{"id":3344,"date":"2023-06-02T20:30:37","date_gmt":"2023-06-02T20:30:37","guid":{"rendered":"https:\/\/www.cbhukuk.com\/?p=3344"},"modified":"2026-03-16T22:07:31","modified_gmt":"2026-03-16T22:07:31","slug":"wrongful-termination","status":"publish","type":"post","link":"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/","title":{"rendered":"Wrongful Termination and Workers&#8217; Rights in Turkey"},"content":{"rendered":"<section class=\"l-section wpb_row height_small\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column us_custom_275474cc has_text_color\"><div class=\"wpb_wrapper\"><p><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-3345\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/06\/wrongful-termination-800x400.jpg\" alt=\"wrongful termination\" width=\"800\" height=\"400\" \/><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 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\/wrongful-termination\/#WHAT_ARE_WORKERS_RIGHTS_IN_TURKEY\">WHAT ARE WORKERS&#8217; RIGHTS IN TURKEY?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/#The_Right_to_Receive_Wages\">The Right to Receive Wages<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/#The_Right_to_Demand_Occupational_Health_and_Safety\">The Right to Demand Occupational Health and Safety<\/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\/wrongful-termination\/#The_Right_to_Equal_Treatment\">The Right to Equal Treatment<\/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\/wrongful-termination\/#The_Right_to_Breaks_and_Rest_Periods\">The Right to Breaks and Rest Periods<\/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\/wrongful-termination\/#The_Right_to_Overtime_Pay\">The Right to Overtime Pay<\/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\/wrongful-termination\/#The_Right_to_Object_to_Fundamental_Changes\">The Right to Object to Fundamental Changes<\/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\/wrongful-termination\/#The_Right_to_Rest_and_Leave\">The Right to Rest and Leave<\/a><\/li><\/ul><\/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\/wrongful-termination\/#WHAT_ARE_WOMEN_WORKERS_RIGHTS_IN_TURKEY\">WHAT ARE WOMEN WORKERS&#8217; RIGHTS 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\/wrongful-termination\/#EMPLOYEE_RIGHTS_IN_CASES_OF_UNFAIR_DISMISSAL_IN_TURKEY\">EMPLOYEE RIGHTS IN CASES OF UNFAIR DISMISSAL IN TURKEY<\/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\/wrongful-termination\/#RIGHTS_OF_A_WORKER_SUBJECTED_TO_WRONGFUL_TERMINATION_OF_EMPLOYMENT_CONTRACT_IN_TURKEY\">RIGHTS OF A WORKER SUBJECTED TO WRONGFUL TERMINATION OF EMPLOYMENT CONTRACT 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\/wrongful-termination\/#POINTS_TO_CONSIDER_TO_PROTECT_THE_EMPLOYEE_RIGHTS_IN_TURKEY_SUBJECTED_TO_WRONGFUL_TERMINATION\">POINTS TO CONSIDER TO PROTECT THE EMPLOYEE RIGHTS IN TURKEY SUBJECTED TO WRONGFUL TERMINATION<\/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\/wrongful-termination\/#RIGHTS_OF_A_WORKER_DISMISSED_BEFORE_COMPLETING_ONE_YEAR_IN_TURKEY\">RIGHTS OF A WORKER DISMISSED BEFORE COMPLETING ONE YEAR IN TURKEY<\/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\/wrongful-termination\/#RIGHTS_OF_A_WORKER_DISMISSED_WITH_CODE_25_IN_TURKEY\">RIGHTS OF A WORKER DISMISSED WITH CODE 25 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\/wrongful-termination\/#RIGHTS_OF_AN_EMPLOYEE_DISMISSED_UNDER_ARTICLE_252_OF_THE_LABOR_LAW_FORMERLY_SGK_CODE_29\">RIGHTS OF AN EMPLOYEE DISMISSED UNDER ARTICLE 25\/2 OF THE LABOR LAW (FORMERLY SGK CODE 29)<\/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\/wrongful-termination\/#WHAT_A_DISMISSED_WORKER_SHOULD_DO_FOR_LEGAL_ACTIONS_FOR_UNFAIR_DISMISSAL_IN_TURKEY\">WHAT A DISMISSED WORKER SHOULD DO FOR LEGAL ACTIONS FOR UNFAIR DISMISSAL IN TURKEY?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/#HOW_MUCH_COMPENSATION_FOR_WRONGFUL_TERMINATION_IN_TURKEY_CAN_A_DISMISSED_WORKER_CLAIM\">HOW MUCH COMPENSATION FOR WRONGFUL TERMINATION IN TURKEY CAN A DISMISSED WORKER CLAIM?<\/a><\/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\/wrongful-termination\/#THINGS_TO_PAY_ATTENTION_TO_FOR_A_WORKER_DISMISSED_WITHOUT_COMPENSATION_IN_TURKEY\">THINGS TO PAY ATTENTION TO FOR A WORKER DISMISSED WITHOUT COMPENSATION IN TURKEY<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/#WHAT_ARE_THE_RIGHTS_OF_A_WORKER_GOING_TO_MILITARY_SERVICE\">WHAT ARE THE RIGHTS OF A WORKER GOING TO MILITARY SERVICE?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/#WHAT_ARE_THE_RIGHTS_OF_WORKERS_IN_THE_PRIVATE_SECTOR\">WHAT ARE THE RIGHTS OF WORKERS IN THE PRIVATE SECTOR?<\/a><\/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\/wrongful-termination\/#WHAT_ARE_THE_RIGHTS_OF_A_WORKER_WHO_RESIGNS_IN_TURKEY\">WHAT ARE THE RIGHTS OF A WORKER WHO RESIGNS 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\/wrongful-termination\/#WHAT_SHOULD_A_WORKER_DO_IF_THEY_ARE_DISMISSED_ORALLY\">WHAT SHOULD A WORKER DO IF THEY ARE DISMISSED ORALLY?<\/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\/wrongful-termination\/#RIGHTS_OF_A_WORKER_WHO_IS_EMPLOYED_WITHOUT_SOCIAL_INSURANCE_IN_TURKEY\">RIGHTS OF A WORKER WHO IS EMPLOYED WITHOUT SOCIAL INSURANCE 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\/wrongful-termination\/#WHAT_ARE_FOREIGN_WORKERS_RIGHTS_IN_TURKEY\">WHAT ARE FOREIGN WORKERS&#8217; RIGHTS IN TURKEY?<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n\n<h1><span class=\"ez-toc-section\" id=\"WHAT_ARE_WORKERS_RIGHTS_IN_TURKEY\"><\/span>WHAT ARE WORKERS&#8217; RIGHTS IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p><strong>To understand<\/strong> <strong>the rights of employees dismissed from their jobs with wrongful termination<\/strong>, it is crucial to first recognize <strong>workers&#8217; rights in Turkey<\/strong>. An individual working under an employment agreement according to <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/contract-law-in-turkey\/\"><strong>Turkish Contract Law<\/strong><\/a> is referred to as an employee, and agreements guaranteeing payment in return for labor are called <strong>&#8220;<a href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/\">employment contracts<\/a>.&#8221; An employee represents a person who works dependently and under the instructions of another.<\/strong><\/p>\n<p>Employers, leveraging their economic power and expertise, may impose working conditions unfavorable to employees. <strong>Employee rights in Turkey<\/strong> <strong>are established to protect workers in such situations, granting them legal status through mandatory regulations.<\/strong> According to the Turkish Labor Law, <strong>individuals defined as employees<\/strong> are entitled to the legal rights specified in the legislation.<\/p>\n<p><strong>Notably, there is no requirement for a written employment contract for employees to claim their<\/strong> <strong>workers&#8217; rights in Turkey.<\/strong> Workers without written agreements always retain the ability to assert their <strong>employee rights in Turkey<\/strong> through judicial processes.<\/p>\n<p><strong>Below is a detailed overview of key workers&#8217; rights in Turkey:<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"The_Right_to_Receive_Wages\"><\/span><strong>The Right to Receive Wages<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Among the most basic workers&#8217; rights in Turkey is the right to receive wages (salary).<\/strong> Employers are required to <strong>pay a wage commensurate with the employee&#8217;s labor<\/strong>, which must not be less than <strong>the minimum wage<\/strong>. When setting wages, the salaries of other employees performing similar tasks must also be considered. <strong>Wages must be paid at least monthly<\/strong>; however, this period <strong>can be shortened to as little as<\/strong> <strong>one week<\/strong> <strong>by mutual agreement between the employer and employee.<\/strong><\/p>\n<p><strong>Additionally, wages must be paid in Turkish Lira and typically at the workplace.<\/strong> In workplaces employing at <strong>least five workers<\/strong>, <strong>wages must be paid through banks<\/strong> to ensure transparency and security. These regulations aim to provide employees with the fundamental right to fair and regular payment, <strong>a cornerstone of employee rights in Turkey<\/strong>.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"The_Right_to_Demand_Occupational_Health_and_Safety\"><\/span><strong>The Right to Demand Occupational Health and Safety<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Occupational health and safety is a critical component of workers&#8217; rights in Turkey and is established under the employer\u2019s duty of care.<\/strong>The Turkish Code of Obligations and the Occupational Health and Safety Law No. 6331 outline the responsibilities of employers to minimize <strong>occupational risks, provide training, <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/data-protection-in-turkey\/\">protect personal data<\/a>, supply necessary tools, and ensure health and safety measures<\/strong> adapt to evolving conditions.<\/p>\n<p>The employer must monitor and inspect compliance with <strong>occupational health and safety<\/strong> measures taken in the workplace and address any nonconformities. Responsibilities such as <strong>conducting risk assessments<\/strong>, <strong>considering the employee\u2019s suitability for the job in terms of health and safety, informing employees<\/strong>, <strong>and halting work<\/strong> in cases of vital importance also fall upon the employer.<\/p>\n<p><strong>Employees have the right to<\/strong> <strong>seek compensation for damages resulting from workplace accidents<\/strong>, holding employers accountable for breaches of health and safety obligations. These rights <strong>empower employees to demand safer work environments<\/strong> and pursue remedies for violations, emphasizing the significance of this aspect of <strong>employee legal rights in Turkey<\/strong>.