/strong>.<\/p>\n<p data-start=\"1311\" data-end=\"1665\"><strong>Thus, notice pay in Turkey is a reciprocal right granted to both employees and employers and is applicable only to indefinite-term contracts<\/strong>. There is no notice compensation entitlement under <strong data-start=\"1520\" data-end=\"1555\">fixed-term employment contracts<\/strong>. To prevent <strong data-start=\"1568\" data-end=\"1592\">loss of legal rights<\/strong>, it is crucial to obtain <a href=\"https:\/\/www.cbhukuk.com\/en\/online-legal-services\/\"><strong data-start=\"1618\" data-end=\"1648\">professional legal support in Turkey<\/strong><\/a> in such matters.<\/p>\n<h2 data-start=\"1667\" data-end=\"1746\"><strong data-start=\"1671\" data-end=\"1746\">WHEN DOES AN EMPLOYEE BECOME ENTITLED TO NOTICE PAY IN TURKEY?<\/strong><\/h2>\n<p data-start=\"1748\" data-end=\"2154\"><strong>Notice pay in Turkey becomes due when an<\/strong> <strong data-start=\"1788\" data-end=\"1884\">indefinite-term employment contract is terminated without observing statutory notice periods<\/strong>. In such cases, the party that fails to comply with the notice obligation must pay <strong data-start=\"1968\" data-end=\"2040\">notice compensation equal to the wage for the relevant notice period<\/strong>. Therefore, if either party <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/contract-law-in-turkey\/\"><strong>terminates the contract<\/strong><\/a> without notice, <strong data-start=\"2109\" data-end=\"2153\">liability for notice pay arises<\/strong>.<\/p>\n<h2 data-start=\"2156\" data-end=\"2207\"><strong data-start=\"2160\" data-end=\"2207\">HOW TO CLAIM NOTICE COMPENSATION IN TURKEY?<\/strong><\/h2>\n<p data-start=\"2209\" data-end=\"2647\"><strong>To claim notice compensation in Turkey, there must be a termination by the employer without observing the statutory notice period.<\/strong> If the employer does not pay, the employee must first apply for <strong data-start=\"2404\" data-end=\"2427\">mandatory mediation<\/strong> and, if unresolved, <strong>can <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/file-a-lawsuit-in-turkey\/\">file a lawsuit<\/a> in the labour courts to recover the payment.<\/strong> The employee must exercise this right <strong data-start=\"2554\" data-end=\"2592\">within the legal limitation period<\/strong>, calculated from the date of termination notification.<\/p>\n<h2 data-start=\"2649\" data-end=\"2701\"><strong data-start=\"2653\" data-end=\"2701\">CONDITIONS FOR NOTICE PAYMENT IN TURKEY<\/strong><\/h2>\n<p data-start=\"2703\" data-end=\"2970\">For entitlement to notice payment in Turkey, the employee must be working under <strong data-start=\"2788\" data-end=\"2811\">Labour Law coverage<\/strong> for a <strong data-start=\"2818\" data-end=\"2969\"><a href=\"https:\/\/www.cbhukuk.com\/en\/company-types-in-turkey\/\">company established in Turkey<\/a> or <a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-foreign-company-branch-in-turkey\/\">the foreign branch<\/a>, <a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-liaison-office-in-turkey\/\">liaison office<\/a>, sole proprietorship, or <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/business-law-in-turkey\/\">commercial enterprise<\/a> of a foreign <a href=\"https:\/\/www.cbhukuk.com\/en\/corporate-law-in-turkey\/\">company<\/a> operating in Turkey<\/strong>.<\/p>\n<p data-start=\"2972\" data-end=\"3354\">Additionally, the employment contract must be <strong data-start=\"3018\" data-end=\"3037\">indefinite-term<\/strong>, and termination must occur <strong data-start=\"3066\" data-end=\"3102\">without observing notice periods<\/strong> and outside the scope of <strong data-start=\"3128\" data-end=\"3168\">immediate termination for just cause<\/strong>. If the employer terminates the contract with <strong>valid or invalid reasons without complying with notice periods<\/strong>, the employee acquires the right to claim <strong data-start=\"3320\" data-end=\"3353\">notice payment in Turkey<\/strong>.<\/p>\n<h2 data-start=\"1667\" data-end=\"1746\"><strong data-start=\"1671\" data-end=\"1746\"><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-davasi.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-7206\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-davasi-800x216.jpg\" alt=\"notice payment in Turkey\" width=\"800\" height=\"216\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-davasi-800x216.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-davasi-300x81.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-davasi-1024x276.