{"id":2978,"date":"2023-05-12T10:30:04","date_gmt":"2023-05-12T10:30:04","guid":{"rendered":"https:\/\/www.cbhukuk.com\/?p=2978"},"modified":"2026-03-16T22:07:43","modified_gmt":"2026-03-16T22:07:43","slug":"overtime-work-in-turkey","status":"publish","type":"post","link":"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/","title":{"rendered":"Overtime Work in Turkey and Overtime Pay"},"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=\"wpb_text_column us_custom_275474cc has_text_color\"><div class=\"wpb_wrapper\"><p><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/overtime-work-in-turkey-1-e1735590114744.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-2987\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/overtime-work-in-turkey-1-800x400.jpg\" alt=\"overtime work in turkey\" width=\"800\" height=\"400\" \/><\/a><\/p>\n\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\/overtime-work-in-turkey\/#UNDERSTANDING_OVERTIME_WORK_AND_PAY_UNDER_TURKISH_LABOR_LAW\" >UNDERSTANDING OVERTIME WORK AND PAY UNDER TURKISH LABOR LAW<\/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\/overtime-work-in-turkey\/#WHAT_IS_OVERTIME_PAY_IN_TURKEY\" >WHAT IS OVERTIME PAY IN TURKEY?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#IS_OVERTIME_IN_TURKEY_CALCULATED_BASED_ON_GROSS_SALARY\" >IS OVERTIME IN TURKEY CALCULATED BASED ON GROSS SALARY?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#HOW_IS_OVERTIME_CALCULATED_IN_TURKEY\" >HOW IS OVERTIME CALCULATED 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-5\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#How_Much_is_One_Hour_of_Overtime_in_Turkey\" >How Much is One Hour of Overtime in Turkey?<\/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\/overtime-work-in-turkey\/#Points_to_Consider_in_Overtime_Pay_Calculations_in_Turkey\" >Points to Consider in Overtime Pay Calculations in Turkey<\/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\/overtime-work-in-turkey\/#Effect_of_Break_Periods_on_Working_Hours_in_Turkey\" >Effect of Break Periods on Working Hours 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-8\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#LEGAL_LIMITATIONS_ON_OVERTIME_WORK_IN_TURKEY\" >LEGAL LIMITATIONS ON OVERTIME WORK IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#WORKERS_PROHIBITED_FROM_WORKING_OVERTIME_IN_TURKEY\" >WORKERS PROHIBITED FROM WORKING OVERTIME IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#PROFESSIONS_IN_TURKEY_WITHOUT_THE_RIGHT_TO_OVERTIME_PAY\" >PROFESSIONS IN TURKEY WITHOUT THE RIGHT TO OVERTIME PAY<\/a><\/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\/overtime-work-in-turkey\/#COMPENSATION_FOR_OVERTIME_WORK_THROUGH_LEISURE_TIME_IN_TURKEY\" >COMPENSATION FOR OVERTIME WORK THROUGH LEISURE TIME 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\/overtime-work-in-turkey\/#OVERTIME_WORK_REGULATION_FOR_NIGHT_SHIFTS_IN_TURKEY\" >OVERTIME WORK REGULATION FOR NIGHT SHIFTS IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#DIFFERENCE_BETWEEN_OVERTIME_AND_ADDITIONAL_WORK_HOURS\" >DIFFERENCE BETWEEN OVERTIME AND ADDITIONAL WORK HOURS<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#TIME_OF_PAYMENT_FOR_OVERTIME_WAGE_IN_TURKEY\" >TIME OF PAYMENT FOR OVERTIME WAGE IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#IS_UNPAID_OVERTIME_IN_TURKEY_A_JUST_CAUSE_FOR_TERMINATION\" >IS UNPAID OVERTIME IN TURKEY A JUST CAUSE FOR TERMINATION?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#LEGAL_RIGHTS_OF_EMPLOYEES_WITH_UNPAID_OVERTIME_IN_TURKEY\" >LEGAL RIGHTS OF EMPLOYEES WITH UNPAID OVERTIME 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-17\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#Actions_Employees_Can_Take_For_Unpaid_Overtime_in_Turkey\" >Actions Employees Can Take For Unpaid Overtime 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-18\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#WHAT_IS_OVERTIME_CLAIM_CASE_IN_TURKEY\" >WHAT IS OVERTIME CLAIM CASE 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-19\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#Court_Competence_and_Jurisdiction_in_Overtime_Pay_Lawsuits\" >Court Competence and Jurisdiction in Overtime Pay Lawsuits:<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#Important_Considerations_in_Overtime_Claim_Lawsuits\" >Important Considerations in Overtime Claim Lawsuits:<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#ANNUAL_OVERTIME_LIMIT_OF_270_HOURS_IN_TURKEY\" >ANNUAL OVERTIME LIMIT OF 270 HOURS IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#IS_IT_POSSIBLE_TO_CLAIM_BACKDATED_OVERTIME_IN_TURKEY\" >IS IT POSSIBLE TO CLAIM BACKDATED OVERTIME IN TURKEY?<\/a><\/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\/overtime-work-in-turkey\/#CAN_AN_EMPLOYEE_BE_FORCED_TO_WORK_OVERTIME_IN_TURKEY\" >CAN AN EMPLOYEE BE FORCED TO WORK OVERTIME IN TURKEY?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#IS_THERE_A_PENALTY_FOR_FORCING_OVERTIME_IN_TURKEY\" >IS THERE A PENALTY FOR FORCING OVERTIME IN TURKEY?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/#OVERTIME_CLAIMS_OF_FOREIGN_EMPLOYEES_IN_TURKEY\" >OVERTIME CLAIMS OF FOREIGN EMPLOYEES IN TURKEY<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"UNDERSTANDING_OVERTIME_WORK_AND_PAY_UNDER_TURKISH_LABOR_LAW\"><\/span>UNDERSTANDING OVERTIME WORK AND PAY UNDER TURKISH LABOR LAW<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p><strong>Overtime pay in Turkey refers to the wage entitlement a worker earns for working beyond the weekly working hours specified in the <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/labor-law-in-turkey\/\">Turkish Labor Law<\/a>, following the employer\u2019s orders and instructions.<\/strong> As part of the broader concept of wages, <strong>failure to provide overtime pay<\/strong> places the employer at risk of compensation liability.<\/p>\n<p><strong>Overtime work in Turkey<\/strong> <strong>is defined under Labor Law No. 4857 as any work<\/strong> <strong>exceeding 45 hours per week<\/strong>. However, the conditions and limits for overtime are regulated by Article 63 of the Labor Law and the Regulation on Working Hours Related to the Labor Law. In essence, <strong>any work surpassing 45 hours per week is considered overtime.<\/strong><\/p>\n<p><strong>Unless otherwise agreed, the standard<\/strong> <strong>45-hour workweek is evenly distributed across the working days.<\/strong> However, employers and employees may mutually agree on specific working hours for each day. <strong>Regardless of the arrangement, any work exceeding 45 hours per week qualifies as overtime work in Turkey.<\/strong><\/p>\n<p><strong>The 45-hour weekly working limit<\/strong> <strong>is not mandatory; employers may establish shorter weekly working periods.<\/strong> Additionally, employers can require employees to work <strong>up to 11 hours per day<\/strong> without triggering entitlement to overtime pay in Turkey, provided the weekly <strong>45-hour limit is not exceeded.<\/strong> However, <strong>the daily 11-hour limit<\/strong> is absolute, and employees cannot consent to exceed it.<\/p>\n<p>An employee whose <strong data-start=\"18\" data-end=\"55\">overtime wages have not been paid<\/strong> may claim this right <strong data-start=\"77\" data-end=\"98\">through the court<\/strong>. The employee may file a lawsuit <strong data-start=\"132\" data-end=\"159\">solely for overtime pay<\/strong>, or may include this claim <strong data-start=\"187\" data-end=\"252\">together with other labor receivables and compensation claims<\/strong>, or may <strong data-start=\"261\" data-end=\"315\">file a separate lawsuit after <a href=\"https:\/\/www.cbhukuk.com\/en\/reinstatement-lawsuit\/\">a reinstatement case in Turkey<\/a><\/strong>.