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"The_Right_to_Equal_Treatment\"><\/span><strong>The Right to Equal Treatment<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>The principle of equal treatment<\/strong>, safeguarded under Article 5 of the Labor Law, prohibits discrimination by employers. <strong>This includes ensuring that employees performing work of equal value receive the same conditions and benefits.<\/strong> Breaching this principle allows employees to claim \u201c<strong>discrimination compensation<\/strong>\u201d which may extend to up to <strong>four months\u2019 wages<\/strong> and include restitution for denied rights.<\/p>\n<p>Employers violating this regulation face<strong> administrative fines<\/strong>, reinforcing fairness in the workplace\u2014a fundamental aspect of <strong>workers&#8217; rights in Turkey<\/strong>.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"The_Right_to_Breaks_and_Rest_Periods\"><\/span><strong>The Right to Breaks and Rest Periods<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Another critical part of employee rights in Turkey is the right to breaks and rest periods<\/strong>. A break is a period of rest given within a specified time to allow<strong> the worker to meet their needs<\/strong>, typically falling in <strong>the middle of the working hours<\/strong>. The timing of the break is arranged considering the requirements of the job and the customs of the workplace.<\/p>\n<p>Under Article 68 of the Labor Law, employees <strong>working fewer than 4 hours are entitled to a 15-minute break, those working between 4 and 7.5 hours to a 30-minute break, and employees working more than 7.5 hours to a 1-hour break.<\/strong><\/p>\n<p><strong>Rest breaks<\/strong> <strong>are not considered part of working hours, and employees are not entitled to wages for these periods<\/strong>. They are free to use their breaks as they wish, including spending them outside the workplace if desired. This regulation ensures that <strong>employees can take breaks<\/strong> in accordance with their working conditions and needs, <strong>ultimately enhancing productivity and highlighting the importance of employee rights in Turkey.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"The_Right_to_Overtime_Pay\"><\/span><strong>The Right to Overtime Pay<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Overtime occurs when an employee&#8217;s<\/strong> <strong>weekly working hours exceed 45 hours<\/strong>. In such cases, the worker is entitled to<strong> 1.5 times their regular hourly wage<\/strong> for every additional hour worked. <strong>This regulation ensures fair compensation for extra effort and aligns with the principles of<\/strong> <strong>workers&#8217; rights in Turkey<\/strong>.<\/p>\n<p><strong>In this regard, if the employee&#8217;s weekly working hours exceed 45 hours, it is considered overtime.<\/strong> The employer is obliged to take <strong>the employee&#8217;s consent<\/strong> into account when determining <strong>overtime hours.<\/strong> The regulation on <a href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/\"><strong>overtime pay in Turkey<\/strong><\/a> aims to reduce the employee&#8217;s workload and ensure a safe working environment.<\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"The_Right_to_Object_to_Fundamental_Changes\"><\/span><strong>The Right to Object to Fundamental Changes<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Under Article 22 of the Labor Law,<\/strong> <strong>employers must obtain the worker&#8217;s consent<\/strong> <strong>before implementing significant changes to working conditions.<\/strong> If the employee refuses, they are entitled <strong>to terminate the employment contract and claim compensation.<\/strong> Examples include relocation, wage reductions, or unapproved unpaid leave. The employee&#8217;s right to refuse a fundamental change is one of their <strong>worker&#8217;s rights in Turkey.<\/strong><\/p>\n<p><strong>The employer is obligated to notify the employee<\/strong> <strong>in writing of any fundamental changes.<\/strong> Examples of such fundamental changes include <strong>relocating the employee&#8217;s workplace, assigning them to a different job than their regular one, reducing their salary, cutting benefits, changing shifts, demoting them, or placing them on unpaid leave<\/strong> without their consent.<\/p>\n<p><strong>The employer making such fundamental changes without the employee&#8217;s consent can disrupt the balance of the employment relationship in Turkey.<\/strong> Therefore, it is important for the employer <strong>to establish clear communication with the employee<\/strong> and <strong>obtain their consent<\/strong> before implementing such changes. Otherwise, the employee gains the right to terminate <strong>the employment contract and claim compensation.<\/strong> <strong>This is an essential aspect of employee rights in Turkey.<\/strong><\/p>\n<ul>\n<li>\n<h3><span class=\"ez-toc-section\" id=\"The_Right_to_Rest_and_Leave\"><\/span><strong>The Right to Rest and Leave<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p><strong>Employee rest rights in Turkey<\/strong> are divided into various categories to help workers balance their work and family life. These rights include <strong>annual paid leave, weekly rest leave, holiday and public holiday pay, maternity leave, and leave for personal reasons.<\/strong><\/p>\n<ol>\n<li><strong>Weekly Rest<\/strong>: According to Article 46 of the Labor Law, employees are entitled to <strong>a<\/strong> <strong>minimum of 24 hours of uninterrupted rest within a 7-day period.<\/strong> This rest period is referred to as <strong>&#8220;weekly rest.&#8221;<\/strong> If the employee does not work on the weekly rest day, the employer is required to pay<strong> the full salary for that day<\/strong> without any work in return.<\/li>\n<li data-start=\"41\" data-end=\"239\"><strong data-start=\"41\" data-end=\"83\">National Holidays and Public Holidays:<\/strong> On national and public holidays, <strong>employees are paid their full salary<\/strong>. If they do not work on these days, they are paid a full day&#8217;s wage for each day off.<\/li>\n<li data-start=\"241\" data-end=\"440\"><strong data-start=\"241\" data-end=\"263\">Annual Paid Leave:<\/strong> After working for at least one year, an employee is entitled to <a href=\"https:\/\/www.cbhukuk.com\/en\/annual-leave-calculation\/\"><strong>annual paid leave<\/strong><\/a>. Depending on their length of service, they can take between <strong>14 and 26 days of leave per year.<\/strong><\/li>\n<li data-start=\"442\" data-end=\"736\"><strong data-start=\"442\" data-end=\"474\">Half-Work Leave After Birth:<\/strong> Employees who <strong>complete maternity leave or adopt a child under 3 years old<\/strong> are entitled to half of their weekly working hours as unpaid leave. This leave is granted for <strong>60 days<\/strong> <strong>after the first birth, 120 days<\/strong> <strong>after the second, and 180 days for subsequent births.<\/strong><\/li>\n<li data-start=\"738\" data-end=\"890\"><strong data-start=\"738\" data-end=\"765\">Unpaid Maternity Leave:<\/strong> A female employee has the option to take up to 6 months of unpaid leave after <strong>the 16-week maternity leave period<\/strong> if desired.<\/li>\n<li data-start=\"892\" data-end=\"1187\"><strong data-start=\"892\" data-end=\"912\">Emergency Leave:<\/strong> In situations where it is not possible to expect an employee to work, <strong>such as marriage, adoption, the death of a family member, the birth of a spouse&#8217;s child, or the treatment of a child with a disability or chronic illness<\/strong>, they are granted paid leave for specific periods.<\/li>\n<\/ol>\n<p><strong>These leave provisions reflect the commitment to ensuring that workers&#8217; rights in Turkey address both professional and personal needs.<\/strong> This comprehensive framework of <strong>employee rights in Turkey<\/strong> is designed to protect employees and promote fairness in the workplace, <strong>ensuring a balanced and equitable working environment.<\/strong><\/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-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\">Labor Law Article 19<\/a><\/p>\n<p data-start=\"15\" data-end=\"212\"><strong data-start=\"15\" data-end=\"73\"><span class=\"_fadeIn_m1hgl_8\">Procedure <\/span><span class=\"_fadeIn_m1hgl_8\">for <\/span><span class=\"_fadeIn_m1hgl_8\">Termination <\/span><span class=\"_fadeIn_m1hgl_8\">of <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">Contract\u00a0<\/span><\/strong><\/p>\n<p data-start=\"15\" data-end=\"212\"><span class=\"_fadeIn_m1hgl_8\">The <\/span><span class=\"_fadeIn_m1hgl_8\">employer <\/span><span class=\"_fadeIn_m1hgl_8\">is <\/span><span class=\"_fadeIn_m1hgl_8\">obliged <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">deliver <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">notice <\/span><span class=\"_fadeIn_m1hgl_8\">of <\/span><span class=\"_fadeIn_m1hgl_8\">termination <\/span><span class=\"_fadeIn_m1hgl_8\">in <\/span><span class=\"_fadeIn_m1hgl_8\">writing <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">must <\/span><span class=\"_fadeIn_m1hgl_8\">clearly <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">precisely <\/span><span class=\"_fadeIn_m1hgl_8\">state <\/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><\/p>\n<p data-start=\"214\" data-end=\"523\" data-is-last-node=\"\" data-is-only-node=\"\"><span class=\"_fadeIn_m1hgl_8\">An <\/span><span class=\"_fadeIn_m1hgl_8\">indefinite-<\/span><span class=\"_fadeIn_m1hgl_8\">term <\/span><span class=\"_fadeIn_m1hgl_8\">employment <\/span><span class=\"_fadeIn_m1hgl_8\">contract <\/span><span class=\"_fadeIn_m1hgl_8\">cannot <\/span><span