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-davasi-100x27.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-davasi-90x24.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-davasi-120x32.jpg 120w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-davasi.jpg 1800w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/strong><\/h2>\n<h2 data-start=\"184\" data-end=\"248\"><strong data-start=\"188\" data-end=\"248\">HOW TO BECOME ENTITLED TO NOTICE COMPENSATION IN TURKEY?<\/strong><\/h2>\n<p data-start=\"250\" data-end=\"769\"><strong>The right to notice pay in Turkey arises automatically if the terminating party does not comply with the statutory notice periods upon termination of an indefinite-term employment contract<\/strong>. In other words, if the party whose <a href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/\"><strong>employment contract is terminated<\/strong><\/a> proves that the employment was ended without complying with the notice period, <strong>they become entitled to notice compensation.<\/strong> This right does not depend on any minimum length of service but arises directly based on whether <strong data-start=\"736\" data-end=\"768\">notice periods were observed<\/strong>.<\/p>\n<h2 data-start=\"771\" data-end=\"827\"><strong data-start=\"775\" data-end=\"827\">IS NOTICE COMPENSATION PAID IN EVERY OCCUPATION?<\/strong><\/h2>\n<p data-start=\"829\" data-end=\"1471\"><strong>Notice compensation applies to all employees working under indefinite-term employment contracts within the scope of the Turkish Labour Law<\/strong>, regardless of their occupational field. However, for <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/maritime-labor-law-in-turkey\/\">seafarers under the Turkish Maritime Labor Law<\/a><\/strong> and press employees under the <strong data-start=\"1100\" data-end=\"1120\">Press Labour Law<\/strong>, notice compensation provisions are regulated separately in their respective laws. <strong>In <a href=\"https:\/\/www.cbhukuk.com\/en\/collection-of-footballers-debts\/\">sports law in Turkey<\/a>, there is<\/strong> <strong data-start=\"1228\" data-end=\"1284\">no specific regulation regarding notice compensation<\/strong>. Therefore, as different occupational groups may be subject to different legal frameworks, <strong>obtaining professional legal support before initiating proceedings is of utmost importance.<\/strong><\/p>\n<h2 data-start=\"1473\" data-end=\"1535\"><strong data-start=\"1477\" data-end=\"1535\">CAN AN EMPLOYEE WHO RESIGNS CLAIM NOTICE PAY IN TURKEY?<\/strong><\/h2>\n<p data-start=\"1537\" data-end=\"1829\">Notice pay in Turkey is a type of payment that the party failing to observe the notice periods must pay to the other party. <strong>In cases where the employee resigns, since the employer is not the party terminating the contract, the employee does<\/strong> <strong data-start=\"1777\" data-end=\"1828\">not have the right to claim notice pay in Turkey<\/strong>.<\/p>\n<h2 data-start=\"1831\" data-end=\"1900\"><strong data-start=\"1835\" data-end=\"1900\">CAN THE EMPLOYER CLAIM NOTICE COMPENSATION FROM THE EMPLOYEE IN TURKEY?<\/strong><\/h2>\n<p data-start=\"1902\" data-end=\"2489\"><strong>If the employee does not comply with the notice period when terminating the contract, the employer may claim notice compensation from the employee<\/strong>. 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 <strong>an indefinite-term employment contract in Turkey<\/strong> without observing the statutory notice period, <strong>the employer can claim notice compensation corresponding to that period.<\/strong> Notice compensation in Turkey is therefore not only a right protecting employees but also serves a <strong data-start=\"2451\" data-end=\"2488\">protective function for employers<\/strong>.<\/p>\n<h2 data-start=\"2491\" data-end=\"2570\"><strong data-start=\"2495\" data-end=\"2570\">CAN AN EMPLOYEE RECEIVE NOTICE PAY IN TURKEY BEFORE 6 MONTHS OF SERVICE?<\/strong><\/h2>\n<p data-start=\"2572\" data-end=\"3015\"><strong>Under the Turkish Labour Law, there is no minimum <a href=\"https:\/\/www.cbhukuk.com\/en\/severance-pay-calculation\/\">length of employment service<\/a> requirement to become entitled to notice pay in Turkey.<\/strong> However, for employees with<strong> less than 6 months of service<\/strong>, the notice period is determined as <strong data-start=\"2785\" data-end=\"2796\">2 weeks<\/strong>. Therefore, if an employee with less than 6 months of service under an indefinite-term contract is dismissed <strong>without observing this 2-week notice period<\/strong> <strong>in Turkey<\/strong>, <strong>they become entitled to notice compensation for that period.