<\/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\/File\/GeneratePdf?mevzuatNo=6249&amp;mevzuatTur=KurumVeKurulusYonetmeligi&amp;mevzuatTertip=5#:~:text=Madde%206%20%E2%80%94Fazla%20%C3%A7al%C4%B1%C5%9Fma%20veya,onbe%C5%9F%20dakikay%C4%B1%20serbest%20zaman%20olarak\" target=\"_blank\" rel=\"noopener\">WORKING HOURS REGULATION RELATED TO LABOR LAW<\/a><\/p>\n<p>Weekly Normal Working Hours Article 4 &#8211; In general, the working hours shall not exceed forty-five hours per week. Unless otherwise agreed, this duration shall be divided equally among the working days of the week in workplaces.<\/p>\n<p>In workplaces where partial work is performed on one of the working days of the week, after deducting this duration from the weekly working hours, the daily working hours are determined by dividing the total working time by the number of working days. The daily working hours shall not exceed 11 hours, regardless of the arrangement of the working hours.<\/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_IS_OVERTIME_PAY_IN_TURKEY\"><\/span><strong>WHAT IS OVERTIME PAY IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The application of overtime pay in Turkey emerged to compensate the worker&#8217;s extra effort and time when the employer requires work outside of the weekly working hours.<\/strong> This payment aims to provide <strong>fair compensation for overtime hours<\/strong> by increasing the worker&#8217;s regular wage.<\/p>\n<p><strong>Overtime wage in Turkey<\/strong> is a different form of payment from the worker\u2019s regular wage. The worker is entitled to receive <strong>50% more than their regular hourly wage<\/strong> for each hour worked during overtime in Turkey. This is generally referred to as <strong>&#8220;overtime pay&#8221;<\/strong> or <strong>&#8220;extra work pay.&#8221;<\/strong> <strong>It aims to provide an additional financial benefit for every extra hour worked beyond the designated weekly working hours.<\/strong><\/p>\n<p><strong>The Turkish Labor Law and relevant regulations contain specific provisions regarding<\/strong> <strong>overtime work in Turkey<\/strong>. These provisions are designed to encourage the worker&#8217;s extra effort and ensure that <strong>the employer compensates overtime hours fairly. <\/strong>Since overtime pay is a right granted to employees by law, <a href=\"https:\/\/www.cbhukuk.com\/en\/online-legal-services\/\"><strong>legal assistance<\/strong><\/a> should be sought in the event of a potential dispute.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"IS_OVERTIME_IN_TURKEY_CALCULATED_BASED_ON_GROSS_SALARY\"><\/span><strong>IS OVERTIME IN TURKEY CALCULATED BASED ON GROSS SALARY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Overtime in Turkey is calculated based on gross salary<\/strong>, <strong>not net salary.<\/strong> For example;<\/p>\n<ul>\n<li>In 2025, since <strong>the gross minimum wage is set at 26,005.50 TL<\/strong>, if this gross wage is taken as the basis for calculating overtime in Turkey,<strong> the hourly gross minimum wage is 115,58 TL, and the hourly overtime wage in Turkey for the minimum wage is 173,37 TL.<\/strong><\/li>\n<\/ul>\n<p><strong>However, these figures represent the minimum limits. If the employee&#8217;s salary exceeds the minimum wage, overtime pay is calculated based on the higher gross salary.<\/strong> The employee&#8217;s net salary does not directly affect overtime calculations because these <strong>calculations are based on gross salary<\/strong>. Since net salary is a value after taxes, insurance deductions, and other financial components, <strong>overtime calculations rely on gross figures.<\/strong><\/p>\n<h2><strong><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/fazla-mesai-hakli-fesih.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-4779\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/fazla-mesai-hakli-fesih-800x200.jpg\" alt=\"overtime work rights in Turkey\" width=\"800\" height=\"200\" \/><\/a><\/strong><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"HOW_IS_OVERTIME_CALCULATED_IN_TURKEY\"><\/span><strong>HOW IS OVERTIME CALCULATED IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The first step in calculating overtime pay in Turkey is determining the worker&#8217;s gross salary.<\/strong> First, <strong>the worker&#8217;s monthly salary is determined<\/strong>, and then the hourly wage is calculated. <strong>Overtime pay is found by applying a specific coefficient to the hourly wage.<\/strong><\/p>\n<p>For example, if a worker works <strong>55 hours in a week<\/strong> and their monthly gross salary is <strong>30,000.00 TL<\/strong>:<\/p>\n<ul>\n<li>To calculate hourly wage: 30,000 \u00f7 225 = <strong>133.33 TL<\/strong><\/li>\n<li>To calculate the overtime hourly rate with a 50% increase: 133.33 \u00d7 1.5 = <strong>200 TL<\/strong><\/li>\n<li>To calculate overtime pay: Total overtime hours \u00d7 overtime hourly rate\n<ol>\n<li>Overtime hours: 55 \u2013 45 = <strong>10<\/strong><\/li>\n<li>Overtime pay: 10 \u00d7 200 = <strong>2.000 TL<\/strong><\/li>\n<\/ol>\n<\/li>\n<\/ul>\n<p><strong>In this case, if the employee works 55 hours, an<\/strong> <strong>overtime payment of 2.000 TL will be made.<\/strong> According to Article 5\/2 of the Overtime Regulation, when <strong>calculating overtime hours in Turkey<\/strong>, <strong>periods of less than half an hour are rounded up to half an hour, and periods exceeding<\/strong> <strong>half an hour are rounded up to one hour.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"How_Much_is_One_Hour_of_Overtime_in_Turkey\"><\/span>How Much is One Hour of Overtime in Turkey?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>The calculation for one hour of overtime pay in Turkey<\/strong> <strong>involves determining the worker&#8217;s gross hourly wage and applying the overtime coefficient. <\/strong>Below, you can find a sample calculation for the question <strong>&#8220;How much is the overtime pay for 1 hour in Turkey?&#8221;<\/strong> as well as the formula used for the calculation.<\/p>\n<p><strong>1- Hourly Wage Calculation in Turkey: <\/strong>Monthly gross salary \u00f7 225 (monthly working hours) = Hourly wage<\/p>\n<p><strong>Example:<\/strong><\/p>\n<ul>\n<li>Monthly gross salary: 30,000 TL<\/li>\n<li>Hourly wage: 30,000 \/ 225 = 133.33 TL\/hour<\/li>\n<\/ul>\n<p><strong>2- Overtime Pay Calculation in Turkey: <\/strong>Hourly wage \u00d7 1.5 (50% overtime increase) = Overtime pay<\/p>\n<p><strong>Example:<\/strong> 133.33 \u00d7 1.5 = <strong>200 TL\/hour<\/strong><\/p>\n<p><strong>3- Overtime Wage Calculation Based on the 2025 Minimum Wage:<\/strong><\/p>\n<ul>\n<li>Hourly gross minimum wage (2025): <b>115,58 TL<\/b><\/li>\n<li>Overtime pay: 115,58 TL \u00d7 1.5 = <b>173,37 TL<\/b>\/hour<\/li>\n<\/ul>\n<p><strong>Employers can calculate payments for overtime work in Turkey using this formula, though actual figures may vary depending on workplace policies.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Points_to_Consider_in_Overtime_Pay_Calculations_in_Turkey\"><\/span>Points to Consider in Overtime Pay Calculations in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<ol>\n<li><strong>Daily Work Hour Limits: <\/strong>The maximum daily working hours are <strong>11 hours<\/strong> in Turkey. Even if the weekly total does not exceed 45 hours, <strong>work exceeding 11 hours in a day is considered daily overtime.<\/strong> <strong>For night work, the maximum is<\/strong> <strong>7.5 hours per day<\/strong>; overtime pay must be provided for night work exceeding this limit.