{"id":2931,"date":"2023-05-08T10:49:44","date_gmt":"2023-05-08T10:49:44","guid":{"rendered":"https:\/\/www.cbhukuk.com\/?p=2931"},"modified":"2026-04-19T18:01:43","modified_gmt":"2026-04-19T18:01:43","slug":"types-of-employment-contracts","status":"publish","type":"post","link":"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/","title":{"rendered":"Types of Employment Contracts and Termination of Employment Contract"},"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-image align_center\"><div class=\"w-image-h\"><img decoding=\"async\" width=\"800\" height=\"400\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/employment-contracts-800x400.jpg\" class=\"attachment-us_800_400 size-us_800_400\" alt=\"types of employment contracts\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/employment-contracts-800x400.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/employment-contracts-300x150.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/employment-contracts-1024x512.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/employment-contracts-100x50.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/employment-contracts-90x45.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/employment-contracts-120x60.jpg 120w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/employment-contracts-e1736016124598.jpg 1000w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row 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\">\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_83 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Index<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#UNDERSTANDING_TYPES_OF_EMPLOYMENT_CONTRACTS_AND_TERMINATION_PROCEDURES_IN_TURKEY\" >UNDERSTANDING TYPES OF EMPLOYMENT CONTRACTS AND TERMINATION PROCEDURES IN TURKEY<\/a><ul class='ez-toc-list-level-2' ><li class='ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#WHAT_ARE_THE_TYPES_OF_EMPLOYMENT_CONTRACTS_IN_TURKEY\" >WHAT ARE THE TYPES OF EMPLOYMENT CONTRACTS IN TURKEY?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Contracts_for_Specific_and_Indefinite_Jobs\" >Contracts for Specific and Indefinite Jobs<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Contracts_for_Continuous_and_Non-Continuous_Jobs\" >Contracts for Continuous and Non-Continuous Jobs<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Full-Time_and_Part-Time_Employment_Contracts\" >Full-Time and Part-Time Employment Contracts<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Seasonal_Employment_Contract\" >Seasonal Employment Contract<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Home_Working_Contract\" >Home Working Contract<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Team_Agreement\" >Team Agreement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Trial_Employment_Contracts\" >Trial Employment Contracts<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Temporary_Employment_Relationship\" >Temporary Employment Relationship<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#REQUIREMENT_AS_TO_FORM_OF_EMPLOYMENT_CONTRACTS_IN_TURKEY\" >REQUIREMENT AS TO FORM OF\u00a0EMPLOYMENT CONTRACTS IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#WHAT_ARE_THE_REASONS_FOR_TERMINATION_OF_EMPLOYMENT_CONTRACT_IN_TURKEY\" >WHAT ARE THE REASONS FOR TERMINATION OF EMPLOYMENT CONTRACT IN TURKEY?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Expiration_of_the_Employment_Contract\" >Expiration of the Employment Contract<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Termination_of_Employment_Contract_by_Agreement_of_the_Parties_in_Turkey\" >Termination of Employment Contract by Agreement of the Parties in Turkey<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Termination_of_Employment_Contract_in_Case_of_the_Employees_Death\" >Termination of Employment Contract in Case of the Employee&#8217;s Death<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Termination_of_Employers_Activities\" >Termination of Employer&#8217;s Activities<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Resignation_due_to_Retirement_in_Turkey\" >Resignation due to Retirement in Turkey<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Termination_of_Employment_Contract_by_Resignation_in_Turkey\" >Termination of Employment Contract by Resignation in Turkey<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#What_Does_Resignation_Mean_in_Turkey\" >What Does Resignation Mean in Turkey?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Reasons_for_Resigning_From_a_Job_in_Turkey\" >Reasons for Resigning From a Job in Turkey<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Resignation_Process_in_Turkey\" >Resignation Process in Turkey<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Termination_of_an_Employment_Contract_by_Rescission_in_Turkey\" >Termination of an Employment Contract by Rescission in Turkey<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#WHAT_IS_THE_NOTIFICATION_OF_TERMINATION_OF_AN_EMPLOYMENT_CONTRACT_IN_TURKEY\" >WHAT IS THE NOTIFICATION OF TERMINATION OF AN EMPLOYMENT CONTRACT IN TURKEY?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#NOTICE_PERIODS_FOR_TERMINATION_OF_AN_EMPLOYMENT_CONTRACT_IN_TURKEY\" >NOTICE PERIODS FOR TERMINATION OF AN EMPLOYMENT CONTRACT IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#TERMINATION_OF_AN_EMPLOYMENT_CONTRACT_BY_ADVANCE_PAYMENT\" >TERMINATION OF AN EMPLOYMENT CONTRACT BY ADVANCE PAYMENT<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#CONSEQUENCES_OF_FAILING_TO_COMPLY_WITH_NOTICE_PERIODS_IN_TURKEY\" >CONSEQUENCES OF FAILING TO COMPLY WITH NOTICE PERIODS IN TURKEY<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#WHAT_ARE_THE_REASONS_FOR_TERMINATING_AN_EMPLOYMENT_CONTRACT_IN_TURKEY\" >WHAT ARE THE REASONS FOR TERMINATING AN EMPLOYMENT CONTRACT IN TURKEY?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#REASONS_FOR_TERMINATION_OF_EMPLOYMENT_WITH_NOTICE_IN_TURKEY\" >REASONS FOR TERMINATION OF EMPLOYMENT WITH NOTICE IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#JUSTIFIED_TERMINATION_OF_EMPLOYMENT_CONTRACTS_IN_TURKEY\" >JUSTIFIED TERMINATION OF EMPLOYMENT CONTRACTS IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#CONSTRUCTIVE_TERMINATION_OF_EMPLOYMENT_CONTRACTS_IN_TURKEY\" >CONSTRUCTIVE TERMINATION OF EMPLOYMENT CONTRACTS IN TURKEY<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#TERMINATION_OF_FIXED-TERM_EMPLOYMENT_CONTRACTS_IN_TURKEY\" >TERMINATION OF FIXED-TERM EMPLOYMENT CONTRACTS IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#TERMINATION_OF_INDEFINITE-TERM_EMPLOYMENT_CONTRACTS_IN_TURKEY\" >TERMINATION OF INDEFINITE-TERM EMPLOYMENT CONTRACTS IN TURKEY<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Termination_with_Notice_in_Turkey\" >Termination with Notice in Turkey<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-34\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#Termination_for_Just_Cause_in_Turkey\" >Termination for Just Cause in Turkey<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-35\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#REASONS_FOR_TERMINATION_OF_EMPLOYMENT_IN_TURKEY\" >REASONS FOR TERMINATION OF EMPLOYMENT IN TURKEY<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-36\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#1_Termination_Due_to_Health_Issues_in_Turkey\" >1. Termination Due to Health Issues in Turkey<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-37\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#2_Termination_Due_to_Breach_of_Ethics_and_Good_Faith\" >2. Termination Due to Breach of Ethics and Good Faith<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-38\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#3_Termination_for_Professional_Incompetence_in_Turkey\" >3. Termination for Professional Incompetence in Turkey<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-39\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#4_Termination_Due_to_Physical_Inability_or_Aging\" >4. Termination Due to Physical Inability or Aging<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-40\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#5_Termination_for_Absenteeism_in_Turkey\" >5. Termination for Absenteeism in Turkey<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-41\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#6_Failure_to_Fulfill_Job_Duties\" >6. Failure to Fulfill Job Duties<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-42\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#7_Termination_for_Theft_or_Damaging_Employer_Property\" >7. Termination for Theft or Damaging Employer Property<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-43\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#8_Misleading_the_Employer\" >8. Misleading the Employer<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-44\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#9_Termination_Due_to_Conflict_or_Incompatibility\" >9. Termination Due to Conflict or Incompatibility<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-45\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#10_Actions_Related_to_Exercising_Legal_Rights\" >10. Actions Related to Exercising Legal Rights<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-46\" href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/#EMPLOYMENT_CONTRACT_TERMINATION_RIGHTS_OF_FOREIGN_NATIONALS_IN_TURKEY\" >EMPLOYMENT CONTRACT TERMINATION RIGHTS OF FOREIGN NATIONALS IN TURKEY<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"UNDERSTANDING_TYPES_OF_EMPLOYMENT_CONTRACTS_AND_TERMINATION_PROCEDURES_IN_TURKEY\"><\/span>UNDERSTANDING TYPES OF EMPLOYMENT CONTRACTS AND TERMINATION PROCEDURES IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p><strong>An employment contract is a legally binding agreement between the employer and the employee<\/strong> that sets out the terms and conditions of employment in accordance with labor law regulations. <strong>The employment contract is formed when the offer of employment is accepted by the employee<\/strong> <strong>and is legally enforceable.<\/strong><\/p>\n<p><strong>The employment contracts in Turkey<\/strong> <strong>cover many topics such as the nature of the job, working hours, wages, leave rights, retirement plans, and the rights and responsibilities of the employee.<\/strong> The employer prepares the contract that determines the employment conditions, hiring process, working hours, wages, and leave rights. <strong>The types of employment contracts<\/strong> <strong>are determined and agreed upon by the parties depending on the nature of the job.<\/strong><\/p>\n<p>Regardless of which types of employment contract are applied, <strong>the rights of the workers in Turkey are specified in the contract<\/strong>, and it is guaranteed that the employers will provide fair wages and working conditions. These rights include details such as<strong> working hours, wages, annual leave, retirement plans, sickness and leave rights.<\/strong> In addition, workers have the right to ensure that their employers comply with health and safety regulations.