<\/strong><\/p>\n<h2 data-start=\"3017\" data-end=\"3063\"><strong data-start=\"3021\" data-end=\"3063\">WHAT ARE THE NOTICE PERIODS IN TURKEY?<\/strong><\/h2>\n<p data-start=\"3065\" data-end=\"3282\">Notice periods in Turkey are the statutory durations that the terminating party must provide to the other party in cases of <strong data-start=\"3179\" data-end=\"3234\">termination of indefinite-term employment contracts<\/strong>. According to <strong data-start=\"3249\" data-end=\"3281\">Article 17 of the Labour Law<\/strong>:<\/p>\n<ul>\n<li data-start=\"3286\" data-end=\"3347\">For employees with less than 6 months of service: <strong data-start=\"3336\" data-end=\"3347\">2 weeks<\/strong><\/li>\n<li data-start=\"3350\" data-end=\"3414\">For employees with 6 months to 1.5 years of service: <strong data-start=\"3403\" data-end=\"3414\">4 weeks<\/strong><\/li>\n<li data-start=\"3417\" data-end=\"3474\">For employees with 1.5 to 3 years of service: <strong data-start=\"3463\" data-end=\"3474\">6 weeks<\/strong><\/li>\n<li data-start=\"3477\" data-end=\"3537\">For employees with more than 3 years of service: <strong data-start=\"3526\" data-end=\"3537\">8 weeks<\/strong><\/li>\n<\/ul>\n<p data-start=\"3539\" data-end=\"3637\"><strong>These are minimum notice periods in Turkey; they can be extended by employment contracts but cannot be reduced.<\/strong><\/p>\n<h2 data-start=\"3639\" data-end=\"3694\"><strong data-start=\"3643\" data-end=\"3694\">HOW MUCH NOTICE COMPENSATION IS PAID IN TURKEY?<\/strong><\/h2>\n<p data-start=\"3696\" data-end=\"4151\"><strong>Notice compensation in Turkey is paid in an amount equal to the wages for the notice period that should have been worked but was not.<\/strong> It is calculated based on the employee\u2019s <strong data-start=\"3865\" data-end=\"3879\">gross wage<\/strong>, including not only the basic salary but also other <strong data-start=\"3932\" data-end=\"3967\">regular and continuous payments<\/strong> such as meal allowances, transportation, and bonuses. <strong>The total compensation is determined by multiplying the employee\u2019s daily gross wage by the number of days in their notice period.<\/strong><\/p>\n<h2 data-start=\"4153\" data-end=\"4209\"><strong data-start=\"4157\" data-end=\"4209\"><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-hesaplama.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-7202\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-hesaplama-800x292.jpg\" alt=\"calculation of notice payment in turkey\" width=\"800\" height=\"292\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-hesaplama-800x292.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-hesaplama-300x109.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-hesaplama-1024x373.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-hesaplama-100x36.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-hesaplama-90x33.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-hesaplama-120x44.jpg 120w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/ihbar-tazminati-hesaplama.jpg 1800w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/strong><\/h2>\n<h2 data-start=\"4153\" data-end=\"4209\"><strong data-start=\"4157\" data-end=\"4209\">HOW IS NOTICE PAYMENT CALCULATED IN TURKEY?<\/strong><\/h2>\n<p data-start=\"4211\" data-end=\"4258\">When calculating notice payment in Turkey:<\/p>\n<ol>\n<li data-start=\"4263\" data-end=\"4347\">Determine the <strong data-start=\"4277\" data-end=\"4304\">statutory notice period<\/strong> based on the employee\u2019s length of service.<\/li>\n<li data-start=\"4351\" data-end=\"4441\">Calculate the employee\u2019s <strong data-start=\"4376\" data-end=\"4396\">daily gross wage<\/strong>, adding all regular and continuous benefits.<\/li>\n<li data-start=\"4445\" data-end=\"4582\">Multiply the daily wage by the total number of days in the notice period (<strong data-start=\"4519\" data-end=\"4537\">weeks x 7 days<\/strong>) to determine the total notice compensation.<\/li>\n<\/ol>\n<p data-start=\"4584\" data-end=\"4706\">For example, if the employee has a <strong data-start=\"4619\" data-end=\"4643\">4-week notice period<\/strong>, the notice pay is calculated as <strong data-start=\"4679\" data-end=\"4705\">28 days of gross wages<\/strong>.