<\/li>\n<li><strong><strong>Compliance with Health Regulations: <\/strong><\/strong>According to health regulations, <strong>work exceeding 7.5 hours per day<\/strong>, or the designated shorter working hours for specific jobs, is considered overtime. <strong>For jobs requiring less than 7.5 hours of daily work, any work exceeding the prescribed daily working hours falls under overtime.<\/strong> Whether <strong>the statutory 45-hour weekly limit<\/strong> has been exceeded is irrelevant in such cases, as these are calculated on a daily basis.<strong><strong><br \/>\n<\/strong><\/strong><\/li>\n<li><strong><strong>Continuous Work Status: <\/strong><\/strong>Whether the employee is <strong>continuously working is not significant<\/strong> when calculating working hours. T<strong>he time periods during which the employee is under the employer&#8217;s authority and ready to perform tasks as required are<\/strong> <strong>also included in the calculation of working hours<\/strong>. Situations specified under Article 66 of the Labor Law must be taken into account when determining working hours.<strong><strong><br \/>\n<\/strong><\/strong><\/li>\n<li><strong data-start=\"0\" data-end=\"27\" data-is-only-node=\"\">Regulatory Differences:<\/strong> Overtime practices may vary depending on the regulations in effect in different sectors. <strong>For example, under the <a href=\"https:\/\/www.cbhukuk.com\/en\/maritime-labor-law-in-turkey\/\">Turkish Maritime Labor Law<\/a>, the weekly working hours for seafarers are set at 51 hours, and any work exceeding this limit is considered overtime.<\/strong> Similarly,<strong> the Press Labor Law includes specific regulations<\/strong> regarding the working hours of press employees. <strong>In <a href=\"https:\/\/www.cbhukuk.com\/en\/collection-of-footballers-debts\/\">sports law<\/a>, however, there is no practice of overtime work. <\/strong>Due to sectoral differences, each employee is subject to <strong>the working hours and overtime conditions<\/strong> determined by the applicable legislation. This necessitates that both employers and employees are aware of and comply with the relevant legal regulations.<\/li>\n<\/ol>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Effect_of_Break_Periods_on_Working_Hours_in_Turkey\"><\/span>Effect of Break Periods on Working Hours in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>According to the third paragraph of the Regulation on Working Hours, working hours refer to the time spent by a worker on a specific job.<\/strong> Additionally, the periods specified under Article 66 of the Labor Law are also included in working hours. <strong>However, break periods granted under Article 68 of the Labor Law are not included in working hours.<\/strong><\/p>\n<p><strong>When determining the weekly working hours, the time interval between when the worker starts and ends their shift is considered.<\/strong> However, there may be non-working intervals during this time, <strong>such as lunch breaks, tea breaks, or rest periods.<\/strong> <strong>These break periods are not included in overtime calculations and are deducted from the total weekly working hours in Turkey.<\/strong><\/p>\n<p><strong>According to the Turkish Labor Law, break periods are as follows:<\/strong><\/p>\n<ul>\n<li><strong>For jobs lasting up to four hours: fifteen minutes<\/strong><\/li>\n<li><strong>For jobs lasting more than four hours and up to seven and a half hours (including seven and a half hours): thirty minutes<\/strong><\/li>\n<li><strong>For jobs lasting more than seven and a half hours: one hour<\/strong><\/li>\n<\/ul>\n<p><strong>Break periods<\/strong> <strong>must be granted to workers in Turkey. <\/strong>Especially in work shifts exceeding 11 hours, the Supreme Court practices recognize<strong> a break period of 1.5 hours.<\/strong> These regulations aim to protect workers&#8217; rights and ensure workplace health and safety.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"LEGAL_LIMITATIONS_ON_OVERTIME_WORK_IN_TURKEY\"><\/span><strong>LEGAL LIMITATIONS ON OVERTIME WORK IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The Labor Law and the Regulation on Overtime and Additional Hours Work foresee<strong> limitations on overtime work<\/strong> in certain situations. These limitations are as follows:<\/p>\n<ol>\n<li><strong>Workers in Underground Mining Jobs:<\/strong> Except for compulsory or extraordinary reasons, workers employed in underground mining cannot be required to work overtime. Considering the specific nature and risks of underground mining, the working hours for these workers are subject to certain restrictions.<\/li>\n<li><strong>Jobs Requiring a Daily Working Time of 7.5 Hours or Less Due to Health Regulations:<\/strong> For specific jobs where health regulations apply, daily working hours are limited to 7.5 hours. In such cases, workers cannot be required to work more than 7.5 hours per day in Turkey.<\/li>\n<li><strong>Night Work:<\/strong> In jobs performed during nighttime, overtime work is restricted. This limitation aims to ensure that night work is managed more carefully in terms of worker health and safety.<\/li>\n<li><strong>Jobs Performed Underground or Underwater, such as Mining, Cable Laying, Sewer Construction, and Tunnel Construction:<\/strong> Workers employed in such risky jobs cannot be required to work overtime. This measure is aimed at enhancing the safety of workers employed under particularly dangerous conditions.<\/li>\n<\/ol>\n<p>These limitations aim to protect workers&#8217; rights, <strong>ensure occupational health and safety<\/strong>, and consider the specific conditions of workers employed in risky and demanding jobs. These provisions are introduced to ensure that workers operate <strong>under safe working conditions.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"WORKERS_PROHIBITED_FROM_WORKING_OVERTIME_IN_TURKEY\"><\/span><strong>WORKERS PROHIBITED FROM WORKING OVERTIME IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The Regulation on Overtime and Additional Hours Work legally prohibits certain groups of workers from performing<\/strong> <strong>overtime work in Turkey.<\/strong> The following groups of workers are <strong>prohibited by law from working overtime in Turkey:<\/strong><\/p>\n<ol>\n<li><strong>Workers Under the Age of 18:<\/strong> The Labor Law prohibits young workers under 18 years of age from working overtime in Turkey. This regulation aims to protect young workers from excessive work, considering their education and health.<\/li>\n<li><strong>Workers Whose Health Conditions Prevent Overtime as Certified by a Workplace Doctor or a Report by the Social Security Institution&#8217;s Doctor:<\/strong> Workers who cannot perform overtime due to their health conditions are not required to do so if they provide certification from a workplace doctor or a Social Security Institution doctor.<\/li>\n<li><strong>Pregnant, Postpartum, and Nursing Workers:<\/strong> Overtime work in Turkey is prohibited for workers during pregnancy, postpartum, or nursing periods. This prohibition aims to protect their health and the well-being of their babies during this period.<\/li>\n<li><strong>Workers with Part-Time Employment Contracts:<\/strong> Part-time workers cannot be required to work overtime beyond the hours specified in their employment contracts. This regulation aims to keep workers\u2019 working hours within pre-determined limits.<\/li>\n<\/ol>\n<p><strong>Workers prohibited from working overtime in Turkey have<\/strong> <strong>the right to terminate their <a href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/\">employment contracts<\/a> for just cause<\/strong> <strong>if forced to perform overtime.<\/strong> This provision aims to protect workers&#8217; rights regarding health, family situations, or specified working hours.