<\/p>\n<p><strong>If an employee provides services to a company operating in Turkey or to <a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-foreign-company-branch-in-turkey\/\">the Turkish branch of a foreign company<\/a>, the employment relationship shall be subject to Turkish labor law<\/strong>. This is because, even in cases involving foreign elements, the fact that the work is performed in Turkey requires the application of Turkish law in accordance with the <strong data-start=\"352\" data-end=\"372\">lex loci laboris<\/strong> principle. In this context, <strong>whether the employer is a domestic or foreign-owned entity does not affect the legal assessment<\/strong>; the employee\u2019s working conditions, rights, and the employer\u2019s obligations are governed primarily by the <strong data-start=\"602\" data-end=\"632\">Turkish Labor Law No. 4857<\/strong> <strong>and other relevant Turkish legislation.<\/strong><\/p>\n<p><strong>The employment contracts in Turkey also ensure that employers respect the rights of their employees.<\/strong> Employers must make payments in accordance with the working hours and wages of the employees and ensure compliance with retirement plans and other working conditions.<\/p>\n<p><strong>The employment contract<\/strong> <strong>defines the relationship between the employee and the employer and protects the rights and responsibilities of the employees.<\/strong> This contract is a tool for the employee and the employer to fulfill their legal obligations and guarantees that employees receive fair wages and working conditions from their employers. <strong>One of the types of employment contracts is determined and applied<\/strong> depending on the nature of the job.<\/p>\n<p><strong>In conclusion, the employment contracts in Turkey determine the rights and responsibilities of employees and employers and regulates working conditions.<\/strong> It is an important part of <strong>the employment contracts in Turkey<\/strong> to ensure that employees receive fair wages and working conditions from their employers. Employers must respect the rights of their employees, and <strong>employees must ensure that their employers comply with health and safety regulations.<\/strong> When drafting employment contracts, it is crucial to <a href=\"https:\/\/www.cbhukuk.com\/en\/online-legal-services\/\"><strong>seek legal assistance in Turkey<\/strong><\/a> to prevent potential loss of rights.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/section><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-iconbox us_custom_aea21514 iconpos_left style_default color_secondary align_center no_title\"><div class=\"w-iconbox-icon\" style=\"font-size:2rem;\"><i class=\"fas fa-gavel\"><\/i><\/div><div class=\"w-iconbox-meta\"><div class=\"w-iconbox-text\"><p><a href=\"https:\/\/www.mevzuat.gov.tr\/mevzuatmetin\/1.5.4857.pdf\" target=\"_blank\" rel=\"noopener\">Labour Code<\/a> Article 8 &#8211; The employment contract is a contract consisting of one party (employee) undertaking to work as a dependent and the other party (employer) undertaking to pay a wage. Unless otherwise specified in the law, the employment contract is not subject to a specific form. Employment contracts with a duration of one year or more must be made in writing. These documents are exempt from stamp duty and all kinds of fees and taxes.<\/p>\n<p>In cases where a written contract is not made, the employer is obliged to provide the employee with a written document that shows the general and specific working conditions, daily or weekly working hours, basic wage, and any wage supplements, payment period, duration of the contract if specified, and the provisions that the parties must comply with in case of termination, no later than two months after the start of employment.<\/p>\n<p>This provision does not apply to fixed-term employment contracts with a duration of less than one month. If the employment contract ends before the two-month period, the employer must provide this information in writing to the employee no later than the end date of the contract.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row 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\"><h2><span class=\"ez-toc-section\" id=\"WHAT_ARE_THE_TYPES_OF_EMPLOYMENT_CONTRACTS_IN_TURKEY\"><\/span>WHAT ARE THE TYPES OF EMPLOYMENT CONTRACTS IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>In Turkey,<strong> types of employment contracts<\/strong> can vary according to the demands of the employer and employee, as well as the characteristics of the job. <strong>Generally, the types of employment contracts in Turkey are classified as follows:<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Contracts_for_Specific_and_Indefinite_Jobs\"><\/span><strong>Contracts for Specific and Indefinite Jobs<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>An employment contract<\/strong> <strong>is a two-party, continuous debt relationship and a <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/contract-law-in-turkey\/\">private law agreement<\/a> <\/strong>that imposes rights and obligations on both the employee and the employer within a specified or indefinite period of time, and <strong>contains specific rules depending on the nature of the<\/strong> <strong>employment relationship<\/strong>. While an employment relationship is not made for a specific period of time, <strong>it is considered an indefinite contract, which is one of the<\/strong> <strong>types of employment contracts in Turkey.<\/strong><\/p>\n<p>According to the doctrine, it is accepted that <strong>chain work agreements<\/strong> occur when the second type of definite term contract is made without any substantial reason, and <strong>it is also accepted that the second type of definite term contract will turn into an indefinite contract.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Contracts_for_Continuous_and_Non-Continuous_Jobs\"><\/span><strong>Contracts for Continuous and Non-Continuous Jobs<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p>Article 10 of the Labor Law divides <strong>the types of employment contracts into continuous and non-continuous jobs<\/strong> based on the nature of the work that is the subject of the contract, not on the parties&#8217; will. The important point to consider here is that the duration of the job must continue based on the nature of the job, <strong>not the period of time determined by the parties<\/strong> <strong>or the actual duration of the job.<\/strong><\/p>\n<p><strong>Employment contracts in Turkey<\/strong> <strong>are agreements that impose obligations and provide rights to both parties in exchange for the mutual exchange of performances.<\/strong> The internal relationship between the employee and the employer is established when the employee begins working at the employer&#8217;s workplace, <strong>either actually or based on the contract.<\/strong> Both parties must comply with the obligation of care and loyalty required by the contract. <strong>Employment contracts in Turkey also have the characteristic of a personal unity relationship due to this feature.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Full-Time_and_Part-Time_Employment_Contracts\"><\/span><strong>Full-Time and Part-Time Employment Contracts<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p>Depending on whether the worked hours correspond to the necessary working hours, employment contracts are classified into two types: <strong>full-time and part-time employment contracts.<\/strong><\/p>\n<p><strong>Employment contracts in Turkey established based on the full-time working principle<\/strong>, in accordance with the weekly and daily working hours at the workplace, are considered full-time employment contracts. On the other hand, <strong>contracts in which full-day work is agreed upon on certain days of the week or a certain period<\/strong> is determined within one or more days of the week are considered <strong>part-time employment contracts in Turkey.<\/strong><\/p>\n<p><strong>It is worth mentioning the topic of on-call work at this point.<\/strong> According to Article 14 of the Labor Law, the employment relationship where the need for work performance is agreed upon in case the worker is required for the work he\/she undertakes is <strong>a part-time employment contract<\/strong> <strong>based on on-call work, aimed at protecting the worker.<\/strong> Unless otherwise agreed by the parties, the call must be made at least four days in advance. <strong>The contract must be made in writing.<\/strong><\/p>\n<p><strong>Under the heading of part-time employment contracts in Turkey<\/strong>, distinguishing between <strong>the Job Sharing Employment Relationship, the Opportunity Employment Relationship, and the Rotation-Shift Employment Relationship<\/strong> is legally significant.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Seasonal_Employment_Contract\"><\/span>Seasonal Employment Contract<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Seasonal employment contracts in Turkey<\/strong>, one of the types of employment contracts, refers to jobs that are performed only during certain periods of the year, while the activity is either suspended or not carried out during other periods. I<strong>t can be done for a specific or indefinite period<\/strong>. In the calculation of seniority and notice periods in seasonal jobs, <strong>the period in which the employment contract is suspended must be taken into account.<\/strong> According to the decisions of the Court of Cassation, <strong>the total number of worked and<\/strong> <strong>non-worked days should be considered.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Home_Working_Contract\"><\/span>Home Working Contract<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>A home working contract<\/strong> is one of the types of employment contracts in which the worker undertakes to perform <strong>the work given by the employer at home or at a workplace<\/strong> determined by himself\/herself in exchange for a fee. In cases where there is no provision regarding the service contract, <strong>the general provisions of the service contract will apply.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Team_Agreement\"><\/span>Team Agreement<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p>It is a contract that must be made in writing;<strong> the condition of it being in writing is a validity requirement<\/strong>. With the written team agreement, when each worker whose name is written starts to work, <strong>a contract of employment is deemed to have been made between that worker and the employer<\/strong> in accordance with the terms determined in the team agreement. The employer is obliged <strong>to make separate payments to each worker<\/strong> who is part of the team.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Trial_Employment_Contracts\"><\/span>Trial Employment Contracts<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p>The parties may determine a <strong>trial period in Turkey<\/strong> in all types of employment contracts, <strong>including fixed-term or indefinite-term permanent employment contracts in Turkey.<\/strong> (Labor Law Article 15) The trial period may be set for a <strong>maximum of 2 months<\/strong>, as the legislator has limited this period to 2 months. <strong>If the trial period is not terminated during this period, the employment contract becomes definitive and continues.