<\/p>\n<p data-start=\"4584\" data-end=\"4706\"><a href=\"https:\/\/www.cbhukuk.com\/ihbar-tazminati-hesaplama\/\"><strong><span class=\"_fadeIn_m1hgl_8\">The Notice <\/span><\/strong><strong><span class=\"_fadeIn_m1hgl_8\">Pay\u00a0<\/span><span class=\"_fadeIn_m1hgl_8\">Calculation\u00a0<\/span><span class=\"_fadeIn_m1hgl_8\">Tool<\/span><\/strong><\/a> <strong><span class=\"_fadeIn_m1hgl_8\">can\u00a0<\/span><span class=\"_fadeIn_m1hgl_8\">be\u00a0<\/span><span class=\"_fadeIn_m1hgl_8\">used <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">accurately <\/span><span class=\"_fadeIn_m1hgl_8\">calculate <\/span><span class=\"_fadeIn_m1hgl_8\">notice <\/span><span class=\"_fadeIn_m1hgl_8\">pay\u00a0<\/span><span class=\"_fadeIn_m1hgl_8\">in\u00a0<\/span><span class=\"_fadeIn_m1hgl_8\">Turkey.<\/span><\/strong><\/p>\n<h2 data-start=\"187\" data-end=\"261\"><strong data-start=\"191\" data-end=\"261\">IS NOTICE PAYMENT CALCULATED BASED ON NET OR GROSS IN TURKEY?<\/strong><\/h2>\n<p data-start=\"263\" data-end=\"576\"><strong>When calculating notice compensation in Turkey, the employee\u2019s last gross remuneration including all continuous benefits\u00a0is taken as the basis.<\/strong> This gross remuneration includes the employee\u2019s base salary plus all <strong>regular and continuous<\/strong> monetary benefits.<\/p>\n<p data-start=\"578\" data-end=\"1017\">As emphasized in the <strong data-start=\"599\" data-end=\"633\">Court of Cassation\u2019s decisions<\/strong> (9th Civil Chamber, 15.01.2001, E.2000\/348, K.2001\/102), continuous benefits such as <strong data-start=\"719\" data-end=\"805\">meal allowances, transportation fees, regularly paid bonuses, and health insurance<\/strong> are included in the gross remuneration. However, payments such as <strong data-start=\"872\" data-end=\"957\"><a href=\"https:\/\/www.cbhukuk.com\/en\/annual-leave-calculation\/\">annual leave pay<\/a>, national holiday pay, <a href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/\">overtime pay<\/a>, and non-continuous premiums<\/strong> are not included in the calculation of notice pay in Turkey.<\/p>\n<h2 data-start=\"1019\" data-end=\"1082\"><strong data-start=\"1023\" data-end=\"1082\">ARE DEDUCTIONS MADE FROM NOTICE PAY IN TURKEY?<\/strong><\/h2>\n<p data-start=\"1084\" data-end=\"1407\"><strong>Under the Income Tax Law, notice pay in Turkey is not exempt from tax.<\/strong> Therefore, <strong data-start=\"1173\" data-end=\"1201\">income tax and stamp tax<\/strong> are deducted from the notice payment amount. <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/tax-liability-responsibility-in-companies-in-turkey\/\">The tax liability<\/a> rests with the employer, who is obliged to withhold these taxes from the payment.<\/strong> However, <strong data-start=\"1361\" data-end=\"1406\">notice compensation is not subject to <a href=\"https:\/\/www.cbhukuk.com\/en\/vat-in-turkey\/\">VAT in Turkey<\/a><\/strong>.<\/p>\n<p data-start=\"1409\" data-end=\"1803\"><strong>Furthermore, as notice compensation in Turkey is a payment made due to termination of the employment contract<\/strong>,<strong> it is not subject to social security premium deductions<\/strong>. As a result, the net notice compensation paid to the employee is the <strong data-start=\"1644\" data-end=\"1691\">gross amount minus income tax and stamp tax<\/strong>. To ensure accurate calculations of these deductions, it is advisable to seek <a href=\"https:\/\/www.cbhukuk.com\/en\/legal-services\/tax-lawyer-in-turkey\/\"><strong data-start=\"1770\" data-end=\"1802\">professional tax consultancy in Turkey<\/strong><\/a>.<\/p>\n<h2 data-start=\"1805\" data-end=\"1888\"><strong data-start=\"1809\" data-end=\"1888\">HOW MUCH IS THE NOTICE PAY FOR AN EMPLOYEE WITH 1 YEAR OF SERVICE IN TURKEY?<\/strong><\/h2>\n<p data-start=\"1890\" data-end=\"2369\"><strong>For an employee with 1 year of service in Turkey, the statutory notice period is 4 weeks under the <a href=\"https:\/\/www.mevzuat.gov.tr\/mevzuat?MevzuatNo=4857&amp;MevzuatTur=1&amp;MevzuatTertip=5\" target=\"_blank\" rel=\"noopener\">Turkish Labor Law<\/a>.<\/strong> Therefore, the notice compensation payable equals <strong data-start=\"2049\" data-end=\"2127\">28 days of the employee\u2019s gross remuneration including continuous benefits<\/strong>. To determine the net amount, income tax and stamp tax are deducted from this gross total, while <strong data-start=\"2225\" data-end=\"2267\">no social security premium is deducted<\/strong>. <strong>In summary, the notice pay in Turkey is calculated by multiplying the employee\u2019s gross daily wage by 28.