class=\"_fadeIn_m1hgl_8\">be <\/span><span class=\"_fadeIn_m1hgl_8\">terminated <\/span><span class=\"_fadeIn_m1hgl_8\">due <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employee&#8217;s <\/span><span class=\"_fadeIn_m1hgl_8\">conduct <\/span><span class=\"_fadeIn_m1hgl_8\">or <\/span><span class=\"_fadeIn_m1hgl_8\">performance <\/span><span class=\"_fadeIn_m1hgl_8\">without <\/span><span class=\"_fadeIn_m1hgl_8\">first <\/span><span class=\"_fadeIn_m1hgl_8\">obtaining <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employee\u2019s <\/span><span class=\"_fadeIn_m1hgl_8\">defense <\/span><span class=\"_fadeIn_m1hgl_8\">regarding <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">allegations. <\/span><span class=\"_fadeIn_m1hgl_8\">However, <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employer&#8217;s <\/span><span class=\"_fadeIn_m1hgl_8\">right <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">terminate <\/span><span class=\"_fadeIn_m1hgl_8\">in <\/span><span class=\"_fadeIn_m1hgl_8\">accordance <\/span><span class=\"_fadeIn_m1hgl_8\">with <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">conditions <\/span><span class=\"_fadeIn_m1hgl_8\">set <\/span><span class=\"_fadeIn_m1hgl_8\">forth <\/span><span class=\"_fadeIn_m1hgl_8\">in <\/span><span class=\"_fadeIn_m1hgl_8\">Article <\/span><span class=\"_fadeIn_m1hgl_8\">25, <\/span><span class=\"_fadeIn_m1hgl_8\">paragraph (<\/span><span class=\"_fadeIn_m1hgl_8\">II), <\/span><span class=\"_fadeIn_m1hgl_8\">is <\/span><span class=\"_fadeIn_m1hgl_8\">reserved.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"w-separator size_medium\"><\/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_WOMEN_WORKERS_RIGHTS_IN_TURKEY\"><\/span>WHAT ARE WOMEN WORKERS&#8217; RIGHTS IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Women workers are a group of employees subject to special regulations due to biological differences. <strong>Regulations regarding women&#8217;s labor rights in Turkey generally concern pregnancy and childbirth processes and aim to protect the health and safety of women workers.<\/strong> For example, specific restrictions may be imposed <strong>to protect pregnant workers employed in mines.<\/strong><\/p>\n<p>However, apart from such exceptional regulations, <strong>gender-based discrimination between male and female workers is generally prohibited.<\/strong> The rights granted to <strong>women workers in Turkey<\/strong> are usually determined by considering their specific needs and living conditions.<\/p>\n<p><strong>The rights of women workers in Turkey can be expressed as follows:<\/strong><\/p>\n<ul>\n<li><strong>Breastfeeding Leave and Maternity Leave<\/strong>: Women workers must be granted certain leaves, <strong>such as breastfeeding leave, after giving birth.<\/strong> Maternity leave covers the necessary period to protect the health of the woman worker and to care for the baby.<\/li>\n<li><strong>Right to Terminate Employment Contract<\/strong>: Women employees have <strong>the right to terminate their employment contract without providing any justification within one year from the date of marriage<\/strong>, provided they prove their marriage, and thereby become entitled to severance pay. This aims to provide flexibility for changes experienced after marriage.<\/li>\n<\/ul>\n<p><strong>Regulations on women&#8217;s labor rights in Turkey are designed to help women workers balance their work and family lives.<\/strong><\/p>\n<h2><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/kidem-tazminati-alma-sartlari-e1735640386784.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-4807\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/kidem-tazminati-alma-sartlari-800x180.jpg\" alt=\"employee rights in Turkey\" width=\"800\" height=\"180\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/kidem-tazminati-alma-sartlari-800x180.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/kidem-tazminati-alma-sartlari-300x68.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/kidem-tazminati-alma-sartlari-1024x231.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/kidem-tazminati-alma-sartlari-100x23.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/kidem-tazminati-alma-sartlari-90x20.jpg 90w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"EMPLOYEE_RIGHTS_IN_CASES_OF_UNFAIR_DISMISSAL_IN_TURKEY\"><\/span>EMPLOYEE RIGHTS IN CASES OF UNFAIR DISMISSAL IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The rights of a dismissed worker<\/strong> <strong>are based on the Turkish legal system,<\/strong> particularly the Labor Law No. 4857 and other relevant labor law legislation. <strong>A dismissed worker in Turkey<\/strong> <strong>has various rights subject to certain conditions:<\/strong><\/p>\n<ol>\n<li><strong>Severance Pay<\/strong>: The most significant right of a dismissed worker in Turkey is <a href=\"https:\/\/www.cbhukuk.com\/en\/severance-pay-calculation\/\"><strong>severance pay<\/strong><\/a>. The worker may claim severance pay proportional to their tenure at the workplace as of the date of dismissal. <strong>Severance pay<\/strong> <strong>is determined based on the worker&#8217;s length of service and the reason for dismissal.<\/strong><\/li>\n<li><strong>Notice Compensation<\/strong>: A worker who is dismissed without notice and without a justified reason for immediate termination in cases of <strong>unfair dismissal in Turkey<\/strong> <strong>is entitled to claim notice compensation.<\/strong> The employer is obligated to provide written notification of the dismissal reason and pay notice compensation <strong>if the required notice period is not observed.<\/strong><\/li>\n<li><strong>Dismissal Notification<\/strong>: In cases of <strong>unfair dismissal in Turkey<\/strong>, the employer must provide a written dismissal notice to the worker and clearly state the reason for the dismissal.<\/li>\n<li><strong>Unused Leave and Holidays<\/strong>: <strong>The unused annual leave, national holidays, general public holidays, and weekly rest days<\/strong> of the worker must be determined, and payments related to these days must be made.<\/li>\n<li><strong>Overtime Pay<\/strong>: <strong>The overtime pay<\/strong> for the worker&#8217;s additional hours must be paid to the worker.<\/li>\n<li><strong>Claim and Compensation Lawsuit<\/strong>: The worker may file a lawsuit in labor court for any <strong>unpaid labor claims or compensation<\/strong> owed to them.<\/li>\n<\/ol>\n<div class=\"flex-shrink-0 flex flex-col relative items-end\">\n<div>\n<div class=\"pt-0\"><span class=\"_fadeIn_m1hgl_8\">If <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">dismissed <\/span><span class=\"_fadeIn_m1hgl_8\">employee <\/span><span class=\"_fadeIn_m1hgl_8\">has <\/span><span class=\"_fadeIn_m1hgl_8\">passed <\/span><span class=\"_fadeIn_m1hgl_8\">away, <\/span><strong data-start=\"43\" data-end=\"129\"><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employee\u2019s <\/span><span class=\"_fadeIn_m1hgl_8\">legal <\/span><span class=\"_fadeIn_m1hgl_8\">heirs <\/span><span class=\"_fadeIn_m1hgl_8\">are <\/span><span class=\"_fadeIn_m1hgl_8\">entitled <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">claim <\/span><span class=\"_fadeIn_m1hgl_8\">any <\/span><span class=\"_fadeIn_m1hgl_8\">outstanding <\/span><span class=\"_fadeIn_m1hgl_8\">labor <\/span><span class=\"_fadeIn_m1hgl_8\">receivables<\/span><\/strong> <span class=\"_fadeIn_m1hgl_8\"><strong>under<\/strong> <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/inheritance-law-in-turkey\/\"><strong>Turkish inheritance law<\/strong><\/a><\/span><strong><span class=\"_fadeIn_m1hgl_8\">\u00a0<\/span><\/strong><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">may <\/span><span class=\"_fadeIn_m1hgl_8\">request <\/span><span class=\"_fadeIn_m1hgl_8\">them <\/span><span class=\"_fadeIn_m1hgl_8\">through <\/span><a href=\"https:\/\/www.cbhukuk.com\/en\/probate-in-turkey\/\"><strong><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">inheritance <\/span><span class=\"_fadeIn_m1hgl_8\">transfer process<\/span><\/strong><\/a><span class=\"_fadeIn_m1hgl_8\">. <\/span><strong data-start=\"215\" data-end=\"284\"><span class=\"_fadeIn_m1hgl_8\">If <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employer <\/span><span class=\"_fadeIn_m1hgl_8\">fails <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">pay <\/span><span class=\"_fadeIn_m1hgl_8\">these <\/span><span class=\"_fadeIn_m1hgl_8\">labor <\/span><span class=\"_fadeIn_m1hgl_8\">receivables <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">heirs<\/span><\/strong><span class=\"_fadeIn_m1hgl_8\">, <\/span><span class=\"_fadeIn_m1hgl_8\">they <\/span><span class=\"_fadeIn_m1hgl_8\">may <\/span><span class=\"_fadeIn_m1hgl_8\">file <\/span><span class=\"_fadeIn_m1hgl_8\">a <\/span><span class=\"_fadeIn_m1hgl_8\">lawsuit <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">initiate <\/span><a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/debt-enforcement-in-turkey\/\"><strong><span class=\"_fadeIn_m1hgl_8\">enforcement <\/span><span class=\"_fadeIn_m1hgl_8\">proceedings<\/span><\/strong><\/a> <span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">recover <\/span><strong data-start=\"358\" data-end=\"442\"><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">severance <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">other <\/span><span class=\"_fadeIn_m1hgl_8\">employment-<\/span><span class=\"_fadeIn_m1hgl_8\">related <\/span><span class=\"_fadeIn_m1hgl_8\">entitlements <\/span><span class=\"_fadeIn_m1hgl_8\">of <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">deceased <\/span><span class=\"_fadeIn_m1hgl_8\">employee<\/span><\/strong><span class=\"_fadeIn_m1hgl_8\">.