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Temporary_Employment_Relationship\"><\/span>Temporary Employment Relationship<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p>This employment relationship, also known as a <strong>loaned labor relationship<\/strong>, arises in cases <strong>where qualified labor is provided in corporate groups or as part of it, in the training of senior executives, or when companies from the same group jointly undertake a task<\/strong>, or in cases where an employer facing financial difficulties includes his worker in another employer&#8217;s structure until his business improves. This situation is considered a commercial decision arising from <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/business-law-in-turkey\/\">Turkish commercial law<\/a>.<\/strong><\/p>\n<p><strong>In this case, obtaining the written consent of the worker is mandatory in Turkey.<\/strong> The employer who establishes a temporary employment relationship is jointly responsible with the worker for <strong>the unpaid wages during the period the worker worked for them<\/strong>, the duty to oversee the worker, and the social security premiums. The joint and several liability of the transferring employer <strong>cannot be eliminated<\/strong> <strong>by agreement between the parties.<\/strong><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-3269\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/resigning-from-a-job-800x198.jpg\" alt=\"resigning from a job\" width=\"800\" height=\"198\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"REQUIREMENT_AS_TO_FORM_OF_EMPLOYMENT_CONTRACTS_IN_TURKEY\"><\/span>REQUIREMENT AS TO FORM OF\u00a0EMPLOYMENT CONTRACTS IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Article 8 of the Labor Law provides that employment contracts in Turkey are not subject to any specific form<\/strong> <strong>unless otherwise specified for certain<\/strong> <strong>types of employment contracts in Turkey<\/strong>. Written employment contracts are mandatory for some types of employment contracts under the law.<\/p>\n<p><strong>Employment contracts with a duration of one year or more must be made in writing.<\/strong> Parties have the freedom to make employment contracts for a period of less than one year without a written agreement. <strong>In addition, team contracts, on-call employment contracts, and <a href=\"https:\/\/www.cbhukuk.com\/en\/maritime-labor-law-in-turkey\/\">seafarer contracts under maritime labor law<\/a> are subject to the requirement of being in written form as a condition of validity.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"WHAT_ARE_THE_REASONS_FOR_TERMINATION_OF_EMPLOYMENT_CONTRACT_IN_TURKEY\"><\/span>WHAT ARE THE REASONS FOR TERMINATION OF EMPLOYMENT CONTRACT IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The reasons for the termination of employment contract in Turkey are listed in the Labor Law.<\/strong> In brief, the reasons for the termination of an employment contract are as follows:<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Expiration_of_the_Employment_Contract\"><\/span>Expiration of the Employment Contract<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Employment contracts in Turkey<\/strong> <strong>can be made between the employee and employer for a certain period of time.<\/strong> The duration of the employment contract is determined in accordance with the agreement of the parties, and <strong>the employment contract terminates at the end of the specified period.<\/strong> However, if the duration is not specified in the contract, <strong>the employment contract is<\/strong> <strong>deemed to be for an indefinite period<\/strong>, and the parties have the right to terminate it at any time.<\/p>\n<p>If a certain period is specified in the contract, the employment relationship ends with the expiration of that period in Turkey. <strong>Fixed-term employment contracts<\/strong> <strong>in Turkey cannot be established consecutively in a chain unless there is a substantial reason, and are deemed to be for an indefinite period. <\/strong>In fact, <strong>if the employer <a href=\"https:\/\/www.cbhukuk.com\/en\/company-types-in-turkey\/\">establishes another company in Turkey<\/a> and continues to employ the worker<\/strong>, the employment contract is deemed to have continued without interruption.<\/p>\n<p><strong>In the event of the<\/strong> <strong>expiration of the employment contract in Turkey<\/strong>, the parties must collaborate to renew or terminate the contract. <strong>The employer must notify the employee<\/strong> before the end date of the employment contract that the contract <strong>will not be renewed or will be terminated.<\/strong><\/p>\n<p><strong>The expiration of the employment contract is one of the reasons for the<\/strong> <strong>termination of the employment contract in Turkey<\/strong>, providing the employee with new career opportunities and the employer with the opportunity to find a new employee. Instead of making a new contract or terminating the employee, <strong>the employer can reach an agreement with the employee that the contract will not be renewed or will be terminated.<\/strong> This is a good opportunity for cooperation between the parties and a healthy <strong>termination of employment<\/strong> <strong>relationship in Turkey.<\/strong><\/p>\n<p>Near the expiration of the employment contract , <strong>the parties may reach an agreement to extend the employment contract in Turkey.<\/strong> The employer comes with the option of extending the employment contract instead of terminating the employee. <strong>The employee is free to accept the offer to extend the duration of the employment contract<\/strong>. However, if the offer of an extension is not made to the employee, the employment contract is considered to have expired.<\/p>\n<p>In conclusion, <strong>employment contracts in Turkey<\/strong> <strong>can be made for a fixed or indefinite period<\/strong>, and it is also possible to renew or terminate the contract with the collaboration of the parties. <strong>The expiration of the employment contract is the most commonly encountered reason for the termination of employment contracts in Turkey in practice.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Termination_of_Employment_Contract_by_Agreement_of_the_Parties_in_Turkey\"><\/span>Termination of Employment Contract by Agreement of the Parties in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Regardless of whether the employment contract is for a definite or indefinite period, it can be terminated by agreement of the parties.<\/strong><\/p>\n<p>Making an agreement between the employer and the employee for the <strong>termination of employment contract in Turkey<\/strong> <strong>is the most ideal method<\/strong> for ending employment relationships in a healthy manner. <strong>When the parties agree to terminate the employment contract<\/strong>, it helps to prevent the legal problems that may arise when an employee is terminated or when the employer dismisses an employee.<\/p>\n<p><strong>Generally, the parties make the agreement in writing for the<\/strong> <strong>termination of employment contract in Turkey<\/strong>. The terms of the agreement include the date of termination of the employment contract, <strong>the necessary procedures for the employee to resign, the mutual rights and responsibilities of the parties, and other details.<\/strong><\/p>\n<p><strong>Terminating the employment contract in Turkey<\/strong> <strong>by agreement of the parties carries some risks for the employee.<\/strong> If the employee terminates the employment contract by agreement, they may have waived their rights to unemployment benefits or severance pay. <strong>Therefore, before terminating the employment contract by agreement<\/strong>, it is recommended that the employee carefully evaluate such issues and seek <a href=\"https:\/\/www.cbhukuk.com\/en\/online-legal-services\/\"><strong>support from a lawyer<\/strong> <\/a>or employee representative if necessary.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Termination_of_Employment_Contract_in_Case_of_the_Employees_Death\"><\/span><strong>Termination of Employment Contract in Case of the Employee&#8217;s Death<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>If an employee dies, the employment contract in Turkey naturally terminates<\/strong>. This does not mean that the employer terminated the employment contract due to the employee&#8217;s death. <strong>Since the act of performing the work is a personal act that the employee must perform,<\/strong> <strong>it does not pass on to their heirs.<\/strong> However, in this case, the heirs or beneficiaries of the employee are entitled to the rights that the employee earned before their death according to <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/inheritance-law-in-turkey\/\"><strong>Turkish Inheritance Law.<\/strong><\/a><\/p>\n<p><strong>The heirs or beneficiaries of the deceased employee<\/strong> <strong>may make a claim for the employee&#8217;s unpaid wages, severance pay, notice pay, and other rights at the workplace.<\/strong> These rights are valid for the amounts unpaid due to the <strong>termination of the employment contract in Turkey.<\/strong><\/p>\n<p><strong>Additionally, the death of an employee can lead to serious legal problems for employers regarding occupational health and safety.<\/strong> Therefore, it is extremely important for employers to take necessary measures for occupational health and safety and ensure the safety of employees.<\/p>\n<p>Since the employment contract is terminated in case of<strong> the employee&#8217;s death,<\/strong> <strong>the employer is not obliged to offer a job to the employee&#8217;s heirs or beneficiaries.<\/strong> However, the employer is obliged to pay the earned rights of the deceased employee to their heirs or beneficiaries until the <strong>termination of the employment contract in Turkey.<\/strong><\/p>\n<p>In conclusion, <strong>the employment contract in Turkey<\/strong> <strong>naturally terminates in case of the employee&#8217;s death<\/strong>, and their heirs or beneficiaries may assert their unpaid rights in Turkey during <a href=\"https:\/\/www.cbhukuk.com\/en\/probate-in-turkey\/\"><strong>the probate proceedings<\/strong><\/a>.\u00a0It is extremely important for employers to take necessary measures for occupational health and safety, ensure the safety of employees, and <strong>pay the earned rights of the deceased employee to their heirs or beneficiaries.<\/strong> However, it is important to note that <strong>heirs who have <a href=\"https:\/\/www.cbhukuk.com\/en\/disclaimer-of-inheritance\/\">renounced the inheritance in Turkey<\/a> cannot claim the deceased employee\u2019s labor receivables. <\/strong>It is important to seek the assistance of an <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/inheritance-lawyer-in-turkey\/\"><strong>inheritance law attorney<\/strong><\/a> for heirs to claim labor receivables.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Termination_of_Employers_Activities\"><\/span>Termination of Employer&#8217;s Activities<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Termination of an employer&#8217;s activities<\/strong> <strong>may occur due to the company&#8217;s bankruptcy, declaration of concordat, liquidation, or similar situations.