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"PROFESSIONS_IN_TURKEY_WITHOUT_THE_RIGHT_TO_OVERTIME_PAY\"><\/span><strong>PROFESSIONS IN TURKEY WITHOUT THE RIGHT TO OVERTIME PAY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>According to precedents established by the Court of Cassation, <strong>workers in certain professions are not entitled to overtime pay in Turkey.<\/strong> These situations include:<\/p>\n<ol>\n<li><strong>Medical Representatives:<\/strong>\n<ul>\n<li>Typically, they determine their own working hours.<\/li>\n<li>Overtime work is determined by closely examining their daily activities and work schedules.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Senior Executives:<\/strong>\n<ul>\n<li>Senior executives who perform their duties autonomously, receive high salaries, and do not have another senior executive providing instructions in the same workplace determine their own working days and hours.<\/li>\n<li>In this case, they are not entitled to overtime pay in Turkey.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Concierges:<\/strong>\n<ul>\n<li>Concierges are subject to flexible working hours.<\/li>\n<li>Considering that concierge housing is located within the workplace, their overtime work is not recognized.<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<p>These professional groups are typically exempt from <strong>overtime pay provisions in Turkey<\/strong> because they either have the authority to determine their own working hours or <strong>are not expected to perform overtime<\/strong> under specific conditions.<\/p>\n<h2><strong><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/overtime-pay-scaled.jpg\"><img decoding=\"async\" class=\"aligncenter wp-image-3257 size-us_800_400\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/overtime-pay-800x222.jpg\" alt=\"unpaid overtime pay in Turkey\" width=\"800\" height=\"222\" \/><\/a><\/strong><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"COMPENSATION_FOR_OVERTIME_WORK_THROUGH_LEISURE_TIME_IN_TURKEY\"><\/span><strong>COMPENSATION FOR OVERTIME WORK THROUGH LEISURE TIME IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>A worker who performs overtime has the right, upon request<\/strong>, <strong>to use free time instead of receiving increased overtime pay.<\/strong> For each hour of overtime worked, the worker is entitled to <strong>1 hour and 30 minutes of leisure time<\/strong>. This duration may be extended through mutual agreement.<\/p>\n<p><strong>The worker\u2019s right to use leisure time instead of receiving additional pay depends on their personal preference.<\/strong> Employers cannot refuse this request. Employers are obligated to <strong>accept the worker&#8217;s request<\/strong> and cannot prevent the worker from exercising this right.<\/p>\n<p><strong>According to Article 41 of the Labor Law No. 4857, the worker may use 1 hour and 30 minutes of leisure time for each hour of overtime worked.<\/strong> In total, 7.5 hours of leisure time can be granted during working hours. The worker is entitled to use the accumulated leisure time <strong>within six months<\/strong> without any deductions from their working hours or wages.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"OVERTIME_WORK_REGULATION_FOR_NIGHT_SHIFTS_IN_TURKEY\"><\/span><strong>OVERTIME WORK REGULATION FOR NIGHT SHIFTS IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The dynamic working conditions in the labor market, particularly <strong>working hours during night shifts<\/strong>, are a significant concern for both employers and employees. This highlights the necessity to regulate working hours, <strong>protect employee rights<\/strong>, and provide solutions suitable for specific sectors in the private sector.<\/p>\n<p>The Turkish Labor Code regulates <strong>overtime in night shifts in Turkey<\/strong> by imposing certain responsibilities on both employees and employers while considering exceptions in this area.<\/p>\n<p><strong>Overtime Conditions and Obligations for Night Shifts in Turkey<\/strong>:<\/p>\n<ol>\n<li><strong>Working Hours and Shift Schedules<\/strong>: Night shifts are planned in such a way that at least three shifts are scheduled within a 24-hour period. This regulation allows the possibility to organize the work schedule into three 8-hour shifts in workplaces operating 24 hours a day. Thus, an employee can be scheduled to work a maximum of 7.5 hours during the night shift, and overtime should not be applied for night work.<\/li>\n<li><strong>Exceptions<\/strong>: In workplaces such as tourism, private security, and healthcare, night work can be applied in two shifts over a 24-hour period. However, even in such cases, the working hours stipulated in the Labor Code must be followed.<\/li>\n<li><strong>Employee&#8217;s Written Consent<\/strong>: If the employee is to work less than 7.5 hours during the night, the employer or their representative is not required to obtain written consent from the employee. However, if overtime work in Turkey is planned for more than 7.5 hours, written consent must be obtained from the employee.<\/li>\n<li><strong>Overtime Pay for Night Workers<\/strong>: The Labor Code does not include a specific provision for overtime pay in Turkey for night workers. However, night shift work can be compensated with overtime in Turkey through employment contracts or collective bargaining agreements. These payments usually include a 10% increase and may be referred to as <strong>&#8220;night premium&#8221; or &#8220;night bonus.&#8221;<\/strong><\/li>\n<li><strong>Employee Rights and Obligations in Night Shifts<\/strong>:<\/li>\n<\/ol>\n<ul>\n<li>Children and young workers under 18 cannot be employed for night shifts.<\/li>\n<li>For female workers over the age of 18, the approval of the Ministry of Health must be obtained for night shift work.<\/li>\n<li>Employers are required to obtain a health report before assigning night shifts to female workers.<\/li>\n<li>If overtime exceeds 7.5 hours during the night shift, written consent must be obtained from the employee.<\/li>\n<li>Employers must comply with the limitations set by the Labor Code for night shift work.<\/li>\n<\/ul>\n<p><strong>The penalty for failing to comply with obligations related to night work and overtime in Turkey<\/strong> includes an administrative fine pursuant to Articles 69 and 104 of the Labor Law. An administrative fine may be imposed on the employer or the employer\u2019s representative in cases of non-compliance with night work regulations.<\/p>\n<p><strong>In light of this information, compliance with the Labor Law is crucial regarding workers&#8217; rights and obligations related to night work and overtime.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"DIFFERENCE_BETWEEN_OVERTIME_AND_ADDITIONAL_WORK_HOURS\"><\/span><strong>DIFFERENCE BETWEEN OVERTIME AND ADDITIONAL WORK HOURS<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Overtime and additional work hours<\/strong> <strong>represent different concepts in Turkish labor law.<\/strong><\/p>\n<ul>\n<li><strong>Additional Work Hours<\/strong>: When the weekly working hours are determined to be less than 45 hours, work carried out beyond the specified weekly working hours, up to 45 hours, is classified as additional work hours.<\/li>\n<li><strong>Overtime<\/strong>: Work performed beyond the 45-hour weekly work schedule is referred to as overtime.<\/li>\n<\/ul>\n<p><strong>Additional work hours<\/strong> <strong>refer to the work done beyond the normal weekly working hours up to 45 hours, while overtime refers to the extra hours worked outside the 45-hour weekly work limit.<\/strong> An employer may request employees to work additional hours until the 45-hour weekly work limit is reached, and the payment for this work is calculated with a <strong>25% increase on the normal wage.