\u00a0<\/span><\/div>\n<div><\/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=\"9f5f4c4f-6cca-4f46-a6e2-8771fc4fdd8e\" 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>It is recommended that workers facing <strong>unfair dismissal in Turkey<\/strong> review the relevant legislation and <a href=\"https:\/\/www.cbhukuk.com\/en\/online-legal-services\/\"><strong>seek legal advice in Turkey<\/strong><\/a> to protect their legal rights and take the necessary legal steps if needed.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<h2><span class=\"ez-toc-section\" id=\"RIGHTS_OF_A_WORKER_SUBJECTED_TO_WRONGFUL_TERMINATION_OF_EMPLOYMENT_CONTRACT_IN_TURKEY\"><\/span>RIGHTS OF A WORKER SUBJECTED TO WRONGFUL TERMINATION OF EMPLOYMENT CONTRACT IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The rights of a worker subjected to <strong>wrongful termination of employment contract in Turkey<\/strong> include various elements, and the worker may pursue legal avenues to exercise these rights:<\/p>\n<ol>\n<li><strong>Reinstatement Lawsuit<\/strong>: One of the rights of a worker subjected to <strong>wrongful termination<\/strong> is the ability to file <a href=\"https:\/\/www.cbhukuk.com\/en\/reinstatement-lawsuit\/\"><strong>a reinstatement lawsuit in Turkey<\/strong><\/a> if certain conditions are met. The employer must prove that<strong> the termination was lawful<\/strong>, or the worker must demonstrate that the termination was based on another reason.<\/li>\n<li><strong>Severance Pay<\/strong>: If the employer terminates the worker based on a valid reason, the worker may claim <a href=\"https:\/\/www.cbhukuk.com\/kidem-tazminati-hesaplama\/\"><strong>severance pay<\/strong><\/a>. However, in cases of termination without notice, <strong>severance pay is not provided<\/strong>, and the worker may need to pursue legal remedies for this right.<\/li>\n<li><strong>Notice Compensation<\/strong>: If the employer cannot prove the legality of the termination or <strong>if the worker can prove that the termination<\/strong> was based on another reason, the worker may claim <strong>notice compensation.<\/strong><\/li>\n<li><strong>Claims for Unpaid Amounts<\/strong>: After termination, the worker may claim <strong>unpaid or underpaid entitlements<\/strong> such as annual leave pay, public holiday pay, weekend pay, overtime pay, national holiday pay, and regular wages.<\/li>\n<li><strong>Bad Faith Compensation<\/strong>: If the employer terminates the employment contract in bad faith, the worker may claim <strong>bad faith compensation<\/strong> if the conditions are met.<\/li>\n<\/ol>\n<p><strong>The rights of a worker subjected to wrongful termination in Turkey can be protected by initiating legal proceedings against the employer.<\/strong>Workers&#8217; rights in Turkey allow a worker dismissed without compensation to seek their entitlements before the Turkish Labor Court.<\/p>\n<p><strong>However, it is important to note that some sectors may be subject to different legal regulations<\/strong>. For example, <a href=\"https:\/\/www.cbhukuk.com\/en\/maritime-labor-law-in-turkey\/\"><strong>the legal rights of seafarers<\/strong><\/a> are governed by Maritime Labor Law, while <a href=\"https:\/\/www.cbhukuk.com\/en\/collection-of-footballers-debts\/\"><strong>the legal rights of athletes<\/strong><\/a> are subject to special regulations in Sports Law. Therefore, an employee who has been dismissed should carefully examine <strong>which legal framework applies<\/strong> <strong>before initiating<\/strong> <strong>legal proceedings to claim their rights<\/strong>.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"POINTS_TO_CONSIDER_TO_PROTECT_THE_EMPLOYEE_RIGHTS_IN_TURKEY_SUBJECTED_TO_WRONGFUL_TERMINATION\"><\/span>POINTS TO CONSIDER TO PROTECT THE EMPLOYEE RIGHTS IN TURKEY SUBJECTED TO WRONGFUL TERMINATION<span class=\"ez-toc-section-end\"><\/span><\/h2>\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=\"4ce76469-b7a8-4658-8762-464d02d15316\" 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>To protect their rights under <strong>workers&#8217; rights in Turkey<\/strong>, a worker subjected to <strong>wrongful termination in Turkey<\/strong> must pay attention to the following important points:<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<ul>\n<li><strong>Signing of a Release Document<\/strong>: If the employer asks the worker to sign <strong>a release document<\/strong>, the worker must carefully review and understand its content. <strong>A release document<\/strong> may restrict the worker&#8217;s ability to claim rights later. <strong>Signing an incorrect release document could result in losing their rights.<\/strong><\/li>\n<li><strong>Exit Code<\/strong>: The exit code reported by the employer is significant for <strong>unemployment insurance and other rights<\/strong>. The worker must ensure that the correct exit code is used to protect their legal rights.<\/li>\n<li><strong>Payroll Fraud and Accounting Records<\/strong>: Payroll and accounting records maintained by the employer <strong>affect labor entitlements<\/strong>. It is important to check for<strong> any missing or incorrect payments.<\/strong><\/li>\n<li><strong>Signing a Resignation Document<\/strong>: If the employer attempts to have the worker <strong>sign a document indicating resignation<\/strong>, the worker should object to protect their actual reasons and rights.<\/li>\n<li><strong>Mediation Process<\/strong>: If the employer misuses the <strong>mediation proces<\/strong>s, the worker must follow this process carefully and take necessary steps to protect their rights.<\/li>\n<\/ul>\n<p>To protect their rights effectively under <strong>workers&#8217; rights in Turkey<\/strong>, a worker subjected to <strong>wrongful termination<\/strong> must pay attention to these points and, if necessary, <strong>consult a professional legal advisor<\/strong>. Obtaining support during legal proceedings can help the worker defend their <strong>workers&#8217; rights in Turkey due to wrongful termination comprehensively.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"RIGHTS_OF_A_WORKER_DISMISSED_BEFORE_COMPLETING_ONE_YEAR_IN_TURKEY\"><\/span>RIGHTS OF A WORKER DISMISSED BEFORE COMPLETING ONE YEAR IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Legal actions for unfair dismissal in Turkey<\/strong> <strong>determine that the rights of a worker dismissed before completing one year are governed under the labor laws.<\/strong> During this period, the <strong>worker does not qualify for severance pay<\/strong>. For example, if the termination occurs within the first year of employment, <strong>the worker is not entitled to severance pay<\/strong>. However, if the worker has been employed by the same employer for one year or more, <strong>the right to severance pay arises.<\/strong><\/p>\n<p><strong>Aside from severance pay, the rights of a worker dismissed before completing one year are protected by law.<\/strong> The worker can claim <strong>unpaid wages, public holiday and weekend holiday payments, and other labor-related receivables.<\/strong> If the employer neglects to fulfill these obligations, the worker can pursue legal remedies to claim their rights.<\/p>\n<p><strong>One of the rights of a worker dismissed before completing one year<\/strong>, <strong>under legal actions for unfair dismissal in Turkey, is the right to claim notice compensation.<\/strong> If the employer fails to provide the required <strong>notice period upon dismissal<\/strong>, the worker may be entitled to notice compensation. <strong>Notice compensation<\/strong> is paid when an employer dismisses a worker without valid grounds and <strong>without adhering to the notice period.<\/strong><\/p>\n<p><strong>Therefore, it is crucial for a worker dismissed without severance pay to focus on other legal rights beyond severance pay.<\/strong> The worker can use legal avenues to claim these rights when necessary.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"RIGHTS_OF_A_WORKER_DISMISSED_WITH_CODE_25_IN_TURKEY\"><\/span>RIGHTS OF A WORKER DISMISSED WITH CODE 25 IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><a href=\"https:\/\/www.cbhukuk.com\/en\/employment-termination-codes\/\"><strong>The Social Security Institution (SGK) exit code 25<\/strong><\/a> is used in dismissals where the employment contract is terminated due to <strong>the worker&#8217;s behavior violating moral and goodwill principles.<\/strong> <strong>A worker dismissed with Code 25 is not entitled to severance pay or unemployment benefits.<\/strong> However, the worker cannot claim notice compensation under this code.<\/p>\n<p><strong>According to Article 24, paragraph 2 of the Turkish Labor Law No. 4857, certain employer actions<\/strong> <strong>may justify immediate termination by the worker.<\/strong><\/p>\n<p><strong>These actions include:<\/strong><\/p>\n<p><em>a) The employer providing <strong>misleading information during the employment contract process<\/strong>, thereby deceiving the worker.<\/em><br \/>\n<em>b) The employer <strong>insulting the honor or dignity of the worker or their family members or engaging in sexual harassment.<\/strong><\/em><br \/>\n<em>c) The employer <strong>assaulting, intimidating, encouraging unlawful behavior, inciting crimes, or committing an act leading to imprisonment<\/strong> against the worker or their family members.<\/em><br \/>\n<em>d) The worker being subjected to <strong>sexual harassment<\/strong>, with the employer failing to take necessary measures despite being aware of the situation.<\/em><br \/>\n<em>e) The employer <strong>failing to calculate or pay the worker\u2019s wages<\/strong> in accordance with legal or contractual provisions.<\/em><br \/>\n<em>f) The employer agreeing to pay wages based on piecework or output but not providing <strong>sufficient work or compensating<\/strong> for the difference between agreed and actual wages.<\/em><\/p>\n<p><strong>In these cases, the worker has the right to terminate the employment contract immediately for valid reasons.