<\/strong> In these cases, since the employer&#8217;s business is closed, the employees have no job to work and their employment contracts are terminated.<\/p>\n<p><strong>In case of termination of employment in Turkey, employees can claim their unpaid wages, severance pay, <a href=\"https:\/\/www.cbhukuk.com\/en\/notice-pay-in-turkey\/\">notice pay<\/a>, <a href=\"https:\/\/www.cbhukuk.com\/en\/reinstatement-lawsuit\/\">reinstatement lawsuit<\/a> compensations and other rights earned before the termination date through <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/debt-enforcement-in-turkey\/\">execution proceedings<\/a>.<\/strong> Additionally, it should be noted that in cases of the <strong>employer&#8217;s bankruptcy or declaration of concordat<\/strong>, employees are among the priority creditors.<\/p>\n<p>In the event of the <strong>termination of the employer&#8217;s activities<\/strong>, it is clear that the employees will become unemployed. <strong>However, they can receive unemployment benefits through the Turkish Employment Agency (\u0130\u015eKUR) and can also receive assistance during their job search process.<\/strong> Receiving services from \u0130\u015eKUR during their job search process can help employees find a new job.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Resignation_due_to_Retirement_in_Turkey\"><\/span>Resignation due to Retirement in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Retirement is a valid reason for the<\/strong> <strong>termination of employment contracts in Turkey<\/strong>. When an employee reaches retirement age or meets certain conditions, <strong>they earn the right to retire and leave their job due to retirement.<\/strong> Termination of employment contract due to retirement means the end of the employee&#8217;s working life.<\/p>\n<p><strong>Resignation<\/strong> <strong>in Turkey due to retirement may occur at the request of the employer or the employee.<\/strong> The employment contract can be terminated upon the employee&#8217;s request for retirement. Additionally, if an employee becomes <strong>eligible for retirement<\/strong>, the employer can terminate the employment contract.<\/p>\n<p><strong>If an employee decides to retire and<\/strong> <strong>resigning from a job<\/strong> <strong>due to retirement in Turkey<\/strong>, the employer has obligations to pay their severance pay, notice pay, and other <a href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/\"><strong>worker compensation rights in Turkey<\/strong><\/a> based on the length of service. If an employee resigns due to retirement, <strong>the employer&#8217;s obligation to pay their health insurance premiums also ends.<\/strong><\/p>\n<h3><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-3271\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/employment-contracts-in-turkey-800x233.jpg\" alt=\"employment contracts in turkey\" width=\"800\" height=\"233\" \/><\/h3>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Termination_of_Employment_Contract_by_Resignation_in_Turkey\"><\/span>Termination of Employment Contract by Resignation in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Resignation in Turkey<\/strong> <strong>is a common occurrence in the workplace and many people choose this route when changing jobs.<\/strong> Resigning from a job may be due to personal or professional reasons, but it is important to do it correctly. <strong>Knowing the correct steps in the resignation process in Turkey is important for workers&#8217; future careers.<\/strong><\/p>\n<ul>\n<li>\n<h4><span class=\"ez-toc-section\" id=\"What_Does_Resignation_Mean_in_Turkey\"><\/span>What Does Resignation Mean in Turkey?<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p><strong>Resignation in Turkey<\/strong> <strong>means an employee voluntarily leaving their job.<\/strong> The employee will leave their job after a certain period of time by giving a resignation letter to the employer. <strong>Resigning from a job<\/strong> <strong>means expressing the employee&#8217;s decision clearly and the employer must accept this situation.<\/strong><\/p>\n<ul>\n<li>\n<h4><span class=\"ez-toc-section\" id=\"Reasons_for_Resigning_From_a_Job_in_Turkey\"><\/span>Reasons for Resigning From a Job in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p><strong>Resigning<\/strong> <strong>can be due to many reasons in Turkey.<\/strong> Employees may leave their jobs due to <strong>dissatisfaction with their work, changes in working conditions, salary, career goals, or the management style of the business.<\/strong> Personal reasons, such as health problems or family reasons, may also lead to<strong> resignation in Turkey.<\/strong><\/p>\n<ul>\n<li>\n<h4><span class=\"ez-toc-section\" id=\"Resignation_Process_in_Turkey\"><\/span>Resignation Process in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p><strong>Resignation<\/strong> <strong>is a process that must be done correctly.<\/strong> It is important for employees to act in accordance with <a href=\"https:\/\/www.cbhukuk.com\/en\/corporate-law-in-turkey\/\"><strong>company policies<\/strong><\/a> and the Labor Law.<\/p>\n<p><strong>Some steps that employees need to follow are as follows:<\/strong><\/p>\n<ol>\n<li><strong>Notification to the Employer: <\/strong>Regardless of the types of employment contracts, employees must inform their employer <strong>in writing of their resignation<\/strong>. The resignation letter should include information such as the employee&#8217;s name, job position, leaving date, and reason for resignation.<\/li>\n<li><strong>Notice Period: <\/strong>The most important thing to pay attention to during the <strong>resignation process in Turkey<\/strong> is the notice periods. After informing the employer of the resignation, employees may need to work for a certain period of time, <strong>which is called the notice period.<\/strong> These periods are regulated in Article 17\/2 of the Labor Law.<\/li>\n<li><strong>Communication with the Employer: <\/strong>After the employer accepts the employee&#8217;s resignation letter, <strong>the employer may need to communicate with the employee about the resignation process.<\/strong> During the resignation process, the employer and employee can agree on the terms of separation through <a href=\"https:\/\/www.cbhukuk.com\/en\/mediation-process-in-turkey\/\"><strong>mediation process in Turkey.<\/strong><\/a><\/li>\n<li><strong>Return of Company Property: <\/strong>During the resignation process in Turkey, employees must return <strong>all company property they have used<\/strong>, such as company cars, computers, keys, cards, documents, or any other assets related to their work.<\/li>\n<li><strong>Final Pay and Payments: <\/strong>During the <strong>resignation process in Turkey<\/strong>, employees must request <strong>their final pay and any unpaid salaries<\/strong> until the resignation date. This may also include requesting payment for unpaid leave, bonuses, allowances, and similar payments from the employer.<\/li>\n<li><strong>Leaving the Job: <\/strong>Employees must complete all necessary steps to leave their job on the specified departure date. This includes all matters related to the job, <strong>such as returning all company property, final pay, and payments.<\/strong> The resignation process is completed with leaving the job. Following the termination of employment, both the employer and the employee are obliged to ensure<strong> <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/data-protection-in-turkey\/\">the security and confidentiality of personal data<\/a> in accordance with the Personal Data Protection Law (KVKK).<\/strong><\/li>\n<\/ol>\n<p><strong>In conclusion, resigning from a job in Turkey is a common occurrence in the workplace.<\/strong> It is important for workers to show respect for their employers and abide by company policies during the resignation process. <strong>Resigning in Turkey<\/strong> <strong>may stem from personal or professional reasons<\/strong>, but it is crucial for workers to take the right steps during the resignation process to build a good foundation for their future careers.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Termination_of_an_Employment_Contract_by_Rescission_in_Turkey\"><\/span><strong>Termination of an Employment Contract by Rescission in Turkey<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>The termination of an employment contract in Turkey<\/strong> <strong>through rescission can be carried out either with notice or without notice, depending on the type of employment contract.<\/strong> The process differs between the termination of an indefinite-term employment contract and a fixed-term employment contract.<\/p>\n<p><strong>Rescission<\/strong> <strong>is a right that creates a dissolutive effect and takes effect upon the declaration of the right holder&#8217;s intent.<\/strong> This declaration must be clear, precise, and free of doubt to effectively terminate the employment relationship between the parties. <strong>This clarity is crucial to ensure the protection of<\/strong> <strong>both employee and employer rights in Turkey.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"WHAT_IS_THE_NOTIFICATION_OF_TERMINATION_OF_AN_EMPLOYMENT_CONTRACT_IN_TURKEY\"><\/span>WHAT IS THE NOTIFICATION OF TERMINATION OF AN EMPLOYMENT CONTRACT IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The notification of termination of an employment contract in Turkey<\/strong> <strong>is the declaration of intent by an employee or employer to end the employment relationship.<\/strong> Through this notification, the <strong>termination of the employment contract<\/strong> is aimed, and the existing legal status is altered. Thus, the notification of termination constitutes a right that creates a dissolutive effect.<\/p>\n<p>In <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/labor-law-in-turkey\/\"><strong>Turkish labor law<\/strong><\/a>, the notification of termination of an employment contract can be utilized in two ways: <strong>termination with notice<\/strong> and <strong>immediate termination.<\/strong><\/p>\n<p><strong>Termination with notice allows indefinite-term employment contracts in Turkey to end after a specified period.<\/strong> Such notification can be made by either the employee or the employer (Turkish Labor Law Article 17\/1).<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"NOTICE_PERIODS_FOR_TERMINATION_OF_AN_EMPLOYMENT_CONTRACT_IN_TURKEY\"><\/span>NOTICE PERIODS FOR TERMINATION OF AN EMPLOYMENT CONTRACT IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>The minimum notice periods in Turkey<\/strong> <strong>that parties must comply with in cases of termination with notice<\/strong> <strong>are specified in Article 17\/2 of the Turkish Labor Law.<\/strong> These periods are as follows:<\/p>\n<p>a) For employees with less than 6 months of service: <strong>2 weeks,<\/strong><br \/>\nb) For employees with 6 months to 1.5 years of service: <strong>4 weeks<\/strong>,<br \/>\nc) For employees with 1.5 to 3 years of service: <strong>6 weeks<\/strong>,<br \/>\nd) For employees with more than 3 years of service: <strong>8 weeks<\/strong>.