<\/strong> For overtime beyond 45 hours, the wage is calculated with a <strong>50% increase on the normal wage.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"TIME_OF_PAYMENT_FOR_OVERTIME_WAGE_IN_TURKEY\"><\/span><strong>TIME OF PAYMENT FOR OVERTIME WAGE IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The employee&#8217;s overtime wage in Turkey is paid along with their regular wages.<\/strong> According to Article 10 of the Overtime Regulation, the employer is required to issue a document detailing the overtime hours worked by employees. <strong>A signed copy of this document<\/strong> must be kept in the employee&#8217;s personal file. These payments must be detailed <strong>on payrolls and pay slips.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"IS_UNPAID_OVERTIME_IN_TURKEY_A_JUST_CAUSE_FOR_TERMINATION\"><\/span><strong>IS UNPAID OVERTIME IN TURKEY A JUST CAUSE FOR TERMINATION?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>One of the employer\u2019s fundamental obligations in employment contracts is to pay the employee&#8217;s wages on time and in full.<\/strong> If wages, <strong>including working overtime<\/strong>, are not calculated or paid according to legal requirements or contract terms, the employee is entitled to <a href=\"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/\"><strong>terminate the employment contract for just cause<\/strong><\/a>, as stipulated in Article 24 of the Labor Code. <strong><span class=\"_fadeIn_m1hgl_8\">If <\/span><span class=\"_fadeIn_m1hgl_8\">the overtime and <\/span><span class=\"_fadeIn_m1hgl_8\">wage <\/span><span class=\"_fadeIn_m1hgl_8\">is <\/span><span class=\"_fadeIn_m1hgl_8\">not <\/span><span class=\"_fadeIn_m1hgl_8\">paid, <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employee <\/span><span class=\"_fadeIn_m1hgl_8\">may <\/span><span class=\"_fadeIn_m1hgl_8\">terminate <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employment <\/span><span class=\"_fadeIn_m1hgl_8\">contract <\/span><span class=\"_fadeIn_m1hgl_8\">immediately <\/span><span class=\"_fadeIn_m1hgl_8\">for <\/span><span class=\"_fadeIn_m1hgl_8\">just <\/span><span class=\"_fadeIn_m1hgl_8\">cause, <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><a href=\"https:\/\/www.cbhukuk.com\/en\/employment-termination-codes\/\"><span class=\"_fadeIn_m1hgl_8\">SGK <\/span><span class=\"_fadeIn_m1hgl_8\">exit <\/span><span class=\"_fadeIn_m1hgl_8\">declaration<\/span><\/a> <span class=\"_fadeIn_m1hgl_8\">is <\/span><span class=\"_fadeIn_m1hgl_8\">submitted <\/span><span class=\"_fadeIn_m1hgl_8\">with <\/span><span class=\"_fadeIn_m1hgl_8\">code <\/span><span class=\"_fadeIn_m1hgl_8\">25. <\/span><\/strong>Therefore, unpaid overtime constitutes just cause for termination.<\/p>\n<p>When overtime in Turkey is not provided, the employee can claim <a href=\"https:\/\/www.cbhukuk.com\/en\/severance-pay-calculation\/\"><strong>severance pay<\/strong><\/a>, <strong>overtime wages, national holidays, <a href=\"https:\/\/www.cbhukuk.com\/en\/annual-leave-calculation\/\">annual leave<\/a> and general holiday pay<\/strong> after leaving the job. However, the employee will not be entitled to <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/notice-pay-in-turkey\/\">notice pay in Turkey<\/a>.<\/strong><\/p>\n<p><strong>The employee has the burden of proving their claim for<\/strong> <strong>unpaid overtime in Turkey.<\/strong> It is essential to sign the payrolls while reserving any claims for <strong>unpaid overtime<\/strong>. Even if the employee does not sign the payroll, they can prove their <strong>overtime claim in Turkey<\/strong> <strong>with witness statements and entry-exit records.<\/strong><\/p>\n<p>However, <strong>the witnesses must be individuals<\/strong> who worked during the same period and are familiar with the workdays and hours. T<strong>he entry-exit records are strong evidence of<\/strong> <strong>overtime claim in court<\/strong>. If the employer fails to comply with <strong>wage obligations<\/strong>, the employee has the right to use their <strong>just cause for termination and protect their rights.<\/strong><\/p>\n<h2><strong><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/fazla-mesai-ucreti-hesaplama-e1735588421227.jpg\"><img decoding=\"async\" class=\"aligncenter wp-image-4777 size-us_800_400\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/fazla-mesai-ucreti-hesaplama-800x218.jpg\" alt=\"overtime pay claim in Turkey\" width=\"800\" height=\"218\" \/><\/a><\/strong><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"LEGAL_RIGHTS_OF_EMPLOYEES_WITH_UNPAID_OVERTIME_IN_TURKEY\"><\/span><strong>LEGAL RIGHTS OF EMPLOYEES WITH UNPAID OVERTIME IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Article 34 of the Labor Code states that if the employee&#8217;s wages are not paid <strong>within twenty days from the due date<\/strong>, without any force majeure, the employee may refuse to perform their duties. Since <strong>overtime wage in Turkey<\/strong> is paid along with regular wages, <strong>the 20-day period<\/strong> in the law starts from the due date of the regular wages.<\/p>\n<p>According to the overtime regulations of the Labor Code, <strong>employees who do not receive their overtime pay<\/strong> <strong>may refuse to work<\/strong>, and their contracts cannot be terminated or replaced by another worker.<\/p>\n<p>As per Article 24\/II-e of the Labor Code, if the employer does not calculate or pay the employee&#8217;s wages in accordance with the law or contract terms, <strong>the employee may terminate the employment contract for just cause<\/strong>. Therefore, <strong>unpaid overtime in Turkey<\/strong> constitutes just cause for termination, and <strong>the employee can terminate the contract and benefit from the legal consequences of this termination<\/strong>. Whether the employer has paid part of the overtime or has not paid any, it does not prevent the employee from exercising this right. <strong>In the event of the employee\u2019s death, the heirs succeed to the employee\u2019s rights regarding overtime pay in accordance with <a href=\"https:\/\/www.cbhukuk.com\/hizmetler\/miras-hukuku\/\">Turkish inheritance law<\/a> provisions and may claim these receivables from the employer.<\/strong><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Actions_Employees_Can_Take_For_Unpaid_Overtime_in_Turkey\"><\/span>Actions Employees Can Take For Unpaid Overtime in Turkey:<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>If overtime pay in Turkey is not paid<\/strong>, <strong>the employee is entitled to terminate the employment contract for just cause.<\/strong> The employee must first attempt <strong>mediation process before filing a lawsuit<\/strong>; otherwise, the case will be dismissed on procedural grounds. The employee must prove their claim for overtime work in Turkey.<\/p>\n<ul>\n<li><strong>Send a written notice to the employer<\/strong>: The employee can send a written notice to the employer requesting payment for unpaid overtime in Turkey. This notice will serve as a formal warning to the employer.<\/li>\n<li><strong>Terminate the employment contract<\/strong>: Unpaid overtime wage in Turkey constitutes just cause for termination. However, the employee is advised to seek legal advice before exercising this right.<\/li>\n<li><strong>File a lawsuit with the Labor Court<\/strong>: The employee can file a lawsuit in the labor court for unpaid overtime wages. Before filing the lawsuit, the employee must not forget to initiate <a href=\"https:\/\/www.cbhukuk.com\/en\/mediation-process-in-turkey\/\"><strong>mandatory mediation<\/strong><\/a>; otherwise, the case will be dismissed on procedural grounds.