<\/strong> If the termination occurs under these circumstances, <strong>SGK records it with exit code \u201c25.\u201d<\/strong><\/p>\n<p><strong>The rights of an employee dismissed under code 25<\/strong> <strong>are protected in terms of labor claims.<\/strong> If the employee has claims <strong>such as unpaid salary or overtime pay<\/strong>, these are considered part of the rights of <strong>an employee dismissed under code 25<\/strong>, and they can be claimed from the employer.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"RIGHTS_OF_AN_EMPLOYEE_DISMISSED_UNDER_ARTICLE_252_OF_THE_LABOR_LAW_FORMERLY_SGK_CODE_29\"><\/span>RIGHTS OF AN EMPLOYEE DISMISSED UNDER ARTICLE 25\/2 OF THE LABOR LAW (FORMERLY SGK CODE 29)<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong><span class=\"_fadeIn_m1hgl_8\">The <\/span><span class=\"_fadeIn_m1hgl_8\">SGK <\/span><span class=\"_fadeIn_m1hgl_8\">Code <\/span><\/strong><span class=\"_fadeIn_m1hgl_8\"><strong>29<\/strong>, <\/span><strong><span class=\"_fadeIn_m1hgl_8\">which <\/span><span class=\"_fadeIn_m1hgl_8\">was <\/span><span class=\"_fadeIn_m1hgl_8\">applied <\/span><span class=\"_fadeIn_m1hgl_8\">in <\/span><span class=\"_fadeIn_m1hgl_8\">cases <\/span><span class=\"_fadeIn_m1hgl_8\">of <\/span><span class=\"_fadeIn_m1hgl_8\">dismissal <\/span><span class=\"_fadeIn_m1hgl_8\">under <\/span><span class=\"_fadeIn_m1hgl_8\">Article <\/span><span class=\"_fadeIn_m1hgl_8\">25\/<\/span><span class=\"_fadeIn_m1hgl_8\">2 <\/span><span class=\"_fadeIn_m1hgl_8\">of <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">Labor <\/span><span class=\"_fadeIn_m1hgl_8\">Law, <\/span><span class=\"_fadeIn_m1hgl_8\">was <\/span><span class=\"_fadeIn_m1hgl_8\">abolished <\/span><span class=\"_fadeIn_m1hgl_8\">due <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">employers&#8217; <\/span><span class=\"_fadeIn_m1hgl_8\">misuse. <\/span><\/strong><span class=\"_fadeIn_m1hgl_8\">In <\/span><span class=\"_fadeIn_m1hgl_8\">its <\/span><span class=\"_fadeIn_m1hgl_8\">place, <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">Social <\/span><span class=\"_fadeIn_m1hgl_8\">Security <\/span><span class=\"_fadeIn_m1hgl_8\">Institution (<\/span><span class=\"_fadeIn_m1hgl_8\">SGK) <\/span><span class=\"_fadeIn_m1hgl_8\">introduced <\/span><strong><span class=\"_fadeIn_m1hgl_8\">specific <\/span><span class=\"_fadeIn_m1hgl_8\">codes <\/span><span class=\"_fadeIn_m1hgl_8\">numbered <\/span><span class=\"_fadeIn_m1hgl_8\">between <\/span><span class=\"_fadeIn_m1hgl_8\">44 <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">50, <\/span><\/strong><span class=\"_fadeIn_m1hgl_8\">each <\/span><span class=\"_fadeIn_m1hgl_8\">corresponding <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">a <\/span><span class=\"_fadeIn_m1hgl_8\">particular <\/span><span class=\"_fadeIn_m1hgl_8\">ground <\/span><span class=\"_fadeIn_m1hgl_8\">for <\/span><span class=\"_fadeIn_m1hgl_8\">termination <\/span><span class=\"_fadeIn_m1hgl_8\">under <\/span><span class=\"_fadeIn_m1hgl_8\">this <\/span><span class=\"_fadeIn_m1hgl_8\">article. <\/span><strong><span class=\"_fadeIn_m1hgl_8\">The <\/span><span class=\"_fadeIn_m1hgl_8\">rights <\/span><span class=\"_fadeIn_m1hgl_8\">of <\/span><span class=\"_fadeIn_m1hgl_8\">an <\/span><span class=\"_fadeIn_m1hgl_8\">employee <\/span><span class=\"_fadeIn_m1hgl_8\">dismissed in Turkey <\/span><span class=\"_fadeIn_m1hgl_8\">under <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">former <\/span><span class=\"_fadeIn_m1hgl_8\">SGK <\/span><span class=\"_fadeIn_m1hgl_8\">Code <\/span><\/strong><span class=\"_fadeIn_m1hgl_8\"><strong>29<\/strong> in <\/span><span class=\"_fadeIn_m1hgl_8\">may <\/span><span class=\"_fadeIn_m1hgl_8\">be <\/span><span class=\"_fadeIn_m1hgl_8\">restricted <\/span><span class=\"_fadeIn_m1hgl_8\">if <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employer <\/span><span class=\"_fadeIn_m1hgl_8\">terminates <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">contract <\/span><span class=\"_fadeIn_m1hgl_8\">immediately <\/span><span class=\"_fadeIn_m1hgl_8\">with <\/span><span class=\"_fadeIn_m1hgl_8\">just <\/span><span class=\"_fadeIn_m1hgl_8\">cause <\/span><span class=\"_fadeIn_m1hgl_8\">based <\/span><span class=\"_fadeIn_m1hgl_8\">on <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">following <\/span><span class=\"_fadeIn_m1hgl_8\">situations:<\/span><\/p>\n<p><em>a) The worker<strong> falsely claiming to possess qualifications or requirements essential for the job or providing misleading or incorrect information<\/strong> during the employment process.<\/em><br \/>\n<em>b) The worker <strong>damaging the honor, <a href=\"https:\/\/www.cbhukuk.com\/en\/insult-crime-in-turkey\/\">insult<\/a> or dignity of the employer or their family members, engaging in immoral behavior, or making false complaints<\/strong> and accusations against the employer.<\/em><br \/>\n<em>c) The worker committing <strong>sexual harassment against another employee<\/strong> of the employer.<\/em><br \/>\n<em>d) The worker <strong>assaulting the employer or their family members, reporting to work under the influence of alcohol or drugs, or using such substances<\/strong> in the workplace.<\/em><br \/>\n<em>e) The worker engaging in <strong>dishonest behavior, such as breaching the employer\u2019s trust, stealing, or disclosing trade secrets.<\/strong><\/em><br \/>\n<em>f) The worker committing <strong>a crime punishable by more than seven days of imprisonment<\/strong> without suspension.<\/em><br \/>\n<em>g) The worker being <strong>absent without permission or valid reason for two consecutive workdays, two workdays following holidays within a month, or three workdays within a month.<\/strong><\/em><br \/>\n<em>h) The worker failing to perform <strong>their duties despite reminders.<\/strong><\/em><br \/>\n<em>i) The worker endangering workplace safety due<strong> to negligence or causing damage to workplace equipment, machinery, or property<\/strong> equivalent to at least 30 days of their wage.<\/em><\/p>\n<p><span class=\"_fadeIn_m1hgl_8\">In <\/span><span class=\"_fadeIn_m1hgl_8\">such <\/span><span class=\"_fadeIn_m1hgl_8\">cases, <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">employer <\/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><strong><span class=\"_fadeIn_m1hgl_8\">use <\/span><span class=\"_fadeIn_m1hgl_8\">one <\/span><span class=\"_fadeIn_m1hgl_8\">of <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">specific <\/span><span class=\"_fadeIn_m1hgl_8\">SGK <\/span><span class=\"_fadeIn_m1hgl_8\">codes <\/span><span class=\"_fadeIn_m1hgl_8\">numbered <\/span><span class=\"_fadeIn_m1hgl_8\">between <\/span><span class=\"_fadeIn_m1hgl_8\">44 <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><\/strong><span class=\"_fadeIn_m1hgl_8\"><strong>50<\/strong>, <\/span><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.\u00a0 <\/span>Workers dismissed with these SGK codes are not entitled to <strong>severance pay<\/strong>, <strong>notice compensation<\/strong>, or <strong>unemployment benefits<\/strong>.<\/p>\n<p><strong>However, workers dismissed with <span class=\"_fadeIn_m1hgl_8\">SGK <\/span><span class=\"_fadeIn_m1hgl_8\">codes <\/span><span class=\"_fadeIn_m1hgl_8\">numbered <\/span><span class=\"_fadeIn_m1hgl_8\">between <\/span><span class=\"_fadeIn_m1hgl_8\">44 <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">50<\/span> still retain rights regarding labor receivables<\/strong>. If the worker has unpaid wages, overtime pay, or other entitlements, they can claim these from the employer. <strong>These rights are considered valid even in cases of<\/strong> <strong>dismissal with just cause.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"WHAT_A_DISMISSED_WORKER_SHOULD_DO_FOR_LEGAL_ACTIONS_FOR_UNFAIR_DISMISSAL_IN_TURKEY\"><\/span>WHAT A DISMISSED WORKER SHOULD DO FOR LEGAL ACTIONS FOR UNFAIR DISMISSAL IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>If a worker believes they have been unfairly dismissed, they can take the following steps for unfair dismissal in Turkey:<\/strong><\/p>\n<ul>\n<li><strong>Filing a Reinstatement Lawsuit<\/strong>: A worker dismissed without compensation may file a <strong>reinstatement lawsuit<\/strong> if they meet the conditions outlined in Turkish labor law, with specific criteria that must be satisfied for such cases to proceed under compensation for <strong>wrongful termination in Turkey.<\/strong><\/li>\n<li><strong>Claiming Severance and Notice Compensation<\/strong>: Workers dismissed without <a href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/\"><strong>worker&#8217;s compensation in Turkey<\/strong><\/a> are entitled to severance and notice compensation.<\/li>\n<li style=\"list-style-type: none;\">\n<ul>\n<li><strong><em>Severance Compensation<\/em>:<\/strong> Calculated based on the worker&#8217;s length of service.<\/li>\n<li><strong><em>Notice Compensation<\/em>:<\/strong> Reflects the period the employer must provide as notice before termination.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Claiming Other Labor Receivables<\/strong>: Workers may claim additional entitlements such as:<\/li>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>Annual leave pay<\/li>\n<li>Bad faith compensation<\/li>\n<li>Unpaid wages<\/li>\n<li>Overtime pay<\/li>\n<li>Public holiday pay<\/li>\n<li>Weekly rest pay<\/li>\n<\/ul>\n<\/li>\n<li><strong>Seeking Legal Assistance<\/strong>: Consulting a <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/labor-law-in-turkey\/\"><strong>Turkish labor lawyer<\/strong><\/a> helps workers understand their rights and ensures accurate handling of legal processes.<\/li>\n<li><strong>Mediation Application<\/strong>: The employee who has been dismissed can apply to a mediator, <strong>particularly under the Mediation Law applied in Turkey.