<\/p>\n<p><strong>These minimum notice periods in Turkey<\/strong> <strong>begin from the moment the notification is delivered to the other party.<\/strong> However, these periods are minimum requirements and <strong>may be extended by individual or collective labor agreements<\/strong> (Turkish Labor Law Article 17\/3). If the agreed notice period is shorter than the statutory minimum, the periods stipulated by law will apply.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"TERMINATION_OF_AN_EMPLOYMENT_CONTRACT_BY_ADVANCE_PAYMENT\"><\/span>TERMINATION OF AN EMPLOYMENT CONTRACT BY ADVANCE PAYMENT<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p>Under Article 17\/5 of the Turkish Labor Law, <strong>an employer may terminate an employment contract in Turkey without adhering to notice periods by paying the employee an advance payment<\/strong> equal to the wages for the notice period. This is referred to as <strong>\u201ctermination by advance payment\u201d<\/strong> and is a right granted exclusively to employers. Employees cannot exercise this right.<\/p>\n<p><strong>If the employer terminates the contract by advance payment without<\/strong> <strong>observing notice periods<\/strong>, the wage calculation is based on the employee\u2019s most recent gross salary in accordance with Article 17\/7 of the Labor Law.<\/p>\n<p><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/is-sozlesmesinin-sona-ermesi-e1735821827603.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-4979\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/is-sozlesmesinin-sona-ermesi-800x227.jpg\" alt=\"termination of employment contracts in Turkey\" width=\"800\" height=\"227\" \/><\/a><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"CONSEQUENCES_OF_FAILING_TO_COMPLY_WITH_NOTICE_PERIODS_IN_TURKEY\"><\/span>CONSEQUENCES OF FAILING TO COMPLY WITH NOTICE PERIODS IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Failure to comply with notice periods in Turkey<\/strong> <strong>results in the party terminating the contract being obligated to pay compensation for notice.<\/strong> This compensation corresponds to the wages for the notice period and is calculated based on the gross salary (Labor Law Article 17\/4).<\/p>\n<p><strong>The statute of limitations for claims regarding<\/strong> <strong>notice compensation is 5 years<\/strong>, as per Article 3\/1-b of the Additional Provisions of the Labor Law. This provision came into effect on <strong>October 25, 2017.<\/strong> <strong>For employment contracts terminated after this date, the 5-year statute of limitations applies.<\/strong> For those terminated before this date, <strong>the limitation period remains 10 years.<\/strong><\/p>\n<p><strong>A legal interest rate of 24% is applied to claims for<\/strong> <strong>notice compensation in Turkey<\/strong>. To initiate the accrual of interest, the other party must be placed in default. <strong>Therefore, to place the party at fault in default and to provide clear evidence, it is advisable to issue a formal notice through a notary<\/strong>. This ensures that the debtor of the notice compensation is in default, and interest begins to accrue from the date of default.<\/p>\n<p><strong>If the debtor of notice compensation in Turkey is not placed in default prior to initiating legal proceedings<\/strong>, interest on the notice compensation claim will accrue from the date of the lawsuit. This process is essential for protecting claims related to <strong>notice compensation in Turkey<\/strong> and ensuring entitlement to legal interest.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"WHAT_ARE_THE_REASONS_FOR_TERMINATING_AN_EMPLOYMENT_CONTRACT_IN_TURKEY\"><\/span>WHAT ARE THE REASONS FOR TERMINATING AN EMPLOYMENT CONTRACT IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The reasons for terminating an employment contract in Turkey<\/strong> <strong>can be categorized into three main groups.<\/strong> It is crucial to ensure that each reason for termination complies with the law and regulations and that the process is managed properly.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"REASONS_FOR_TERMINATION_OF_EMPLOYMENT_WITH_NOTICE_IN_TURKEY\"><\/span>REASONS FOR TERMINATION OF EMPLOYMENT WITH NOTICE IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p>Under the Turkish Labor Law, <strong>the right to terminate an employment contract with notice <\/strong>is a unilateral declaration of intent that ends an indefinite-term employment contract after a specified period. <strong>The validity of this declaration does not require acceptance by the other party;<\/strong> it is sufficient for the notice to be communicated to and received by the other party. <strong>Termination with notice in Turkey<\/strong> <strong>is a right that creates a legal change by ending the existing employment relationship and can be exercised by both employees and employers.<\/strong><\/p>\n<p><strong>However, the application of the right to terminate with notice differs for employees covered by job security and those who are not.<\/strong> While employees not covered by job security can terminate their contracts through notice, <strong>employees covered by job security must rely on valid reasons to end their contracts.<\/strong> Employers may terminate an indefinite-term employment contract of a job-secured employee <strong>only for valid reasons<\/strong>. This serves to protect employees under job security from arbitrary termination by employers.<\/p>\n<p>Article 18 of the Turkish Labor Law outlines the conditions for <strong>valid termination in Turkey<\/strong>, the employees it applies to, and the situations that do not constitute valid reasons. The rationale for Article 18 explains that valid reasons are <strong>&#8220;<em>less severe than those listed in Article 25 but still negatively impact the normal functioning of the business or workplace.<\/em>&#8220;<\/strong> According to this, <strong>valid termination can be defined as a right enabling the employer to terminate an indefinite-term employment contract<\/strong> by adhering to <strong>notice periods<\/strong> without having to prove a just cause as severe as those in Article 25.<\/p>\n<p><strong>The employer&#8217;s termination of an employment contract in Turkey for valid reasons should be a last resort.<\/strong> If the employer has any other means to maintain the employment relationship, <strong>termination is not permissible.<\/strong> Moreover, under Article 18, termination is not allowed for reasons explicitly stated as invalid, or for similar reasons. <strong>Thus, an employer cannot terminate a employment contract in Turkey on such grounds.<\/strong><\/p>\n<p>It is essential to emphasize that the obligation to provide a <strong>valid reason for terminating an indefinite-term employment<\/strong> <strong>contract<\/strong> applies only to employees covered by job security. <strong>For employees not under job security, employers may terminate the contract by adhering to the<\/strong> <strong>notice periods<\/strong> specified in Article 17 of the Turkish Labor Law. In such cases, it suffices for the employer to issue a notice of termination without providing any justification.<\/p>\n<p><strong>Termination for valid reasons may arise from the employee\u2019s inadequacies or behaviors or the requirements of the business<\/strong>, workplace, or the nature of the job. When termination is due to the employee\u2019s inadequacies, <strong>the reasons often involve circumstances beyond the employee\u2019s control.<\/strong> Conversely, termination due to the employee\u2019s behaviors is more directly tied to the employee&#8217;s intent and actions.<\/p>\n<p><strong>In cases of termination based on the employee\u2019s inadequacies, the employee\u2019s fault is not required<\/strong>. However, in cases of termination due to the employee\u2019s behaviors, fault is a necessary element. <strong>Employers may also terminate an indefinite-term employment contract for valid reasons arising from business, workplace, or job-related necessities.<\/strong> In such cases, the reasons for termination are unrelated to the employee\u2019s physical, professional, or behavioral attributes.<\/p>\n<h3><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/belirsiz-sureli-is-sozlesmesi-feshi-e1735821803151.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-4981\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/belirsiz-sureli-is-sozlesmesi-feshi-800x225.jpg\" alt=\"resigning from a job in Turkey\" width=\"800\" height=\"225\" \/><\/a><\/h3>\n<div class=\"flex-shrink-0 flex flex-col relative items-end\">\n<div class=\"pt-0\">\n<div class=\"gizmo-bot-avatar flex h-8 w-8 items-center justify-center overflow-hidden rounded-full\">\n<ul>\n<li class=\"relative p-1 rounded-sm flex items-center justify-center bg-token-main-surface-primary text-token-text-primary h-8 w-8\">\n<h3><span class=\"ez-toc-section\" id=\"JUSTIFIED_TERMINATION_OF_EMPLOYMENT_CONTRACTS_IN_TURKEY\"><\/span>JUSTIFIED TERMINATION OF EMPLOYMENT CONTRACTS IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<div>The Turkish Labor Law does not provide a general definition of the concept of <strong>&#8220;justified reason.<\/strong>&#8221; Instead, Articles 24 and 25 of the Labor Law enumerate the specific grounds for justified termination in Turkey. <strong>A general definition of justified reasons<\/strong> <strong>can be found in Article 435 of the Turkish Code of Obligations<\/strong>, which may serve as a guiding principle for interpreting the Labor Law. Within this framework, <strong>justified reasons under the Labor Law can be defined as circumstances or conditions<\/strong> where it would be unreasonable to expect the employment relationship to continue in good faith.<\/div>\n<div><\/div>\n<div><strong>The nature of the employment contract in Turkey<\/strong>, <strong>whether fixed-term or indefinite-term, does not preclude justified termination.<\/strong> Fixed-term employment contracts may also be terminated for justified reasons. <strong>However, justified employment termination is not applicable to temporary employment.<\/strong><\/div>\n<div><\/div>\n<div>Therefore, for an employee or employer to terminate a contract based on justified reasons, the employment must be continuous. Additionally, the existence of <strong>a justified reason alone is insufficient<\/strong>; a declaration of termination must also be issued. Thus, justified termination of an employment contract requires three elements: <strong>a continuous employment relationship, a justified reason, and a declaration of termination.<\/strong><\/div>\n<div><\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"group\/conversation-turn relative flex w-full min-w-0 flex-col agent-turn\">\n<div class=\"flex-col gap-1 md:gap-3\">\n<div class=\"flex max-w-full flex-col flex-grow\">\n<div class=\"min-h-8 text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words text-start &#091;.text-message+&amp;&#093;:mt-5\" dir=\"auto\" data-message-author-role=\"assistant\" data-message-id=\"c2854bbf-710f-4842-8d57-456be439f4cd\" data-message-model-slug=\"gpt-4o\">\n<div class=\"flex w-full flex-col gap-1 empty:hidden first:pt-&#091;3px&#093;\">\n<div class=\"markdown prose w-full break-words dark:prose-invert light\">\n<p>In this context,<strong> justified employment termination in Turkey<\/strong> can be described as a right that creates a legal change, <strong>enabling a party to terminate both fixed-term and indefinite-term contracts<\/strong> when the continuation of the relationship would be unreasonable under <strong>the principle of good faith.