<\/li>\n<li><strong>Report to relevant authorities<\/strong>: The employee can file a complaint with the relevant authorities, such as the Ministry of Labor and Social Security or \u0130\u015eKUR, to report the employer for unpaid overtime wages.<\/li>\n<\/ul>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"w-tabs us_custom_064d3121 style_default switch_click accordion has_scrolling\" style=\"--sections-title-size:inherit\"><div class=\"w-tabs-sections titles-align_center icon_chevron cpos_right\"><div class=\"w-tabs-section\" id=\"s74a\"><button class=\"w-tabs-section-header\" aria-controls=\"content-s74a\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\">Precedent Decisions Regarding Overtime Pay in Turkey<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-s74a\"><div class=\"w-tabs-section-content-h i-cf\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>In Turkish labor law, while the Labor Code serves as the primary legal framework, decisions made by Labor Courts and higher courts provide significant guidance for application. Here are some key precedent decisions related to overtime pay:<\/p>\n<ol>\n<li><strong>Punch Card Period vs. Witness Testimony:<\/strong><br \/>\nOvertime can be proven through punch card records for the periods where such records exist, and through witness testimony for other periods.<br \/>\n<em>(Court of Cassation, 22nd Civil Chamber, 2017\/7690 E., 2017\/10364 K., May 8, 2017)<\/em><\/li>\n<li><strong>Excluding Annual Leave Periods:<\/strong><br \/>\nThe periods during which annual leave was not worked should be excluded from overtime calculations.<br \/>\n<em>(Court of Cassation, 9th Civil Chamber, 2010\/17818 E., 2012\/25792 K., July 3, 2012)<\/em><\/li>\n<li><strong>Deducting Breaks from Overtime:<\/strong><br \/>\nBreak periods should be deducted from the total overtime hours. It is incorrect to omit all break periods from the calculation.<br \/>\n<em>(Court of Cassation, 22nd Civil Chamber, 2012\/11806 E., 2013\/1258 K., January 29, 2013)<\/em><\/li>\n<li><strong>Testimony of Former Employees:<\/strong><br \/>\nStatements from employees who left the job before the plaintiff should only be considered for the period up until their departure.<br \/>\n<em>(Court of Cassation, 9th Civil Chamber, 2009\/28466 E., 2011\/47142 K., December 5, 2011)<\/em><\/li>\n<li><strong>Witness Testimony for Overtime:<\/strong><br \/>\nA witness\u2019s testimony only proves overtime for the period during which they worked together with the plaintiff.<br \/>\n<em>(Court of Cassation, 9th Civil Chamber, 2010\/2714 E., 2012\/11039 K., April 2, 2012)<\/em><\/li>\n<li><strong>Inapplicability of Practices from Other Construction Sites:<\/strong><br \/>\nA report based on the work practices from another construction site should not be used as a basis to decide on the overtime claim. Practices from another workplace are not considered precedents.<br \/>\n<em>(Court of Cassation, 9th Civil Chamber, 2015\/11781 E., 2017\/13759 K., September 20, 2017)<\/em><\/li>\n<li><strong>Approval of Time Sheets in Official Workplaces:<\/strong><br \/>\nIn official workplaces, time sheets, even if unsigned, can be considered valid if approved.<br \/>\n<em>(Court of Cassation, 9th Civil Chamber, 2012\/18021 E., 2012\/32780 K., October 3, 2012)<\/em><\/li>\n<li><strong>Credibility of Testimony from Relatives and Close Connections:<\/strong><br \/>\nTestimonies from witnesses who are relatives, clients, neighbors, or co-workers are unreliable for proving working hours, as they are unlikely to know the actual working hours at the workplace.<br \/>\n<em>(Court of Cassation, 22nd Civil Chamber, 2013\/14874 E., 2014\/17902 K., June 18, 2014)<\/em><\/li>\n<\/ol>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column us_custom_275474cc has_text_color\"><div class=\"wpb_wrapper\"><h2><span class=\"ez-toc-section\" id=\"WHAT_IS_OVERTIME_CLAIM_CASE_IN_TURKEY\"><\/span>WHAT IS OVERTIME CLAIM CASE IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>In the event of non-payment of overtime work in Turkey<\/strong>, <strong>the legal recourse<\/strong> <strong>includes<\/strong> <strong>filing a overtime claim lawsuit.<\/strong> This lawsuit may not only involve a claim for past overtime, but also the worker\u2019s other entitlements and compensations. <strong>During the litigation process, attention should be paid not only to the merits of the case but also to procedural rules and <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/data-protection-in-turkey\/\">the confidentiality of personal data<\/a>.<\/strong>\u00a0First, it is crucial to determine whether <strong>the overtime claim concerns overtime during night shifts or claims for working extra hours.<\/strong> This is important because <strong>calculating overtime pay in Turkey<\/strong> requires technical knowledge, and determining the nature of the overtime is the first step.<\/p>\n<p><strong>Before filing a lawsuit for overtime work in Turkey, the mandatory mediation process must be followed.<\/strong> Mediation is an alternative dispute resolution method aimed at resolving conflicts between the parties. The worker can directly communicate <strong>their overtime claim for past overtime<\/strong> to the employer during mediation and negotiate. <strong>After this step, the lawsuit can be filed.<\/strong> However, for the lawsuit to succeed, documents such as pay slips and records of employee check-ins and check-outs provided by the employer are crucial. If the worker is unaware of the details in these documents, <strong>they may opt for filing a claim for an unspecified debt. <\/strong>At the end of the lawsuit, the employee may initiate <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/debt-enforcement-in-turkey\/\"><strong>enforcement proceedings<\/strong><\/a> for the overtime pay awarded by the court.<\/p>\n<p><strong>In this process, where procedural issues take precedence over substantive ones, even the smallest mistake in the legal process could have serious consequences.<\/strong> Therefore, cooperating with <strong>a lawyer specialized in labor law<\/strong> is essential to ensure the lawsuit proceeds smoothly.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Court_Competence_and_Jurisdiction_in_Overtime_Pay_Lawsuits\"><\/span>Court Competence and Jurisdiction in Overtime Pay Lawsuits:<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>Since overtime pay in Turkey is considered part of wage claims, labor courts are responsible for resolving disputes in this regard.<\/strong> In lawsuits concerning claims for overtime pay in Turkey, <strong>the competent court is either the court of the place where the defendant, whether a natural or legal person (<a href=\"https:\/\/www.cbhukuk.com\/en\/corporate-law-in-turkey\/\">the company<\/a>), is domiciled at the time the lawsuit is filed, or the court where the work was performed.<\/strong> In other words, the lawsuit should be filed either in the court of the employer\u2019s residence or the location of the workplace.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Important_Considerations_in_Overtime_Claim_Lawsuits\"><\/span><strong>Important Considerations in Overtime Claim Lawsuits: <\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>Under the Labor Law, it is the worker\u2019s responsibility to prove the overtime claim in Turkey<\/strong>. The worker must support their claims <strong>with consistent records, witness statements, and other evidence<\/strong> to prove they worked overtime without receiving overtime pay. Once these claims are substantiated, the employer is required to pay the worker for <strong>the past overtime claims.