<\/strong> The mediation process aims to reach a settlement between the parties and can help resolve legal disputes without going to court. <strong>Mediation<\/strong> <strong>can be chosen as an alternative legal path<\/strong> in cases of disagreement between the employee and the employer.<\/li>\n<li><strong>Filing a Lawsuit in Labor Court<\/strong>: If mediation fails, workers can <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/file-a-lawsuit-in-turkey\/\"><strong>file a lawsuit<\/strong><\/a> in labor court to protect their rights and compensation for wrongful termination in Turkey.<\/li>\n<\/ul>\n<p><strong>Taking these steps can help dismissed workers safeguard their workers&#8217; rights in Turkey<\/strong>. Legal advice is crucial to evaluate each case individually and ensure appropriate action.<\/p>\n<h2><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/haksiz-yere-isten-cikarma-scaled-e1735822559679.jpg\"><img decoding=\"async\" class=\"aligncenter wp-image-3296 size-us_800_400\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/haksiz-yere-isten-cikarma-800x229.jpg\" alt=\"termination rights of employee\" width=\"800\" height=\"229\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/haksiz-yere-isten-cikarma-800x229.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/haksiz-yere-isten-cikarma-300x86.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/haksiz-yere-isten-cikarma-1024x293.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/haksiz-yere-isten-cikarma-100x29.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/haksiz-yere-isten-cikarma-90x26.jpg 90w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"HOW_MUCH_COMPENSATION_FOR_WRONGFUL_TERMINATION_IN_TURKEY_CAN_A_DISMISSED_WORKER_CLAIM\"><\/span>HOW MUCH COMPENSATION FOR WRONGFUL TERMINATION IN TURKEY CAN A DISMISSED WORKER CLAIM?<span class=\"ez-toc-section-end\"><\/span><\/h2>\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=\"bee774e1-61b3-426b-84bd-63385170000f\" data-message-model-slug=\"gpt-4o-mini\">\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><strong>The compensation for wrongful termination in Turkey<\/strong> <strong>a dismissed worker can claim depends on several factors under Turkish labor law.<\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<ol>\n<li><strong>Severance Compensation<\/strong>: Workers employed for <strong>at least one year at the same workplace are entitled to severance pay<\/strong> equivalent to one month&#8217;s gross salary for each year of service.<\/li>\n<li><strong>Notice Compensation<\/strong>: If the employer fails to provide notice before termination, <strong>the worker may claim notice compensation.<\/strong> The amount depends on the worker\u2019s length of service and gross salary.<\/li>\n<li><strong>Other Labor Receivables<\/strong>: Additional claims may include:<\/li>\n<\/ol>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>Annual leave pay<\/li>\n<li>Bad faith compensation<\/li>\n<li>Unpaid wages<\/li>\n<li>Overtime pay<\/li>\n<li>Public holiday pay<\/li>\n<li>Weekly rest pay<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><strong>Compensation for wrongful termination in Turkey<\/strong> <strong>amounts are calculated in accordance with labor laws and related regulations.<\/strong> Workers can file claims <strong>through mediation or labor courts<\/strong>. Seeking legal advice ensures accurate calculations and proper handling of claims <strong>based on the worker\u2019s specific circumstances.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"THINGS_TO_PAY_ATTENTION_TO_FOR_A_WORKER_DISMISSED_WITHOUT_COMPENSATION_IN_TURKEY\"><\/span><strong>THINGS TO PAY ATTENTION TO FOR A WORKER DISMISSED WITHOUT COMPENSATION IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The following points may be important for a worker dismissed without <a href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/\">worker compensation<\/a> in cases of unfair dismissal in Turkey:<\/strong><\/p>\n<ol>\n<li><strong>The Dismissal Must Be Based on a Valid Reason<\/strong>: The employer must provide a <strong>valid reason when terminating the worker&#8217;s indefinite-term employment contract.<\/strong> According to the Labor Law, in workplaces with <strong>30 or more employees<\/strong>, if a worker with at least six months of seniority is dismissed, the employer must base the dismissal on valid reasons such as competence, behavior, or business requirements.<\/li>\n<li><strong>Written Termination Notice and Reason<\/strong>: The employer must provide <strong>written termination notice<\/strong> and clearly state the reason for dismissal. The worker should pay attention to the reason stated in <strong>the termination notice<\/strong> and seek legal advice if necessary.<\/li>\n<li><strong>Defense Against Performance Decline Allegations<\/strong>: White-collar employees may often face allegations of performance decline. However, the employer must grant the <strong>worker the right to defend themselves<\/strong> before termination for this reason. <strong>The worker has the right to defend against the allegations made.<\/strong><\/li>\n<li><strong>Carefully Review and Sign Documents<\/strong>: The worker must carefully review the documents presented by the employer during the process of <strong>unfair dismissal in Turkey<\/strong>. It is important to understand the content of the termination notice and other documents before signing them. When signing the documents, adding the phrase <em><strong>&#8220;All my legal rights are reserved&#8221;<\/strong><\/em> ensures the protection of the worker&#8217;s rights.<\/li>\n<li><strong>Taking Action if No Written Document is Provided<\/strong>: If the employer <strong>does not provide a written document<\/strong>, the worker should apply to the <strong>Ministry of Labor and Social Security Regional Directorate<\/strong> with a petition stating that they have been dismissed. This ensures the worker has an official record of their dismissal.<\/li>\n<li><strong>Seek Legal Advice<\/strong>: It is important to seek legal advice in the event of <strong>unfair dismissal in Turkey<\/strong>. Especially for foreign workers in Turkey, seeking help from an <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/english-speaking-lawyer-in-turkey\/\"><strong>English-speaking lawyer<\/strong><\/a> can be crucial.<\/li>\n<\/ol>\n<h2><span class=\"ez-toc-section\" id=\"WHAT_ARE_THE_RIGHTS_OF_A_WORKER_GOING_TO_MILITARY_SERVICE\"><\/span><strong>WHAT ARE THE RIGHTS OF A WORKER GOING TO MILITARY SERVICE?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>In the case of separation from work due to military service in Turkey<\/strong>,<strong> the worker does not have to declare their intent to terminate the contract in writing or sign it.<\/strong> According to the Labor Law, in the event of separation from work due to military service, <strong>the worker&#8217;s contract will automatically be terminated<\/strong>. This does not impose an obligation on the employer or <a href=\"https:\/\/www.cbhukuk.com\/en\/corporate-law-in-turkey\/\"><strong>company<\/strong><\/a> to provide written notification.<\/p>\n<p><strong>However, the worker must notify the employer of this situation and present their military service dispatch document.<\/strong>The military service dispatch document is the document that verifies the worker is leaving work to fulfill military service duties. By submitting this document, the worker officially <strong>provides proof of the reason for leaving the job.<\/strong><\/p>\n<p><strong>In this case, the employer does not need to dismiss the worker, as the worker&#8217;s<\/strong> <strong>contract ends automatically<\/strong>. However, it is important for the employer to be aware of this and, instead of <strong>formally dismissing the worker<\/strong>, maintain a position where the worker can return to work after the military service. The Labor Law provides for <strong>the right to return to work after military service.<\/strong><\/p>\n<p><strong>A worker who leaves due to military service has the right to return to a similar job after completing their military service, provided that they do so<\/strong> <strong>within a certain period<\/strong>. If the employer refuses to rehire the worker, they can demand <strong>compensation equal to three months&#8217; salary.<\/strong> These provisions aim to facilitate the reintegration of workers who complete their military service into the workforce and protect <strong>the rights of workers going to military service<\/strong>.<\/p>\n<p><strong>The rights of a worker going to military service in Turkey include the following:<\/strong><\/p>\n<ol>\n<li><strong>Right to Resign and Terminate the Contract<\/strong>: A worker who wants to <strong>go to military service has the right to resign<\/strong>. The employer may accept the worker&#8217;s resignation due to their desire <strong>to fulfill military duties.<\/strong> Additionally, the employer may terminate the worker due to military service.<\/li>\n<li><strong>Right to Severance Pay<\/strong>: The worker has <strong>the right to receive severance pay when leaving work due to military service.<\/strong> A worker who leaves to go to <strong>military service can request severance pay.<\/strong> In this case, the military service dispatch document must be submitted along with the termination notice.<\/li>\n<li><strong>Notice and Notification via Notary<\/strong>: When a worker wishes to leave due to military service,<strong> they may send a notice via notary.<\/strong> In this notice, the worker should state the reason for leaving and include <strong>the<\/strong> <strong>military service dispatch document.<\/strong> This notice is important for protecting the legal position of the worker&#8217;s rights.