<\/strong> <strong>Justified termination scenarios<\/strong> are not only addressed in the Labor Law and the Turkish Code of Obligations but are also covered under the <strong>Maritime Labor Law<\/strong>, <strong>the Press Labor Law, and the Trade Unions and Collective Bargaining Agreement Law.<\/strong> Different sectors may have their own specific legal regulations. For example, in order <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/collection-of-footballers-debts\/\">to collect football player receivables<\/a><\/strong>, it is necessary to examine sports law regulations, and support from <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/sports-lawyer-in-turkey\/\">a sports law attorney<\/a><\/strong> should be sought in the event of contract termination.<\/p>\n<p>In legal literature, justified termination is also referred to using terms like <strong>&#8220;immediate termination,&#8221; &#8220;termination without notice,&#8221;<\/strong> or <strong>&#8220;termination without a grace period.&#8221;<\/strong> Grounds for justified termination by employees are listed in Article 24 of the Labor Law, while those applicable to employers are outlined in Article 25.<\/p>\n<p><strong>The lawmaker categorizes justified employment termination grounds in Turkey for both employees and employers into three main groups:<\/strong><\/p>\n<ol>\n<li>Health reasons<\/li>\n<li>Situations violating moral and good faith principles, and similar instances<\/li>\n<li>Compelling reasons<\/li>\n<\/ol>\n<p><strong>Additionally, for employers, a fourth category under the Labor Law includes absenteeism caused by an employee being detained or arrested.<\/strong> The category of <strong>\u201csituations violating moral and good faith principles\u201d<\/strong> is not exhaustive, as indicated by the phrase <strong>&#8220;and similar instances,&#8221;<\/strong> meaning that analogous cases may also be considered justified reasons for termination.<\/p>\n<p><strong>Employees or employers intending to terminate an employment contract in Turkey for a justified reason must notify the other party in writing.<\/strong> This is necessary because the party entitled to justified termination may still prefer to continue the employment relationship. Moreover, <strong>the termination notice<\/strong> <strong>takes effect<\/strong> once it is received by the other party and produces its legal consequences from that point onward.<strong> Including the reason for termination in the notice is recommended for clarity and legal precision.<\/strong><\/p>\n<div class=\"group\/conversation-turn relative flex w-full min-w-0 flex-col agent-turn\">\n<div class=\"flex-col gap-1 md:gap-3\">\n<div class=\"flex max-w-full flex-col flex-grow\">\n<div class=\"min-h-8 text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words text-start &#091;.text-message+&amp;&#093;:mt-5\" dir=\"auto\" data-message-author-role=\"assistant\" data-message-id=\"c465d980-9f5b-4973-96e2-a232c432151f\" data-message-model-slug=\"gpt-4o\">\n<div class=\"flex w-full flex-col gap-1 empty:hidden first:pt-&#091;3px&#093;\">\n<div class=\"markdown prose w-full break-words dark:prose-invert light\">\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"CONSTRUCTIVE_TERMINATION_OF_EMPLOYMENT_CONTRACTS_IN_TURKEY\"><\/span>CONSTRUCTIVE TERMINATION OF EMPLOYMENT CONTRACTS IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>In practice, termination notices are often not explicitly issued.<\/strong> According to the jurisprudence of the Turkish Supreme Court (Yarg\u0131tay), if the course of events reveals that <strong>one party&#8217;s words or actions indicate the termination of the contract<\/strong>, such conduct should be regarded as termination. This is where the concept of <strong>&#8220;constructive termination&#8221;<\/strong> becomes significant.<\/p>\n<p>If the termination stems from the employee&#8217;s words or actions, <strong>it is interpreted as the employee&#8217;s resignation in Turkey.<\/strong> Conversely, if the termination results from the employer&#8217;s actions, <strong>it constitutes termination by the employer.<\/strong> For instance, an employee may refuse to work because <a href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/\"><strong>overtime payments in Turkey<\/strong><\/a> have not been made. <strong>In such a case, the termination would be considered constructive.<\/strong><\/p>\n<p><strong>However, the implications of constructive employment termination in Turkey are not always definitive.<\/strong> The complexity of issues and disputes related to constructive termination stems from this ambiguity. The Supreme Court, taking into account different scenarios, <strong>may classify certain employee words or actions as termination<\/strong> by the employer rather than by the employee. While this approach aligns with established jurisprudence, <strong>many disputes reveal conflicting outcomes<\/strong>, and the legal evaluation of incidents deemed constructive termination is often subject to errors.<\/p>\n<div class=\"group\/conversation-turn relative flex w-full min-w-0 flex-col agent-turn\">\n<div class=\"flex-col gap-1 md:gap-3\">\n<div class=\"flex max-w-full flex-col flex-grow\">\n<div class=\"min-h-8 text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words text-start &#091;.text-message+&amp;&#093;:mt-5\" dir=\"auto\" data-message-author-role=\"assistant\" data-message-id=\"8c1a0f19-91f5-4819-8c16-12cec5997d95\" data-message-model-slug=\"gpt-4o\">\n<div class=\"flex w-full flex-col gap-1 empty:hidden first:pt-&#091;3px&#093;\">\n<div class=\"markdown prose w-full break-words dark:prose-invert light\">\n<h2><span class=\"ez-toc-section\" id=\"TERMINATION_OF_FIXED-TERM_EMPLOYMENT_CONTRACTS_IN_TURKEY\"><\/span>TERMINATION OF FIXED-TERM EMPLOYMENT CONTRACTS IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Fixed-term employment contracts in Turkey<\/strong> <strong>generally terminate automatically upon the expiration of the agreed duration, without requiring any notice of termination.<\/strong> Since this automatic expiration does not constitute a termination, it does not give rise to termination-related consequences, <strong>such as <a href=\"https:\/\/www.cbhukuk.com\/en\/severance-pay-calculation\/\">severance pay<\/a> claims by the employee.<\/strong> Under Turkish law, <strong>fixed-term employment contracts cannot be prematurely terminated except in certain cases<\/strong>, such as mutual agreement or the death of one party.<\/p>\n<p><strong>Until the employment contract&#8217;s expiration, both parties are obligated to fulfill their obligations.<\/strong> However, in practice, <strong>fixed-term contracts<\/strong> are sometimes terminated before the agreed term. Despite this, Turkish Labor Law does not explicitly regulate the legal nature and <strong>consequences of prematurely terminated fixed-term employment contracts.<\/strong><\/p>\n<p>Under the Turkish Code of Obligations, <strong>if an employer unjustifiably terminates a fixed-term employment contract in Turkey before its expiration,<\/strong> <strong>the employee may claim compensation.<\/strong> For indefinite-term contracts, this compensation corresponds to the notice period; <strong>for fixed-term contracts, it corresponds to the unexpired term of the contract.<\/strong> However, any savings resulting from the <strong>employment contract&#8217;s termination<\/strong> or income earned from other employment will be deducted from the compensation. The court may, considering all circumstances, decide on a compensation amount, <strong>which cannot exceed six months&#8217; gross wages.<\/strong><\/p>\n<p>This provision establishes the legal basis for classifying premature termination of a fixed-term contract as <strong>&#8220;unjust termination.&#8221;<\/strong> It clarifies that the amount payable to the employee constitutes compensation. Provisions of the Turkish Code of Obligations regarding <strong>premature termination explicitly allow for deductions from the compensation for savings or other income earned.<\/strong><\/p>\n<p><strong>Regarding Supreme Court (Yarg\u0131tay) precedents<\/strong>, before the enactment of the Code of Obligations, decisions were based on the concept of creditor default. However, with the enforcement of Law No. 6098, <strong>it has been unequivocally established that any claim by the employee for the remaining duration of a prematurely terminated fixed-term contract in Turkey<\/strong> is in the form of compensation. For instance, in its decision dated December 20, 2010 <em><strong>(2010\/15688 E., 2010\/38732 K.)<\/strong><\/em>, the Supreme Court classified <strong>compensation for the unpaid duration of a prematurely terminated fixed-term contract<\/strong> <strong>as damages.<\/strong><\/p>\n<p><strong>In conclusion, when a fixed-term employment contract in Turkey is terminated prematurely, the employee is entitled to claim compensation for the remaining period.<\/strong> As the awarded amount <strong>constitutes compensation<\/strong>, it will be calculated based on the gross salary and subject to statutory interest.<\/p>\n<h2><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/miras-mallarinin-tespiti.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-4856\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/miras-mallarinin-tespiti-800x221.jpg\" alt=\"terminate a employment contract in Turkey\" width=\"800\" height=\"221\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/miras-mallarinin-tespiti-800x221.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/miras-mallarinin-tespiti-300x83.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/miras-mallarinin-tespiti-1024x283.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/miras-mallarinin-tespiti-100x28.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/miras-mallarinin-tespiti-90x25.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/miras-mallarinin-tespiti.jpg 1280w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"TERMINATION_OF_INDEFINITE-TERM_EMPLOYMENT_CONTRACTS_IN_TURKEY\"><\/span>TERMINATION OF INDEFINITE-TERM EMPLOYMENT CONTRACTS IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The termination of indefinite-term employment contracts in Turkey<\/strong> can be classified into two categories: <strong>termination with notice<\/strong> and <strong>termination for just cause<\/strong>. Both processes are governed by rules established under Turkish Labor Law.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Termination_with_Notice_in_Turkey\"><\/span>Termination with Notice in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Termination with notice<\/strong> <strong>is primarily applicable to indefinite-term employment contracts.<\/strong> In this type of termination, there is no obligation to provide a reason for ending the contract. However, <a href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/\"><strong>the compensation rights of the dismissed employee in Turkey<\/strong><\/a>, including severance pay and other entitlements, must be respected.