{"id":5055,"date":"2024-05-19T22:09:45","date_gmt":"2024-05-19T22:09:45","guid":{"rendered":"https:\/\/www.cbhukuk.com\/?p=5055"},"modified":"2026-03-16T22:03:44","modified_gmt":"2026-03-16T22:03:44","slug":"worker-compensation-rights-in-turkey","status":"publish","type":"post","link":"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/","title":{"rendered":"Worker Compensation 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=\"w-image align_center\"><div class=\"w-image-h\"><img decoding=\"async\" width=\"800\" height=\"400\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/05\/worker-compensation-rights-in-turkey-800x400.jpg\" class=\"attachment-us_800_400 size-us_800_400\" alt=\"\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/05\/worker-compensation-rights-in-turkey-800x400.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/05\/worker-compensation-rights-in-turkey-300x150.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/05\/worker-compensation-rights-in-turkey-1024x512.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/05\/worker-compensation-rights-in-turkey-100x50.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/05\/worker-compensation-rights-in-turkey-90x45.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/05\/worker-compensation-rights-in-turkey-120x60.jpg 120w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/05\/worker-compensation-rights-in-turkey.jpg 1536w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_auto\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column us_custom_275474cc has_text_color\"><div class=\"wpb_wrapper\">\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_83 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Index<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#WORKER_COMPENSATION_RIGHTS_AND_TYPES_IN_TURKEY\" >WORKER COMPENSATION RIGHTS AND TYPES IN TURKEY<\/a><ul class='ez-toc-list-level-2' ><li class='ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#WHAT_IS_REDUNDANCY_PAY_IN_TURKEY\" >WHAT IS REDUNDANCY PAY IN TURKEY?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#WHAT_ARE_DISMISSAL_COMPENSATIONS_AND_WORKER_RECEIVABLES_IN_TURKEY\" >WHAT ARE DISMISSAL COMPENSATIONS AND WORKER RECEIVABLES IN TURKEY?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#1-_TYPES_OF_DISMISSAL_COMPENSATION_IN_TURKEY\" >1- TYPES OF DISMISSAL COMPENSATION IN TURKEY<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Severance_Pay\" >Severance Pay<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Notice_Pay\" >Notice Pay<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Job_Security_Compensation_Compensation_for_Not_Reinstating_and_Salary_for_Idle_Periods\" >Job Security Compensation (Compensation for Not Reinstating and Salary for Idle Periods)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Bad_Faith_Compensation\" >Bad Faith Compensation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Compensation_Due_to_Work_Accident_or_Occupational_Disease\" >Compensation Due to Work Accident or Occupational Disease<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Union_Compensation\" >Union Compensation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Compensation_for_Discrimination\" >Compensation for Discrimination<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#2-_TYPES_OF_WORKERS_CLAIMS_IN_TURKEY\" >2- TYPES OF WORKER&#8217;S CLAIMS IN TURKEY<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Wage_Receivable\" >Wage Receivable<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Overtime_Pay\" >Overtime Pay<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Weekly_Rest_Day_Pay\" >Weekly Rest Day Pay<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#National_Holiday_and_General_Holiday_Pay\" >National Holiday and General Holiday Pay<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Annual_Leave_Pay\" >Annual Leave Pay<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#Other_Payments_Bonus_Premium_Child_Allowance_etc\" >Other Payments (Bonus, Premium, Child Allowance, etc.)<\/a><\/li><\/ul><\/li><\/ul><\/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\/worker-compensation-rights-in-turkey\/#WHAT_ARE_THE_CONDITIONS_FOR_RECEIVING_TERMINATION_COMPENSATION_IN_THE_PRIVATE_SECTOR_IN_TURKEY\" >WHAT ARE THE CONDITIONS FOR RECEIVING TERMINATION COMPENSATION IN THE PRIVATE SECTOR IN TURKEY?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#1_Termination_of_Employment_Due_to_Health_Military_Service_or_Retirement\" >1. Termination of Employment Due to Health, Military Service, or Retirement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#2_Female_Employees_Leaving_Work_Due_to_Marriage\" >2. Female Employees Leaving Work Due to Marriage<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#3_Resignation_Due_to_Pregnancy_or_Childbirth\" >3. Resignation Due to Pregnancy or Childbirth<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#4_Changes_in_Working_Conditions_and_Employers_Obligation_to_Notify\" >4. Changes in Working Conditions and Employer\u2019s Obligation to Notify<\/a><\/li><\/ul><\/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\/worker-compensation-rights-in-turkey\/#HOW_MANY_YEARS_OF_WORK_ARE_REQUIRED_TO_RECEIVE_WORKMEN_COMPENSATION_IN_TURKEY_FROM_THE_WORKPLACE\" >HOW MANY YEARS OF WORK ARE REQUIRED TO RECEIVE WORKMEN COMPENSATION IN TURKEY FROM THE WORKPLACE?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#CONDITIONS_FOR_RECEIVING_REDUNDANCY_PAY_IN_TURKEY_WHEN_VOLUNTARILY_LEAVING_A_JOB\" >CONDITIONS FOR RECEIVING REDUNDANCY PAY IN TURKEY WHEN VOLUNTARILY LEAVING A JOB<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#WHAT_ARE_THE_CONDITIONS_FOR_RECEIVING_SEVERANCE_AND_NOTICE_COMPENSATION_UPON_DISMISSAL_IN_TURKEY\" >WHAT ARE THE CONDITIONS FOR RECEIVING SEVERANCE AND NOTICE COMPENSATION UPON DISMISSAL IN TURKEY?