<\/strong><\/p>\n<h2 data-start=\"2371\" data-end=\"2425\"><strong data-start=\"2375\" data-end=\"2425\">WHEN IS NOTICE COMPENSATION PAYABLE IN TURKEY?<\/strong><\/h2>\n<p data-start=\"2427\" data-end=\"2922\"><strong>Notice pay in Turkey becomes due and payable on the date the termination notice is given and the employment contract ends.<\/strong> Legally, the party who fails to observe the notice period in Turkey must <strong data-start=\"2626\" data-end=\"2665\">pay notice compensation immediately<\/strong>. In practice, employers usually pay notice compensation on the termination date; however, if unpaid, <strong>the employee may claim it through <a href=\"https:\/\/www.cbhukuk.com\/en\/mediation-process-in-turkey\/\">mediation in Turkey<\/a> and subsequent litigation.<\/strong> Notice pay in Turkey is considered a <strong data-start=\"2878\" data-end=\"2921\">debt payable at the time of termination<\/strong>.<\/p>\n<h2 data-start=\"2924\" data-end=\"2995\"><strong data-start=\"2928\" data-end=\"2995\">IN WHICH CASES IS NOTICE COMPENSATION NOT PAID TO THE EMPLOYEE IN TURKEY?<\/strong><\/h2>\n<p data-start=\"2997\" data-end=\"3492\"><strong>Notice payment in Turkey is regulated under the Turkish Labour Law No. 4857 and cannot be claimed if the statutory conditions are not met.<\/strong> If the employer terminates the employment contract for <strong data-start=\"3190\" data-end=\"3221\">just cause under Article 25<\/strong>, the employee cannot claim notice pay in Turkey. Such just causes include <strong data-start=\"3295\" data-end=\"3335\">breach of moral and good faith rules<\/strong>, <strong>abuse of employer\u2019s trust, committing <a href=\"https:\/\/www.cbhukuk.com\/en\/fraud-crime-in-turkey\/\">fraud<\/a>, fighting at the workplace, <a href=\"https:\/\/www.cbhukuk.com\/en\/insult-crime-in-turkey\/\">insulting behaviour<\/a>, damaging employer\u2019s property, or<\/strong> <strong data-start=\"3463\" data-end=\"3491\">unauthorised absenteeism<\/strong>.<\/p>\n<p data-start=\"3494\" data-end=\"3774\"><strong>Similarly, if an employee terminates the contract with just cause in Turkey, they are<\/strong> <strong data-start=\"3574\" data-end=\"3613\">not entitled to notice payment<\/strong>. Additionally, <strong>if the employer grants the employee the notice period appropriately during termination<\/strong>, the obligation to pay notice compensation does not arise.<\/p>\n<p data-start=\"3776\" data-end=\"3843\"><strong>Notice compensation is also not payable in the following cases in Turkey:<\/strong><\/p>\n<ul>\n<li data-start=\"3847\" data-end=\"3890\"><strong>Termination during the probation period<\/strong><\/li>\n<li data-start=\"3893\" data-end=\"3928\"><strong data-start=\"3893\" data-end=\"3928\">Fixed-term employment contracts<\/strong><\/li>\n<li data-start=\"3931\" data-end=\"3951\"><strong data-start=\"3931\" data-end=\"3951\">Employee\u2019s death<\/strong><\/li>\n<\/ul>\n<p data-start=\"3953\" data-end=\"4422\"><strong>Moreover, if the workplace is transferred, the employment contract does not terminate automatically<\/strong>, and thus <strong data-start=\"4063\" data-end=\"4101\">notice compensation is not payable<\/strong>. If the parties mutually agree in writing to terminate the employment contract, <strong data-start=\"4182\" data-end=\"4221\">no notice compensation right arises<\/strong>. Lastly, <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/employment-termination-codes\/\">underpayment of social security premiums<\/a> may constitute a just cause for termination<\/strong>, but in such cases, the termination is based on just cause, and <strong data-start=\"4380\" data-end=\"4421\">notice pay in Turkey cannot be claimed<\/strong>.<\/p>\n<h2 data-start=\"141\" data-end=\"218\"><strong data-start=\"145\" data-end=\"218\">WHAT IS THE STATUTE OF LIMITATIONS FOR NOTICE PAY IN TURKEY?<\/strong><\/h2>\n<p data-start=\"220\" data-end=\"804\">Under the amendment introduced by the <strong data-start=\"258\" data-end=\"288\">Labour Courts Law No. 7036<\/strong>, claims for <strong data-start=\"301\" data-end=\"334\">notice pay in Turkey<\/strong> are subject to a <strong data-start=\"352\" data-end=\"385\">5-year statute of limitations<\/strong>. This period starts from the <strong data-start=\"415\" data-end=\"465\">date of termination of the employment contract<\/strong>. Therefore, the employee must apply for <strong data-start=\"506\" data-end=\"519\">mediation<\/strong> and subsequently file a lawsuit within <strong data-start=\"559\" data-end=\"599\">5 years from the date of termination<\/strong> to claim notice compensation. If a lawsuit is filed after the expiration of this period and the employer raises <strong>the statute of limitations defence, the court will reject the notice compensation claim.