<\/p>\n<p><strong>Employers\u2019 freedom to terminate contracts is not absolute.<\/strong> If the termination constitutes an abuse of rights, the employee may claim <strong><em>bad faith compensation<\/em>.<\/strong> For example, termination aimed at depriving the employee of certain rights, such as severance pay eligibility, <strong>may fall under <a href=\"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/\">wrongful termination in Turkey.<\/a><\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Termination_for_Just_Cause_in_Turkey\"><\/span>Termination for Just Cause in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p>Regardless of whether the employment contract is fixed-term or indefinite-term, either the employer or <strong>the employee may immediately terminate the employment contract without notice in Turkey<\/strong> if one of the just causes specified by law is present. While a legitimate reason is required, the specific details of the cause may not always need to be disclosed unless explicitly requested. In such cases, <strong>the terminating party must explain and<\/strong> <strong>substantiate the just cause.<\/strong><\/p>\n<p><strong>The Turkish Labor Law enumerates just causes for termination separately for employees and employers.<\/strong> These causes are grouped into three categories:<\/p>\n<ol>\n<li><strong>Health Reasons<\/strong>: Situations where continued employment poses a risk to the health of the employee or others.<\/li>\n<li><strong>Acts Contrary to Ethics and Good Faith<\/strong>: Includes dishonesty, harassment, theft, and other unethical behaviors.<\/li>\n<li><strong>Compelling Reasons<\/strong>: External events that make continued employment impossible, such as natural disasters.<\/li>\n<\/ol>\n<p>For employers, the law also recognizes<strong> detention or imprisonment of the employee<\/strong> resulting in prolonged absence as a separate category for just cause termination.<\/p>\n<p><strong>In conclusion, the proper application of termination rules depends on the type of contract and the circumstances of the termination in Turkey.<\/strong> While notice-based terminations allow for broader flexibility, just-cause terminations require a legitimate basis and may lead to legal disputes if contested.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"REASONS_FOR_TERMINATION_OF_EMPLOYMENT_IN_TURKEY\"><\/span>REASONS FOR TERMINATION OF EMPLOYMENT IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>There can be many reasons for the <strong>termination of employment process in Turkey<\/strong>, and it is necessary to review whether these reasons comply with the law. <span class=\"_fadeIn_m1hgl_8\">Depending <\/span><span class=\"_fadeIn_m1hgl_8\">on <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">reason <\/span><span class=\"_fadeIn_m1hgl_8\">for <\/span><span class=\"_fadeIn_m1hgl_8\">termination, <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employer <\/span><span class=\"_fadeIn_m1hgl_8\">reports <\/span><a href=\"https:\/\/www.cbhukuk.com\/en\/employment-termination-codes\/\"><strong><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">SGK <\/span><span class=\"_fadeIn_m1hgl_8\">exit <\/span><span class=\"_fadeIn_m1hgl_8\">code <\/span><\/strong><\/a><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">institution.\u00a0<\/span><\/p>\n<p><strong>Termination of employment in Turkey<\/strong> <strong>can occur for various reasons, categorized as follows based on practices and regulations:<\/strong><\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_Termination_Due_to_Health_Issues_in_Turkey\"><\/span><strong>1. Termination Due to Health Issues in Turkey<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Under Article 25 of the Turkish Labor Law (No. 4857), employers are granted the right to terminate an employee&#8217;s contract for <strong>just cause based on health-related reasons.<\/strong><\/p>\n<p><strong>a) Health Problems Caused by the Employee&#8217;s Fault<\/strong>: If the employee&#8217;s <strong>illness or disability<\/strong> results from their negligence, disorganized lifestyle, or addiction to alcohol and leads to <strong>absenteeism exceeding three consecutive working days or five non-consecutive working days in a month.<\/strong><\/p>\n<p><strong>b) Unrecoverable Health Issues<\/strong>: If a health board confirms that the employee suffers from a condition that cannot be treated and poses <strong>a risk to their continued work in the workplace.<\/strong><\/p>\n<p><strong>c) Extended Health-Related Absences<\/strong>: For illnesses, accidents, childbirth, or pregnancy unrelated to the employee\u2019s fault, the employer may terminate the contract without notice only after <strong>the absence exceeds the statutory notice periods outlined in Article 17 by six weeks.<\/strong> For childbirth or pregnancy, this period begins after the maternity leave ends.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_Termination_Due_to_Breach_of_Ethics_and_Good_Faith\"><\/span><strong>2. Termination Due to Breach of Ethics and Good Faith<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Failure to comply <strong>with moral principles and rules of good faith<\/strong> is considered grounds for dismissal from the perspective of employees. Immoral behavior includes acts such as <strong>accepting bribes, abusing the employer\u2019s goodwill, theft, <a href=\"https:\/\/www.cbhukuk.com\/en\/insult-crime-in-turkey\/\">defamation<\/a>, consuming alcohol during working hours, embezzlement, and disclosing company secrets to competitors.<\/strong> Other behaviors that may also justify dismissal in Turkey include speaking negatively about the employer behind their back, using technological devices illegally, and violating the duration of leaves.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Termination_for_Professional_Incompetence_in_Turkey\"><\/span><strong>3. Termination for Professional Incompetence in Turkey<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>In Turkey, professional inadequacy alone does not constitute a sufficient ground for the termination of an employment contract.<\/strong> While employers may expect the employee to make efforts to overcome their current shortcomings and improve themselves, <strong>they are also obligated to provide the necessary support during this process.<\/strong><\/p>\n<p>If the employee lacks the knowledge and skills required for the job, it is the employer\u2019s responsibility to offer <strong>the necessary training and development programs<\/strong> to address these deficiencies.<strong> Indeed, judicial decisions in Turkey emphasize that the employer must provide appropriate training and support opportunities to remedy the employee\u2019s professional inadequacy.<\/strong> Otherwise, a termination based solely on professional inadequacy is not considered valid.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"4_Termination_Due_to_Physical_Inability_or_Aging\"><\/span><strong>4. Termination Due to Physical Inability or Aging<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>The<\/strong> <strong>physical inadequacy has a limited impact in terms of terminating an employment contract in Turkey<\/strong> and cannot be regarded as an independent ground for dismissal in every case.<\/p>\n<p>However, if the employee\u2019s physical characteristics are not suitable for the nature of the job or if the employee lacks the physical strength required for the work, <strong>and this situation prevents the proper performance and completion of the job<\/strong>, the employer may have the right to terminate the employment contract.<\/p>\n<p>In such cases, <strong>if the employee is unable to fulfill their work obligation and this objectively makes it difficult to maintain the employment relationship<\/strong>, the termination in Turkey may be considered based on a valid reason.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"5_Termination_for_Absenteeism_in_Turkey\"><\/span><strong>5. Termination for Absenteeism in Turkey<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>In Turkey,<\/strong> <strong>an employee\u2019s absenteeism may constitute a valid or even just cause for termination of the employment contract<\/strong>, provided that certain conditions are met. However, absenteeism does not automatically grant the employer the right to immediate termination in every case.<\/p>\n<p>According to the Labor Law, the employer may terminate the contract for just cause if the employee fails to come to work for <strong>two consecutive business days, for two times on the workday following a holiday within one month, or for a total of three business days within one month without a valid excuse.<\/strong><\/p>\n<p>In cases where these conditions are not met, <strong>the employer may still proceed with termination based on a valid reason.<\/strong> In practice, it is expected that the employer should first attempt to learn the reason for <strong>the employee\u2019s absence,<\/strong> and if the employee fails to provide a valid excuse,<strong> the employer may then exercise the right to terminate.<\/strong> Otherwise, absenteeism alone may not justify termination.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"6_Failure_to_Fulfill_Job_Duties\"><\/span><strong>6. Failure to Fulfill Job Duties<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>In Turkey, an employee\u2019s failure to fulfill assigned duties, <strong>perform their work properly, avoid negligence, or behaviors such as prolonged personal phone calls that disrupt work or excessive personal internet<\/strong> <strong>use<\/strong> that interferes with job performance may constitute a valid reason for termination of the employment contract by the employer.<strong> Such behaviors are considered breaches of the employee\u2019s obligations arising from the employment relationship. <\/strong><\/p>\n<p><strong>However, in these situations, the employer is required\u2014under Article 19 of Labor Law No. 4857\u2014to request a written defense from the employee before making a termination decision.<\/strong> If the employee\u2019s defense is deemed insufficient or the behavior is repeated, the employer may validly terminate the employment contract. Conducting <strong>the termination process in accordance with legal procedures<\/strong> will reduce the employer\u2019s liability in potential legal disputes.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"7_Termination_for_Theft_or_Damaging_Employer_Property\"><\/span><strong>7. Termination for Theft or Damaging Employer Property<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>In Turkey, if an employee takes materials belonging to the employer without permission<strong>\u2014that is, commits theft\u2014<\/strong>or intentionally or through gross negligence causes material damage to the employer\u2019s assets, <strong>the employer has the right to terminate the employment contract immediately for just cause.<\/strong><\/p>\n<p><strong>Such actions seriously damage the trust that forms the basis of the employment relationship, making it unreasonable to expect the employer to continue the contract.