<\/li>\n<li><strong>Right to Return to Work<\/strong>: A worker who goes to military service has the right to return to work after completing their service. According to the Labor Law, a worker who leaves due to military or legal duties must be rehired by <strong>the employer in a similar job after completing their military service if they request it.<\/strong><\/li>\n<\/ol>\n<p><strong>To benefit from the employee rights in Turkey going to military service, the worker must fulfill certain conditions.<\/strong> Additionally, to protect these rights, the worker can seek legal advice and initiate legal processes if necessary.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"WHAT_ARE_THE_RIGHTS_OF_WORKERS_IN_THE_PRIVATE_SECTOR\"><\/span><strong>WHAT ARE THE RIGHTS OF WORKERS IN THE PRIVATE SECTOR?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong><span class=\"_fadeIn_m1hgl_8\">Within <\/span><a href=\"https:\/\/www.cbhukuk.com\/en\/company-types-in-turkey\/\"><span class=\"_fadeIn_m1hgl_8\">companies <\/span><span class=\"_fadeIn_m1hgl_8\">established <\/span><span class=\"_fadeIn_m1hgl_8\">in Turkey<\/span><\/a><span class=\"_fadeIn_m1hgl_8\"> or <a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-foreign-company-branch-in-turkey\/\">branches of foreign companies in Turkey<\/a>; <\/span><span class=\"_fadeIn_m1hgl_8\">workers <\/span><span class=\"_fadeIn_m1hgl_8\">in <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">private <\/span><span class=\"_fadeIn_m1hgl_8\">sector <\/span><span class=\"_fadeIn_m1hgl_8\">are <\/span><span class=\"_fadeIn_m1hgl_8\">subject <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">Labor <\/span><span class=\"_fadeIn_m1hgl_8\">Law <\/span><span class=\"_fadeIn_m1hgl_8\">No. <\/span><span class=\"_fadeIn_m1hgl_8\">4857 <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">related <\/span><span class=\"_fadeIn_m1hgl_8\">regulations, <\/span><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">employee <\/span><span class=\"_fadeIn_m1hgl_8\">rights <\/span><span class=\"_fadeIn_m1hgl_8\">in <\/span><span class=\"_fadeIn_m1hgl_8\">Turkey <\/span><span class=\"_fadeIn_m1hgl_8\">in <\/span><span class=\"_fadeIn_m1hgl_8\">the <\/span><span class=\"_fadeIn_m1hgl_8\">private <\/span><span class=\"_fadeIn_m1hgl_8\">sector <\/span><span class=\"_fadeIn_m1hgl_8\">are <\/span><span class=\"_fadeIn_m1hgl_8\">regulated <\/span><span class=\"_fadeIn_m1hgl_8\">by <\/span><span class=\"_fadeIn_m1hgl_8\">this <\/span><span class=\"_fadeIn_m1hgl_8\">law. <\/span><\/strong>The Labor Law is the basic legal framework that regulates the working conditions of workers and <strong>provides various rights and protections for workers in the private sector.<\/strong> Workers can apply to labor courts based on these rights.<\/p>\n<p><strong>Workers in the private sector<\/strong> <strong>have the right to claim their rights arising from the Labor Law No. 4857.<\/strong> The following are typically included among the labor claims:<\/p>\n<ol>\n<li><strong>Wages and Salary Claims<\/strong>: Wages and salary claims determined based on the worker&#8217;s working time and job nature.<\/li>\n<li><strong>Severance Pay<\/strong>: Severance pay that a worker earns based on the duration of employment with the employer.<\/li>\n<li><strong>Leave and Annual Leave Pay<\/strong>: The right of the worker to take annual leave and the related annual leave pay.<\/li>\n<li><strong>Overtime and Other Additional Payments<\/strong>: Overtime work outside the normal working hours and related additional payments.<\/li>\n<li><strong>Notice Severance Pay<\/strong>: If the worker fails to notify the employer in accordance with the notice period when leaving, they may claim notice severance pay.<\/li>\n<li><strong>Compliance with Working Hours and Other Rights<\/strong>: Other rights mentioned in the Labor Law, such as additional severance payments that can be claimed for non-compliance with working hours and union rights.<\/li>\n<\/ol>\n<p><strong>In the private sector in Turkey<\/strong>, <strong>workers should first attempt to resolve disputes with their employers.<\/strong> If this is not possible, they should apply to labor courts. Labor courts are authorized to protect <strong>the workers&#8217; rights in Turkey for the private sector<\/strong> and resolve disputes. Workers may seek <strong>legal support<\/strong> to protect and claim their rights in the private sector.<\/p>\n<h2><strong><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/kidem-tazminati-nasil-alinir-scaled-e1735822582118.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-3298\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2023\/05\/kidem-tazminati-nasil-alinir-800x207.jpg\" alt=\"Unfair dismissal in Turkey\" width=\"800\" height=\"207\" \/><\/a><\/strong><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"WHAT_ARE_THE_RIGHTS_OF_A_WORKER_WHO_RESIGNS_IN_TURKEY\"><\/span><strong>WHAT ARE THE RIGHTS OF A WORKER WHO RESIGNS IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>The rights of a worker who resigns in Turkey<\/strong> <strong>are subject to specific conditions regarding the resignation process,<\/strong> and it is important for the worker to pay attention to certain principles to protect their <strong>workers&#8217; rights in Turkey.<\/strong><\/p>\n<p><strong>Here are some important points regarding the rights of a worker who resigns in Turkey:<\/strong><\/p>\n<ol>\n<li><strong>Validity of the Resignation Letter<\/strong>: Resignation is a right that terminates the employment contract, but a <strong>valid resignation<\/strong> must meet certain criteria. <strong>A resignation letter<\/strong> becomes valid when it is submitted in writing to the employer. If the reason for resignation is stated, the worker may be bound by this reason, and it cannot be changed later.<\/li>\n<li><strong>Conditional Resignations<\/strong>: Conditional resignations are not valid. For example, resignations such as &#8220;<em><strong>I will resign if my severance pay and overtime claims are paid<\/strong><\/em>&#8221; are not considered valid. If the employer accepts such a condition, it should be considered as an offer to terminate the contract, not a resignation.<\/li>\n<li><strong>Signed Blank Paper or Resignation Letter<\/strong>: It is not valid for employers to request signed <strong>blank papers or resignation letters<\/strong> at the start of employment or during the course of employment. If the employer requests or has the worker sign such documents, it may be considered as <strong>the employer terminating the contrac<\/strong>t. To protect their rights, a resigning worker should carefully examine any document they sign.<\/li>\n<li><strong>Resignation and Worker\u2019s Rights<\/strong>: The inconsistency between the actual reason for resignation and the reason stated in the <strong>resignation letter will be evaluated by the court.<\/strong> For example, if a worker who has gained certain rights based on their duration of employment resigns, the court may not consider it a valid reason for resignation. The labor court will assess whether the <strong>resignation is justified.<\/strong><\/li>\n<\/ol>\n<p><strong>The rights of a worker who resigns in Turkey<\/strong>, <strong>such as notification compensation and other entitlements, are as follows:<\/strong><\/p>\n<ol>\n<li><strong>Notice Compensation<\/strong>: The party terminating the employment contract is not entitled to notice compensation. <a href=\"https:\/\/www.cbhukuk.com\/en\/notice-pay-in-turkey\/\"><strong>Notice compensation in Turkey<\/strong><\/a> is typically paid when the employer dismisses the worker with <strong>written notice in advance.<\/strong> A resigning worker is not entitled to this compensation. In fact, if the employer fails to observe <strong>the notice periods<\/strong>, <strong>they may be required to pay notice compensation.<\/strong><\/li>\n<li><strong>Notice Periods<\/strong>: A resigning worker is generally required to observe a <strong>specific notice period<\/strong>. The length of the notice period depends on the worker\u2019s length of service and requires prior notification to the employer. <strong>The notice periods are as follows:<\/strong>\n<ul>\n<li>0-6 months:<strong> 2 weeks<\/strong><\/li>\n<li>6 months \u2013 1.5 years: <strong>4 weeks<\/strong><\/li>\n<li>1.5 years \u2013 3 years: <strong>6 weeks<\/strong><\/li>\n<li>3 years and above: <strong>8 weeks<\/strong><\/li>\n<\/ul>\n<\/li>\n<li><strong>Other Rights in Resignation<\/strong>:\n<ul>\n<li><strong>New Job Search Leave<\/strong>: One of the rights of a worker who resigns is job search leave. <strong>If the resignation is notified, the employer must grant the worker job search leave to find new employment.<\/strong> Job search leave must be given during working hours, without salary reduction, and for <strong>no less than 2 hours per day.<\/strong><\/li>\n<li><strong>Unemployment Benefits in Case of Justified Resignation<\/strong>: If the worker resigns for a justified reason and this reason is accepted by the court, <strong>they may be entitled to unemployment benefits.<\/strong><\/li>\n<li><strong>Resignation during Short-Time Work<\/strong>: Workers who are included in <strong>short-time work<\/strong> and resign are eligible for unemployment benefits.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Settlement of Claims and Other Employment Rights<\/strong>:<\/li>\n<\/ol>\n<ul>\n<li>A worker who resigns has the right to any <strong>unused <a href=\"https:\/\/www.cbhukuk.com\/yillik-izin-suresi-hesaplama\/\">annual paid leave<\/a>, weekly rest days, overtime pay, etc.,<\/strong> and the employer must pay these amounts. Employment claims are part of <strong>the rights of a resigning worker in Turkey.<\/strong><\/li>\n<li><strong>Settlement Agreement<\/strong>\u00a0<strong>is a document given by the employer regarding the worker\u2019s claims in Turkey.<\/strong> However, this document should be issued at least one month after the worker&#8217;s resignation.