<\/strong><\/p>\n<h2 data-start=\"806\" data-end=\"882\"><strong data-start=\"810\" data-end=\"882\">HOW MANY DAYS\u2019 NOTICE IS REQUIRED TO RESIGN OR TERMINATE EMPLOYMENT IN TURKEY?<\/strong><\/h2>\n<p data-start=\"884\" data-end=\"1147\"><strong>The period that parties must notify each other in advance in cases of resignation or <a href=\"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/\">wrongful termination<\/a> is called the notice period in Turkey.<\/strong> According to the <strong data-start=\"1033\" data-end=\"1064\">Turkish Labour Law No. 4857<\/strong>, the notice period varies based on the employee\u2019s length of service. Specifically:<\/p>\n<ul>\n<li data-start=\"1151\" data-end=\"1216\">For employees with <strong data-start=\"1170\" data-end=\"1192\">less than 6 months<\/strong> of service: <strong data-start=\"1205\" data-end=\"1216\">2 weeks<\/strong><\/li>\n<li data-start=\"1219\" data-end=\"1287\">For employees with <strong data-start=\"1238\" data-end=\"1263\">6 months to 1.5 years<\/strong> of service: <strong data-start=\"1276\" data-end=\"1287\">4 weeks<\/strong><\/li>\n<li data-start=\"1290\" data-end=\"1351\">For employees with <strong data-start=\"1309\" data-end=\"1327\">1.5 to 3 years<\/strong> of service: <strong data-start=\"1340\" data-end=\"1351\">6 weeks<\/strong><\/li>\n<li data-start=\"1354\" data-end=\"1418\">For employees with <strong data-start=\"1373\" data-end=\"1394\">more than 3 years<\/strong> of service: <strong data-start=\"1407\" data-end=\"1418\">8 weeks<\/strong><\/li>\n<\/ul>\n<p data-start=\"1420\" data-end=\"1570\">These periods obligate the party wishing to terminate the employment to <strong data-start=\"1492\" data-end=\"1518\">provide written notice<\/strong> to the other party before resignation or dismissal.<\/p>\n<h2 data-start=\"1572\" data-end=\"1636\"><strong data-start=\"1576\" data-end=\"1636\">IS SALARY PAID TO THE EMPLOYEE DURING THE NOTICE PERIOD IN TURKEY?<\/strong><\/h2>\n<p data-start=\"1638\" data-end=\"2175\">According to the <strong data-start=\"1655\" data-end=\"1678\">Labour Law No. 4857<\/strong>, during the notice period, the employer is obliged to pay the employee their <strong data-start=\"1756\" data-end=\"1798\">full salary and all other entitlements<\/strong> without any deductions. <strong>The notice period in Turkey is a time during which the<\/strong> <strong data-start=\"1868\" data-end=\"1905\">employment relationship continues<\/strong>, and the employee is required to work as usual. <strong>Therefore, the employer must pay the employee\u2019s salary during this period.<\/strong> If the employer does not allow the employee to work the notice period, <strong>then the employer becomes obligated to pay notice compensation instead.<\/strong><\/p>\n<h2 data-start=\"806\" data-end=\"882\"><strong data-start=\"810\" data-end=\"882\"><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/kidem-tazminati-hakki.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-7204\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/kidem-tazminati-hakki-800x248.jpg\" alt=\"notice periods in Turkey\" width=\"800\" height=\"248\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/kidem-tazminati-hakki-800x248.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/kidem-tazminati-hakki-300x93.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/kidem-tazminati-hakki-1024x317.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/kidem-tazminati-hakki-100x31.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/kidem-tazminati-hakki-90x28.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/kidem-tazminati-hakki-120x37.jpg 120w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2025\/07\/kidem-tazminati-hakki.jpg 1800w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/strong><\/h2>\n<h2 data-start=\"168\" data-end=\"253\"><strong data-start=\"172\" data-end=\"253\">DOES AN EMPLOYEE HAVE THE RIGHT TO JOB SEARCH LEAVE DURING THE NOTICE PERIOD IN TURKEY?<\/strong><\/h2>\n<p data-start=\"255\" data-end=\"978\">According to the <strong data-start=\"272\" data-end=\"331\">Labour Law and the Turkish Code of Obligations No. 6098<\/strong>, employees have the right to <strong data-start=\"361\" data-end=\"406\">job search leave during the notice period in Turkey<\/strong>. Pursuant to <strong data-start=\"420\" data-end=\"470\">Article 421 of the Turkish Code of Obligations<\/strong>, the employer is obliged to grant the employee <strong data-start=\"518\" data-end=\"568\">at least two hours of job search leave per day<\/strong> throughout the notice period.