<\/strong><\/p>\n<ol>\n<li><strong>Definition of Overtime Pay:\u00a0<\/strong> Overtime pay in Turkey is the compensation paid to workers for additional hours worked beyond regular working hours. It is paid according to the rates specified in the individual employment contract or collective bargaining agreements between the employer and the worker.<\/li>\n<li><strong>Documentation Responsibility:<\/strong> The employer is required to prepare a document containing the working hours of employees who worked overtime and extra hours, and keep a signed copy in the employee&#8217;s personnel file. If overtime is not included in the pay slip, the Court of Cassation recommends calculating the pay based on witness testimonies.<\/li>\n<li><strong>Importance of Written Approval:<\/strong> Overtime work between the employer and the worker should not occur without written approval. The worker has the responsibility to prove whether overtime pay has been received or not.<\/li>\n<li><strong>Record-Keeping Practice:<\/strong> The worker should keep consistent records of their working hours and pay if they are claiming overtime pay in Turkey. These records can be compared with the employer\u2019s records to look for inconsistencies.<\/li>\n<li><strong>Overtime Instruction:<\/strong> The worker should obtain a signed overtime instruction from the employer when working overtime. This instruction shows that the employer determined the working hours and called the worker for overtime.<\/li>\n<li><strong>Blank Spaces in Pay Slips:<\/strong> A blank space in the overtime section of the pay slip does not mean the worker did not work overtime. The worker can prove they worked overtime by using witness statements from colleagues.<\/li>\n<li><strong>Worker Testimony and Claims:<\/strong> The worker&#8217;s testimony plays a significant role in proving the overtime pay claim. The worker can find witnesses who support their claims, and their statements can help verify the accuracy of the claims.<\/li>\n<li><strong>Higher Management Position:<\/strong> In organizations, a worker in a senior management position may not be entitled to overtime pay due to their role in determining workdays and hours.<\/li>\n<li><strong>Proving Claims:<\/strong> The worker should support their claims with bank records and other relevant evidence. Once the worker proves their claims, the employer is obligated to pay the worker the overtime pay as requested.<\/li>\n<\/ol>\n<p>An overtime lawsuit is a case that requires technical expertise and experience; therefore, <strong>seeking legal assistance from an <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/english-speaking-lawyer-in-turkey\/\">English speaking lawyer in Turkey<\/a><\/strong> before initiating the legal process is essential.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"ANNUAL_OVERTIME_LIMIT_OF_270_HOURS_IN_TURKEY\"><\/span><strong>ANNUAL OVERTIME LIMIT OF 270 HOURS IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Overtime work in Turkey<\/strong>, <strong>a common practice in the workplace, should be limited to protect employees&#8217; physical and mental health.<\/strong> To ensure this, the Labor Law sets an upper limit for overtime, <strong>which is a total of 270 hours per year.<\/strong> <strong>An employer can require an employee to work a maximum of 270 hours of overtime in a year in Turkey.<\/strong><\/p>\n<p><strong>If the annual limit of 270 hours is exceeded, the employee has the right to claim overtime pay and to terminate the employment contract for just cause, according to the current legal provisions aimed at protecting workers.<\/strong> The Court of Cassation emphasizes that, under the Labor Law, <strong>employees cannot be required to work overtime beyond 270 hours in a year<\/strong> and stresses that the employer must fully pay the overtime compensation if this limit is not adhered to.<\/p>\n<p>A common situation in practice is the inclusion of a clause in employment contracts stating that <strong>overtime in Turkey for up to 270 hours<\/strong> is covered by the employee&#8217;s monthly salary. This provision is valid within <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/contract-law-in-turkey\/\"><strong>the scope of freedom of contract<\/strong><\/a>. However, for such a clause to be valid, certain conditions must be met. According to judicial precedents,<strong> in cases where the employment contract stipulates that overtime is included in the monthly salary<\/strong> and payments are made accordingly, the payments usually cover overtime up to 270 hours per year. <strong>If overtime exceeds 270 hours<\/strong>, <strong>the employer must make additional payments if the employee can prove the excess hours worked.<\/strong><\/p>\n<p><strong>If the overtime limit is exceeded, the employer may not face an administrative fine, but they are still obligated to pay the employee the wages due for the<\/strong> <strong>excess hours beyond the 270-hour limit<\/strong>. However, the employee may terminate the employment contract for just cause due to the failure to enforce working conditions and may claim <a href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/\"><strong>worker compensation pay.<\/strong><\/a><\/p>\n<h2><strong><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/isten-cikarma-sebepleri.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-4983\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/isten-cikarma-sebepleri-800x269.jpg\" alt=\"overtime wage in Turkey\" width=\"800\" height=\"269\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/isten-cikarma-sebepleri-800x269.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/isten-cikarma-sebepleri-300x101.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/isten-cikarma-sebepleri-1024x345.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/isten-cikarma-sebepleri-100x34.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/isten-cikarma-sebepleri-90x30.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/isten-cikarma-sebepleri.jpg 1280w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/strong><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"IS_IT_POSSIBLE_TO_CLAIM_BACKDATED_OVERTIME_IN_TURKEY\"><\/span><strong>IS IT POSSIBLE TO CLAIM BACKDATED OVERTIME IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>According to Article 32 of the Labor Law, the statute of limitations for overtime claims is 5 years<\/strong>. Employees can <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/file-a-lawsuit-in-turkey\/\"><strong>file a lawsuit in Turkey<\/strong><\/a> within this period to claim backdated overtime. A key point to note is that the employee\u2019s continued work <strong>does not interrupt the statute of limitations.<\/strong><\/p>\n<p><strong>When calculating the<\/strong> <strong>claim for backdated overtime<\/strong>, the working hours defined by the employer must be taken into account. Disputes between the employee&#8217;s requests and <strong>the working hours set by the employer during this period<\/strong> may lead the employee to claim overtime for previous periods.<\/p>\n<p><strong>In summary, the statute of limitations for overtime claims in Turkey starts when the pay becomes due.<\/strong> To be able to claim backdated overtime, the employee must file a lawsuit <strong>within this 5-year period<\/strong>. If no lawsuit is filed within this time frame, <strong>the employee cannot claim overtime pay<\/strong> and will lose their rights in this regard.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"CAN_AN_EMPLOYEE_BE_FORCED_TO_WORK_OVERTIME_IN_TURKEY\"><\/span><strong>CAN AN EMPLOYEE BE FORCED TO WORK OVERTIME IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Under the Labor Law, employers have the right to require employees to work overtime, beyond the weekly 45-hour working limit.