<\/li>\n<\/ul>\n<p>To fully understand and protect their rights, <strong>a resigning worker should consult with a lawyer<\/strong>, considering the details of labor laws and the employment contract, and <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/file-a-lawsuit-in-turkey\/\"><strong>file a lawsuit in Turkey<\/strong><\/a> if necessary.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"WHAT_SHOULD_A_WORKER_DO_IF_THEY_ARE_DISMISSED_ORALLY\"><\/span><strong>WHAT SHOULD A WORKER DO IF THEY ARE DISMISSED ORALLY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>If a worker is dismissed orally in Turkey<\/strong>, <strong>they should take the following steps:<\/strong><\/p>\n<ol>\n<li><strong>Request Written Notification<\/strong>: The worker should first ask the employer<strong> for written notification of their dismissal<\/strong>. This document should include the date of termination, the reason for dismissal, and other important details.<\/li>\n<li><strong>Communicate in Writing<\/strong>: The worker can communicate with the employer<strong> via written means such as email or fax.<\/strong> The communication should clearly state the termination date, reason, and the worker&#8217;s rights.<\/li>\n<li><strong>Send a Notice via Notary<\/strong>: The worker can send a formal notice through a notary. <strong>The notice should clearly express the termination date, the reason for dismissal, and the worker&#8217;s rights.<\/strong> A notary notice is a legal document and can be an effective way to protect the worker&#8217;s rights.<\/li>\n<li><strong>Collect Evidence<\/strong>: The worker should gather evidence related to the termination process. This may include <strong>witness statements, written or verbal documents, email correspondence, and other evidence<\/strong> that can help prove the worker&#8217;s case.<\/li>\n<li><strong>File a Lawsuit at the Labor Court<\/strong>: If communication with the employer does not lead to a resolution,<strong> the worker can apply to the labor court.<\/strong> The labor court can resolve disputes between the parties and evaluate the worker&#8217;s rights.<\/li>\n<li><strong>Mediation Process<\/strong>: Before filing a lawsuit in the labor court, <a href=\"https:\/\/www.cbhukuk.com\/en\/mediation-process-in-turkey\/\"><strong>a mediation process<\/strong><\/a> is mandatory. <strong>The mediator will attempt to help the parties reach a settlement.<\/strong> If no agreement is reached, the worker can then file a lawsuit in the labor court.<\/li>\n<li><strong>Seek Legal Assistance<\/strong>: A worker dismissed orally should consult <strong>with a labor law expert or legal advisor in Turkey<\/strong>. Professional help can assist in better protecting the worker&#8217;s rights and ensuring effective legal action.<\/li>\n<\/ol>\n<h2><span class=\"ez-toc-section\" id=\"RIGHTS_OF_A_WORKER_WHO_IS_EMPLOYED_WITHOUT_SOCIAL_INSURANCE_IN_TURKEY\"><\/span><strong>RIGHTS OF A WORKER WHO IS EMPLOYED WITHOUT SOCIAL INSURANCE IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>A worker who is employed without social insurance in Turkey<\/strong> <strong>has the following legal rights and measures they can take:<\/strong><\/p>\n<ol>\n<li><strong>File a Service Determination Lawsuit<\/strong>: The worker can file a service <strong>determination lawsuit to prove that they were employed without social insurance<\/strong> and to protect their labor rights in Turkey. In this case, the worker must document the details and duration of their employment relationship.<\/li>\n<li><strong>Correcting Insurance Premiums<\/strong>: If the worker wins the service determination case, <strong>they can apply to the Social Security Institution (SGK) to request that their insurance premium records be updated<\/strong> to reflect the actual situation.<\/li>\n<li><strong>File a Claim for Unpaid Wages<\/strong>: A worker who was employed without social insurance can file a lawsuit against the employer <strong>to claim unpaid wages, overtime pay, annual leave payments, and other entitlements.<\/strong><\/li>\n<li><strong>Request an Administrative Fine<\/strong>: The worker can report the employer to the Social Security Institution for employing them without insurance and request <strong>an administrative fine to be imposed on the employer.<\/strong><\/li>\n<li><strong>Right to Terminate for Just Cause<\/strong>: If the worker&#8217;s situation of being employed without social insurance constitutes a just cause for termination,<strong> the worker may have the right to resign from their position.<\/strong><\/li>\n<\/ol>\n<p><strong>Although proving the situation of being employed without insurance can be challenging<\/strong>, the worker can strengthen their case by gathering evidence such as <strong>workplace communications, email exchanges, and witness statements.<\/strong> This evidence can be valuable in legal proceedings and may positively influence the outcome of the case.<\/p>\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<h2 class=\"relative p-1 rounded-sm flex items-center justify-center bg-token-main-surface-primary text-token-text-primary h-8 w-8\"><span class=\"ez-toc-section\" id=\"WHAT_ARE_FOREIGN_WORKERS_RIGHTS_IN_TURKEY\"><\/span>WHAT ARE FOREIGN WORKERS&#8217; RIGHTS IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div><strong><a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/turkish-citizenship\/\">Foreign workers&#8217; rights<\/a> in Turkey are protected under the same labor laws that apply to Turkish citizens.<\/strong> Workers from other countries who are employed in Turkey have the same labor rights as <strong>Turkish workers and are subject to Turkish labor law.<\/strong> They can claim their employee rights in Turkey through Turkish courts if necessary.<\/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=\"f71a3960-7123-4b01-b50b-aa9a3aa25e92\" data-message-model-slug=\"gpt-4o-mini\">\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><strong>However, in addition to the general labor rights, international workers may be entitled to additional labor rights based on<\/strong> <strong>bilateral agreements between Turkey and their home countries.<\/strong> These agreements may cover various aspects of employment, particularly in the area of taxation, <strong>where international workers could be subject to different regulations compared to Turkish citizens.<\/strong><\/p>\n<p><span class=\"_fadeIn_m1hgl_8\">Especially <\/span><span class=\"_fadeIn_m1hgl_8\">in <\/span><span class=\"_fadeIn_m1hgl_8\">terms <\/span><span class=\"_fadeIn_m1hgl_8\">of <\/span><a href=\"https:\/\/www.cbhukuk.com\/en\/tax-on-foreign-income-in-turkey\/\"><strong><span class=\"_fadeIn_m1hgl_8\">foreign <\/span><span class=\"_fadeIn_m1hgl_8\">income <\/span><span class=\"_fadeIn_m1hgl_8\">tax <\/span><span class=\"_fadeIn_m1hgl_8\">regulation<\/span><span class=\"_fadeIn_m1hgl_8\">s <\/span><\/strong><strong><span class=\"_fadeIn_m1hgl_8\">in Turkey<\/span><\/strong><\/a><span class=\"_fadeIn_m1hgl_8\">, <\/span><span class=\"_fadeIn_m1hgl_8\">foreign <\/span><span class=\"_fadeIn_m1hgl_8\">workers <\/span><span class=\"_fadeIn_m1hgl_8\">may <\/span><span class=\"_fadeIn_m1hgl_8\">be <\/span><span class=\"_fadeIn_m1hgl_8\">subject <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">different <\/span><span class=\"_fadeIn_m1hgl_8\">rules <\/span><span class=\"_fadeIn_m1hgl_8\">compared <\/span><span class=\"_fadeIn_m1hgl_8\">to <\/span><span class=\"_fadeIn_m1hgl_8\">Turkish <\/span><span class=\"_fadeIn_m1hgl_8\">citizens, <\/span><strong><span class=\"_fadeIn_m1hgl_8\">and <\/span><span class=\"_fadeIn_m1hgl_8\">foreign <\/span><span class=\"_fadeIn_m1hgl_8\">employees <\/span><span class=\"_fadeIn_m1hgl_8\">working <\/span><span class=\"_fadeIn_m1hgl_8\">in <\/span><a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-liaison-office-in-turkey\/\"><span class=\"_fadeIn_m1hgl_8\">liaison <\/span><span class=\"_fadeIn_m1hgl_8\">offices <\/span><\/a><span class=\"_fadeIn_m1hgl_8\">may <\/span><span class=\"_fadeIn_m1hgl_8\">be <\/span><span class=\"_fadeIn_m1hgl_8\">exempt <\/span><span class=\"_fadeIn_m1hgl_8\">from <\/span><span class=\"_fadeIn_m1hgl_8\">income <\/span><span class=\"_fadeIn_m1hgl_8\">tax.<\/span><\/strong>\u00a0For this reason, it is important for foreign workers in Turkey to seek <a href=\"https:\/\/www.cbhukuk.com\/en\/legal-services\/tax-lawyer-in-turkey\/\"><strong>tax consultancy in Turkey.<\/strong><\/a><\/p>\n<p>Given these complexities, <strong>it is highly recommended that international workers in Turkey seek assistance from a lawyer<\/strong> to ensure they fully understand and can exercise their <strong>employee rights in Turkey<\/strong> effectively. This will help navigate both Turkish labor law and any specific regulations that may apply due to international agreements.<\/p>\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":"Index Toggle WHAT ARE WORKERS&#8217; RIGHTS IN TURKEY?The Right to Receive WagesThe Right to Demand Occupational Health and SafetyThe Right to Equal TreatmentThe Right to Breaks and Rest PeriodsThe Right to Overtime PayThe Right to Object to Fundamental ChangesThe Right to Rest and LeaveWHAT ARE WOMEN WORKERS&#8217; RIGHTS IN TURKEY?EMPLOYEE RIGHTS IN CASES OF UNFAIR...","protected":false},"author":1,"featured_media":3817,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[85],"tags":[],"class_list":["post-3344","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\/3344","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=3344"}],"version-history":[{"count":0,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/posts\/3344\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media\/3817"}],"wp:attachment":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media?parent=3344"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/categories?post=3344"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/tags?post=3344"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}