<\/p>\n<p data-start=\"255\" data-end=\"978\"><strong>During this time, the employee may use the job search leave during hours determined by the employer or, with the employer\u2019s consent, use it collectively.<\/strong> By law, no deduction can be made from the employee\u2019s salary for using job search leave. If the employer does not allow the employee to use this leave, <strong>it must pay the employee double the wage corresponding to this period<\/strong>.<\/p>\n<h2 data-start=\"980\" data-end=\"1045\"><strong data-start=\"984\" data-end=\"1045\">IS THE EMPLOYEE OBLIGED TO WORK DURING THE NOTICE PERIOD IN TURKEY?<\/strong><\/h2>\n<p data-start=\"1047\" data-end=\"1493\"><strong>The notice period in Turkey is a time during which the employment relationship between the employee and the employer continues, and both parties\u2019 mutual obligations remain in force.<\/strong> The employee is obliged to work during the notice period. This requirement aims <strong>to<\/strong> <strong>protect the employer\u2019s rights<\/strong> and prevent potential operational disruptions. Therefore, it is mandatory for the employee to continue working at the workplace <strong>throughout the notice period in Turkey.<\/strong><\/p>\n<h2 data-start=\"1495\" data-end=\"1583\"><strong data-start=\"1499\" data-end=\"1583\">WHAT CAN THE EMPLOYEE DO IF THE EMPLOYER FAILS TO COMPLY WITH THE NOTICE PERIOD IN TURKEY?<\/strong><\/h2>\n<p data-start=\"1585\" data-end=\"2205\"><strong>Under Labour Law No. 4857, the employer is required to observe the statutory notice period when terminating an employment contract.<\/strong> If the employer fails to comply with the notice period in Turkey, <strong>the employee has the right to claim notice compensation<\/strong>. The employee can first send a <strong data-start=\"1886\" data-end=\"1915\">formal notice<\/strong>\u00a0to the employer demanding payment of the notice compensation. If the employer does not pay within the period specified in the notice,<strong> the debt becomes due and payable<\/strong>, and the employee may initiate <strong data-start=\"2128\" data-end=\"2176\">legal proceedings or <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/debt-enforcement-in-turkey\/\">enforcement proceedings<\/a> to collect the notice pay in Turkey.<\/strong><\/p>\n<h2 data-start=\"2207\" data-end=\"2290\"><strong data-start=\"2211\" data-end=\"2290\">DOES NOTICE COMPENSATION PASS TO THE HEIRS IN CASE OF THE EMPLOYEE\u2019S DEATH?<\/strong><\/h2>\n<p data-start=\"2292\" data-end=\"2791\">Since the employee\u2019s death results in the <strong data-start=\"2334\" data-end=\"2386\">automatic termination of the employment contract in Turkey<\/strong>, the heirs do not have the right to claim notice compensation under <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/inheritance-law-in-turkey\/\">Turkish inheritance law<\/a><\/strong>. The purpose of notice compensation is to compensate for the <strong data-start=\"2532\" data-end=\"2603\">sudden loss of income due to termination of the employment contract<\/strong>. In cases of death, the employment contract ends automatically rather than by termination. <strong>Therefore, in the event of the employee\u2019s death, the heirs<\/strong> <strong data-start=\"2754\" data-end=\"2790\">cannot claim notice pay in Turkey<\/strong>.<\/p>\n<h2 data-start=\"2793\" data-end=\"2860\"><strong data-start=\"2797\" data-end=\"2860\">DO FOREIGN EMPLOYEES HAVE THE RIGHT TO NOTICE COMPENSATION?<\/strong><\/h2>\n<p data-start=\"2862\" data-end=\"3308\">Foreign employees working in Turkey under <strong>a<\/strong> <a href=\"https:\/\/www.cbhukuk.com\/en\/residence-permit-refusal-appeal-in-turkey\/\"><strong data-start=\"2906\" data-end=\"2927\">valid work permit<\/strong><\/a> are also entitled to notice payment under <strong data-start=\"2975\" data-end=\"2998\">Labour Law No. 4857<\/strong>. When their employment contracts are terminated by the employer, they are entitled to the <strong data-start=\"3089\" data-end=\"3136\">same notice periods and notice payment<\/strong> <strong>as Turkish employees.