<\/strong> However, the employee <strong>must consent to this overtime work<\/strong>. Here\u2019s what you need to know about whether an employee can be forced to work overtime:<\/p>\n<ol>\n<li><strong>Employee&#8217;s Consent and Forced Overtime:<\/strong> An employee cannot be forced to work overtime in Turkey if they do not consent. If an employee is made to work overtime against their will, they have the right to take the matter to the labor court.<\/li>\n<li><strong>Importance of Written Consent:<\/strong> The employer must obtain written consent from the employee before requiring them to work overtime. Employers cannot unilaterally force employees to work overtime without this approval. However, for overtime work in cases of emergency or extraordinary circumstances, such as breakdowns or urgent situations, this written consent is not required.<\/li>\n<li><strong>Annual Consent and Documentation:<\/strong> In workplaces where overtime may be needed, employers must obtain written consent from employees at the start of each year. This consent is kept in the employee&#8217;s personal file. Employers are also required to prepare a report indicating the overtime hours worked by employees.<\/li>\n<li><strong>Administrative Penalty:<\/strong> As of 2025, if an employee is required to work overtime without their consent, an administrative fine of <strong data-start=\"105\" data-end=\"117\">3,837 TL<\/strong> per employee is imposed.<\/li>\n<li><strong>Situations Where Consent is Not Required:<\/strong> In cases of urgent need or extraordinary situations, consent is not required for overtime in Turkey. Examples include:\n<ul>\n<li>Emergency situations such as machinery breakdowns.<\/li>\n<li>Overtime required during mobilization or in workplaces serving national defense needs, where overtime may be ordered by the Cabinet.<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<p>Employers must obtain the necessary consents and properly document <strong>overtime work in Turkey<\/strong> according to the Labor Law. Failure to do so can result in <strong>administrative penalties.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"IS_THERE_A_PENALTY_FOR_FORCING_OVERTIME_IN_TURKEY\"><\/span><strong>IS THERE A PENALTY FOR FORCING OVERTIME IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>According to the Turkish Labor Law (No. 4857), there are administrative fines for forcing employees to work overtime in Turkey.<\/strong> Violations of overtime regulations may result in varying amounts of fines.<\/p>\n<p><strong>The following situations lead to penalties for forcing overtime:<\/strong><\/p>\n<ol>\n<li><strong>Failure to Pay Overtime Wages:<\/strong> If overtime wages are not paid.<\/li>\n<li><strong>Failure to Provide Compensatory Time Off:<\/strong> If employees do not receive the time off they are entitled to within six months.<\/li>\n<li><strong>Failure to Obtain Employee&#8217;s Consent for Overtime:<\/strong> If the employee&#8217;s consent is not obtained before requiring them to work overtime.<\/li>\n<li><strong>Exceeding Working Limits:<\/strong> If the employee works less than 7.5 hours a day but exceeds the overtime limits.<\/li>\n<li><strong>Exceeding Night Work Limits:<\/strong> If night shifts exceed 7.5 hours.<\/li>\n<li><strong>Overtime for Minors:<\/strong> If employees under the age of 18 are required to work overtime.<\/li>\n<li><strong>Overtime for Pregnant, Postpartum, or Breastfeeding Women:<\/strong> If these employees are required to work overtime at night or for more than 7.5 hours a day.<\/li>\n<li><strong>Overtime in Hazardous Work Environments:<\/strong> If overtime is imposed in underground or underwater jobs.<\/li>\n<li><strong>Exceeding Daily Work Hours:<\/strong> If daily work hours exceed 11 hours.<\/li>\n<\/ol>\n<p>If any of these situations occur, the employer may face <strong>administrative penalties<\/strong> under the Turkish Labor Law and the Misdemeanor Law.<\/p>\n<h2 data-start=\"0\" data-end=\"42\"><span class=\"ez-toc-section\" id=\"OVERTIME_CLAIMS_OF_FOREIGN_EMPLOYEES_IN_TURKEY\"><\/span>OVERTIME CLAIMS OF FOREIGN EMPLOYEES IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"44\" data-end=\"379\"><strong>Foreign employees working in <a href=\"https:\/\/www.cbhukuk.com\/en\/company-types-in-turkey\/\">companies operating in Turkey<\/a><\/strong> <strong>or <a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-foreign-company-branch-in-turkey\/\">branches located in Turkey of foreign companies<\/a><\/strong> are subject to the same labor law regulations as local employees. These employees, evaluated under Labor Law No. 4857, <strong>are not subject to a separate legal framework specific to foreign workers under <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/turkish-citizenship\/\">foreigners law<\/a><\/strong> <strong>but instead have all the rights and obligations arising from Turkey&#8217;s labor laws.<\/strong><\/p>\n<p data-start=\"381\" data-end=\"885\"><strong>According to the provisions of the Labor Law, foreign employees, like local employees,<\/strong> <strong>have the right to claim their labor entitlements<\/strong>. In this context, overtime hours and calculations are carried out based on the same principles, and <strong>the conditions for entitlement to overtime pay are identical for both local and foreign workers.<\/strong> If the employer fails to pay overtime wages,<strong> foreign employees also have the right to file a lawsuit before local judicial authorities to claim their labor entitlements.<\/strong><\/p>\n<p data-start=\"887\" data-end=\"1538\">Additionally, employees working in <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-liaison-office-in-turkey\/\">liaison offices of foreign-capital companies operating in Turke<\/a>y<\/strong> are also subject to the provisions of the Labor Law and can assert their rights arising from their employment relationship with their employer within this framework. On the other hand, <strong>the status of <a href=\"https:\/\/www.cbhukuk.com\/en\/tax-on-foreign-income-in-turkey\/\">employees who physically work in Turkey but receive their salaries from a company abroad<\/a><\/strong> is evaluated based on whether their service is connected to Turkey. <strong>If the service is provided in Turkey and has a direct connection with the country, these employees will also be considered under Labor Law No. 4857 and subject to the relevant legal provisions.<\/strong><\/p>\n<p data-start=\"1540\" data-end=\"1725\" data-is-last-node=\"\" data-is-only-node=\"\">In conclusion, <strong>foreign nationals working in Turkey<\/strong> have labor rights equivalent to those of local employees, and their rights are protected under employment contracts and the Labor Law.<\/p>\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 OVERTIME WORK AND PAY UNDER TURKISH LABOR LAW Overtime pay in Turkey refers to the wage entitlement a worker earns for working beyond the weekly working hours specified in the Turkish Labor Law, following the employer\u2019s orders and instructions. As part of the broader concept of wages, failure to provide overtime pay places the...","protected":false},"author":1,"featured_media":2970,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[85],"tags":[],"class_list":["post-2978","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\/2978","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=2978"}],"version-history":[{"count":0,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/posts\/2978\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media\/2970"}],"wp:attachment":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media?parent=2978"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/categories?post=2978"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/tags?post=2978"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}