<\/strong> Judicial decisions clearly acknowledge that such behavior by the employee constitutes <strong>just cause for termination from the employer\u2019s perspective.<\/strong> However, it is essential that the termination process be carried out in compliance with the provisions of the Labor Law.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"8_Misleading_the_Employer\"><\/span><strong>8. Misleading the Employer<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>If an employee deliberately attempts to mislead the employer,<\/strong> makes false statements regarding work-related matters, or lies in a manner that undermines the trust relationship with the employer, such behavior may constitute <strong>just cause for immediate termination of the employment contract in Turkey. <\/strong><\/p>\n<p><strong>These actions violate the duty of loyalty and honesty,<\/strong> which are fundamental to the employment relationship, and destroy the trust the employer has in the employee, <strong>making it objectively impossible to continue the contractual relationship.<\/strong> Therefore, the employer has the right to terminate the employment contract immediately in response to such conduct.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"9_Termination_Due_to_Conflict_or_Incompatibility\"><\/span><strong>9. Termination Due to Conflict or Incompatibility<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>In Turkey, an employee\u2019s incompatibility is a variable factor when it comes to the termination of an employment contract and must be assessed based on the specific circumstances.<\/strong> For instance, an employee\u2019s inability to adapt to group work alone does not constitute an absolute ground for dismissal.<\/p>\n<p>However, if the employee frequently experiences <strong>conflicts with coworkers, disrupts workplace harmony, or displays negative behavior in customer relations, such conduct may justify termination on valid grounds,<\/strong> and in some cases, even on just grounds.<\/p>\n<p>These types of behaviors can negatively affect workplace order and productivity, making it difficult for the employer to maintain <strong>the employment relationship and potentially legitimizing the termination process.<\/strong><\/p>\n<h3><span class=\"ez-toc-section\" id=\"10_Actions_Related_to_Exercising_Legal_Rights\"><\/span><strong>10. Actions Related to Exercising Legal Rights<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"\" data-start=\"0\" data-end=\"329\"><strong>Actions taken by an employee for the purpose of exercising their legal rights are not considered valid grounds for dismissal in Turkey.<\/strong> An employee\u2019s membership in a union, participation in a strike, or the increase in the gross minimum wage generally has little to no bearing on the employer\u2019s decision to terminate employment.<\/p>\n<p class=\"\" data-start=\"331\" data-end=\"848\"><strong>Moreover, behaviors such as encouraging other employees to join a union cannot be accepted as valid reasons for dismissal in Turkey.<\/strong> For example, legal obligations such as the requirement to employ <strong>disabled workers in workplaces with fifty or more employees<\/strong>, or dismissals made before the <strong>expiration of a statutory period<\/strong> that would entitle the employee to severance pay, <strong>are not regarded as justifications for termination.<\/strong> Similarly, increases in social security premiums are not deemed valid grounds for dismissing employees. <strong>Seeking assistance from an<\/strong> <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/english-speaking-lawyer-in-turkey\/\"><strong>English-speaking lawyer in Turkey<\/strong><\/a> during the termination process will help understand the legal rights.<\/p>\n<h2 data-pm-slice=\"1 1 &#091;&#093;\"><span class=\"ez-toc-section\" id=\"EMPLOYMENT_CONTRACT_TERMINATION_RIGHTS_OF_FOREIGN_NATIONALS_IN_TURKEY\"><\/span>EMPLOYMENT CONTRACT TERMINATION RIGHTS OF FOREIGN NATIONALS IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Foreign nationals working in Turkey<\/strong>,<strong> whether employed by a Turkish company or a foreign company operating in Turkey, are<\/strong> <strong>subject to Turkish Labor Law<\/strong>. This ensures that foreign employees have<strong> the same rights and protections as Turkish citizens in the workplace.<\/strong> However, under <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/turkish-citizenship\/\"><strong>foreign nationals law<\/strong><\/a>, different regulations may apply if there are <strong>bilateral international agreements<\/strong> between the foreign worker&#8217;s home country and Turkey.<\/p>\n<p><strong>Under Turkish Labor Law, foreign employees are entitled to the following rights:<\/strong><\/p>\n<ol start=\"1\" data-spread=\"true\">\n<li><strong>Protection of Labor Rights<\/strong>: Foreign employees are fully protected under the provisions of Turkish Labor Law. This includes rights related to wages, working hours, overtime, <a href=\"https:\/\/www.cbhukuk.com\/en\/annual-leave-calculation\/\"><strong>annual leave<\/strong><\/a>, and severance pay.<\/li>\n<li><strong>Claims for Employee Receivables<\/strong>: Foreign employees can <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/file-a-lawsuit-in-turkey\/\"><strong>file claims in Turkey<\/strong><\/a> for unpaid wages, overtime, unused annual leave, severance pay, and other employment-related receivables. These claims are recognized and enforceable in Turkish courts.<\/li>\n<li><strong>Access to Turkish Courts<\/strong>: Foreign nationals have the right to initiate legal proceedings in Turkish courts to address any disputes or violations arising from their employment contracts. The legal system provides equal access to justice for all employees, regardless of nationality.<\/li>\n<li><strong>Tax Obligations<\/strong>: Income earned by foreign nationals in Turkey is subject to Turkish tax laws. Foreign employees are required to declare and pay taxes on their earnings in Turkey.\u00a0<strong>Foreign employees working in <a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-liaison-office-in-turkey\/\">liaison offices of foreign companies in Turkey<\/a> are exempt from <a href=\"https:\/\/www.cbhukuk.com\/en\/taxation-of-foreign-sourced-income-in-turkey\/\">income tax on their foreign-sourced earnings<\/a>, as they derive income from abroad.<\/strong> For detailed guidance on taxation, please visit our related article on &#8220;<a href=\"https:\/\/www.cbhukuk.com\/en\/tax-on-foreign-income-in-turkey\/\"><strong data-start=\"128\" data-end=\"163\">Tax on Foreign Salary in Turkey<\/strong><\/a><strong>.<\/strong>&#8220;<\/li>\n<\/ol>\n<p>By aligning <strong>the employment rights of foreign nationals<\/strong> with those of Turkish citizens, Turkish Labor Law ensures a fair and equitable working environment for all employees. It is important to seek assistance from <a href=\"https:\/\/www.cbhukuk.com\/en\/legal-services\/tax-lawyer-in-turkey\/\"><strong>a tax attorney in Turkey<\/strong><\/a> regarding the tax liabilities of foreign workers.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row 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=\"w-html\"><div class=\"cb-legal-box\">\n    <div class=\"cb-legal-inner\">\n        <p class=\"cb-legal-text\">\n            You can explore our other <a href=\"https:\/\/www.cbhukuk.com\/en\/blog\/\" class=\"cb-legal-link\">articles<\/a> or contact us for your legal support inquiries.\n        <\/p>\n        <div class=\"cb-legal-action\">\n            <a href=\"https:\/\/www.cbhukuk.com\/en\/contact-us\/\" class=\"cb-legal-btn\">Contact Us<\/a>\n        <\/div>\n    <\/div>\n<\/div>\n\n<style>\n.cb-legal-box {\n    background: #ffffff;\n    border: 2px solid #8b3516; \n    border-radius: 8px;\n    padding: 30px;\n    margin: 30px auto;\n    width: 100%;\n    box-sizing: border-box;\n    font-family: Arial, Helvetica, sans-serif;\n    box-shadow: 0 4px 15px rgba(0, 0, 0, 0.05);\n}\n\n.cb-legal-inner {\n    display: flex;\n    align-items: center;\n    justify-content: space-between;\n    gap: 30px;\n}\n\n.cb-legal-text {\n    margin: 0;\n    font-size: 19px;\n    color: #333333;\n    line-height: 1.5;\n    flex: 2;\n}\n\n.cb-legal-link {\n    color: #8b3516;\n    text-decoration: underline;\n    font-weight: bold;\n}\n\n.cb-legal-action {\n    flex: 1;\n    text-align: right;\n}\n\n.cb-legal-btn {\n    display: inline-block;\n    background-color: #8b3516;\n    color: #ffffff !important;\n    padding: 14px 28px;\n    border-radius: 5px;\n    text-decoration: none !important;\n    font-weight: bold;\n    font-size: 16px;\n    transition: all 0.3s ease;\n    border: 2px solid #8b3516;\n    white-space: nowrap;\n}\n\n.cb-legal-btn:hover {\n    background-color: #000000;\n    border-color: #000000;\n}\n\n\/* MOB\u0130LDEK\u0130 G\u00d6R\u00dcNT\u00dcY\u00dc D\u00dcZELTEN KISIM *\/\n@media (max-width: 768px) {\n    .cb-legal-box {\n        padding: 20px 15px; \/* Yan bo\u015fluklar\u0131 azaltt\u0131k *\/\n        margin: 20px 0;\n        width: 100% !important;\n    }\n    \n    .cb-legal-inner {\n        flex-direction: column !important;\n        gap: 15px; \/* Yaz\u0131 ve buton aras\u0131ndaki bo\u015flu\u011fu daraltt\u0131k *\/\n    }\n    \n    .cb-legal-text {\n        font-size: 16px; \/* Yaz\u0131y\u0131 mobilde bir t\u0131k k\u00fc\u00e7\u00fcltt\u00fck ki s\u0131\u011fs\u0131n *\/\n        text-align: center !important;\n        width: 100%;\n    }\n    \n    .cb-legal-action {\n        width: 100%;\n        text-align: center !important;\n    }\n    \n    .cb-legal-btn {\n        width: 80%; \/* Butonun ekran\u0131 komple bo\u011fmas\u0131n\u0131 engellemek i\u00e7in %80 yapt\u0131k *\/\n        padding: 12px 20px;\n        font-size: 15px;\n        display: inline-block; \/* Block yerine inline-block + %80 daha zarif durur *\/\n    }\n}\n<\/style><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row us_custom_0a0f4a9a 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":"UNDERSTANDING TYPES OF EMPLOYMENT CONTRACTS AND TERMINATION PROCEDURES IN TURKEY An employment contract is a legally binding agreement between the employer and the employee that sets out the terms and conditions of employment in accordance with labor law regulations. The employment contract is formed when the offer of employment is accepted by the employee and...","protected":false},"author":1,"featured_media":2913,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[85],"tags":[],"class_list":["post-2931","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"_links":{"self":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/posts\/2931","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/types\/post"}],"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=2931"}],"version-history":[{"count":0,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/posts\/2931\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media\/2913"}],"wp:attachment":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media?parent=2931"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/categories?post=2931"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/tags?post=2931"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}