<\/strong> This right ensures protection of foreign employees under the <strong data-start=\"3220\" data-end=\"3259\">principle of equality in labour law<\/strong>, preventing discrimination <strong>under<\/strong> <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/turkish-citizenship\/\"><strong>Foreigners Law<\/strong><\/a>. For foreigners, obtaining assistance from an <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/english-speaking-lawyer-in-turkey\/\">English-speaking lawyer in Turkey<\/a> <\/strong>is essential to ensure that they are<strong> fully aware of their rights under Turkish employment law.<\/strong><\/p>\n<h2 data-start=\"3310\" data-end=\"3395\"><strong data-start=\"3314\" data-end=\"3395\">CAN EMPLOYEES WHO RECEIVE THEIR SALARY FROM ABROAD CLAIM NOTICE COMPENSATION?<\/strong><\/h2>\n<p data-start=\"3397\" data-end=\"4055\"><strong><a href=\"https:\/\/www.cbhukuk.com\/en\/tax-on-foreign-income-in-turkey\/\">For employees residing in Turkey but receiving their salaries from abroad<\/a>, entitlement to notice compensation depends on which country\u2019s law governs the employment contract.<\/strong> If the employee is working in Turkey on behalf of an employer operating in Turkey and their employment contract is subject to Turkish Labour Law,<strong> receiving salary from abroad does not eliminate the right to notice pay in Turkey.<\/strong> In this case, they can claim notice payment under Turkish law. However, if the employment contract is governed by the law of another country, <strong>provisions regarding notice compensation will be assessed according to that country\u2019s employment law.<\/strong><\/p>\n<h2 data-start=\"4057\" data-end=\"4182\"><strong data-start=\"4061\" data-end=\"4182\">WHAT HAPPENS IF THERE IS A DISPUTE BETWEEN THE EMPLOYEE AND THE EMPLOYER REGARDING THE AMOUNT OF NOTICE PAY IN TURKEY?<\/strong><\/h2>\n<p data-start=\"4184\" data-end=\"4974\">If a dispute arises between the employee and the employer regarding the <strong data-start=\"4256\" data-end=\"4289\">amount of notice pay in Turkey<\/strong>, legal assistance should be sought, and an application for <strong data-start=\"4349\" data-end=\"4372\">mandatory mediation<\/strong> must be made. Under <strong data-start=\"4393\" data-end=\"4426\">Law No. 7036 on Labour Courts<\/strong>, mediation is a <strong data-start=\"4443\" data-end=\"4505\">prerequisite for litigation in labour receivables disputes<\/strong>. If the parties cannot reach an agreement during mediation, <strong>the employee or employer may file a lawsuit before the labour court.<\/strong> The court will evaluate the evidence presented and decide on the entitlement to notice pay and its amount. Strict attention should be paid to <strong data-start=\"4786\" data-end=\"4852\">deadlines, statute of limitations, <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/data-protection-in-turkey\/\">protection of personal data<\/a><\/strong>, and obtaining support from an <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/labor-law-in-turkey\/\"><strong data-start=\"4884\" data-end=\"4911\">employment law attorney in Turkey<\/strong><\/a>, as these factors are critical for a successful legal process.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row us_custom_5614fb73 height_auto\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column us_custom_275474cc has_text_color\"><div class=\"wpb_wrapper\"><p><strong>LEGAL DISCLAIMER:<\/strong> The copyright of the articles and content on our website belongs to Av. Orbay \u00c7okg\u00f6r, and all articles are published with electronically signed time stamps to establish ownership. If any articles on our website are copied or summarized without providing a source link and published on other websites, legal and criminal proceedings will be initiated.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/section>\n","protected":false},"excerpt":{"rendered":"Notice Pay Calculator Start Date * End Date * Monthly Gross Salary (TL) * Monthly Gross Extras (TL) Leave blank if none. Annual Gross Bonus (TL) Leave blank if none. Cumulative Tax Base (TL) Leave blank for standard 15%. CALCULATE RESET Tenure (Duration): - Legal Notice Period: - Gross Notice Pay: 0 TL Income Tax...","protected":false},"author":1,"featured_media":7211,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_joinchat":[],"footnotes":""},"class_list":["post-7228","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/pages\/7228","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/comments?post=7228"}],"version-history":[{"count":0,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/pages\/7228\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media\/7211"}],"wp:attachment":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media?parent=7228"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}