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#1-_WHAT_IS_NOTICE_COMPENSATION_IN_TURKEY\" >1- WHAT IS NOTICE COMPENSATION IN TURKEY?<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#What_Are_the_Legal_Notice_Periods_for_Termination_in_Turkey\" >What Are the Legal Notice Periods for Termination in Turkey?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#When_Is_Notice_Compensation_Earned_in_Turkey\" >When Is Notice Compensation Earned in Turkey?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#When_Is_Notice_Compensation_Paid_in_Turkey\" >When Is Notice Compensation Paid in Turkey?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#2-_WHAT_IS_SEVERANCE_COMPENSATION_IN_TURKEY\" >2- WHAT IS SEVERANCE COMPENSATION IN TURKEY?<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#How_is_Severance_Compensation_Calculated_in_Turkey\" >How is Severance Compensation Calculated in Turkey?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#What_Does_Severance_Compensation_Include\" >What Does Severance Compensation Include?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-34\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#What_Are_the_Conditions_for_Receiving_Severance_Compensation_in_Turkey\" >What Are the Conditions for Receiving Severance Compensation in Turkey?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-35\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#How_to_Claim_Seniority_Pay_in_Turkey\" >How to Claim Seniority Pay in Turkey?<\/a><ul class='ez-toc-list-level-5' ><li class='ez-toc-heading-level-5'><a class=\"ez-toc-link ez-toc-heading-36\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#A_Termination_of_the_Employment_Contract_by_the_Employer_in_Accordance_with_Article_25_or_Article_17_of_Law_No_4857\" >A) Termination of the Employment Contract by the Employer in Accordance with Article 25 or Article 17 of Law No. 4857<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-5'><a class=\"ez-toc-link ez-toc-heading-37\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#B_Termination_of_Employment_by_the_Employee_for_Reasons_Stated_in_Article_24_of_the_Law\" >B) Termination of Employment by the Employee for Reasons Stated in Article 24 of the Law<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-5'><a class=\"ez-toc-link ez-toc-heading-38\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#C_Resignation_Due_to_Compulsory_Military_Service\" >C) Resignation Due to Compulsory Military Service<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-5'><a class=\"ez-toc-link ez-toc-heading-39\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#D_Resignation_Due_to_Retirement\" >D) Resignation Due to Retirement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-5'><a class=\"ez-toc-link ez-toc-heading-40\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#E_Death_of_the_Employee\" >E) Death of the Employee<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-41\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#The_Statute_of_Limitations_Period_for_Severance_Pay_in_Turkey\" >The Statute of Limitations Period for Severance Pay in Turkey<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-42\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#IS_SUDDEN_RESIGNATION_A_BARRIER_TO_CLAIMING_DISMISSAL_COMPENSATION_IN_TURKEY\" >IS SUDDEN RESIGNATION A BARRIER TO CLAIMING DISMISSAL COMPENSATION IN TURKEY?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-43\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#DOES_RESIGNATION_NULLIFY_EMPLOYMENT_TERMINATION_COMPENSATION_ENTITLEMENT_IN_TURKEY\" >DOES RESIGNATION NULLIFY EMPLOYMENT TERMINATION COMPENSATION ENTITLEMENT IN TURKEY?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-44\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#IS_IT_POSSIBLE_TO_SEIZE_DISMISSAL_COMPENSATIONS_IN_TURKEY\" >IS IT POSSIBLE TO SEIZE DISMISSAL COMPENSATIONS IN TURKEY?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-45\" href=\"https:\/\/www.cbhukuk.com\/en\/worker-compensation-rights-in-turkey\/#IS_WORKER_COMPENSATION_DIVIDED_BETWEEN_SPOUSES_IN_DIVORCE_CASES_IN_TURKEY\" >IS WORKER COMPENSATION DIVIDED BETWEEN SPOUSES IN DIVORCE CASES IN TURKEY?<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"WORKER_COMPENSATION_RIGHTS_AND_TYPES_IN_TURKEY\"><\/span><strong>WORKER COMPENSATION RIGHTS AND TYPES IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p data-start=\"139\" data-end=\"755\"><strong>Protecting workers\u2019 rights and ensuring safe working conditions in the business world are of great importance for maintaining industrial peace and enhancing social welfare.<\/strong> In this context, enabling workers to receive the value of their labour and safeguarding their entitlements under <strong>worker compensation rights in Turkey\u00a0<\/strong>contribute to the continuation of employment relationships in compliance with the law. Among the rights included within workmen compensation in Turkey, <strong>severance pay is one of the most significant financial guarantees provided to employees upon the termination of their employment contracts.<\/strong><\/p>\n<p data-start=\"757\" data-end=\"1249\"><strong>Severance pay arises as a right granted to employees by law<\/strong> in the event of termination of the employment relationship in Turkey. <strong>However dismissal compensation in Turkey is not limited solely to severance pay upon dismissal; it may also arise in various other circumstances regulated under labour law.<\/strong> These rights aim to protect <strong>the economic and social security of employees<\/strong> throughout their working life and are regulated within the framework of <strong>Turkish labour law and relevant legal legislation.<\/strong><\/p>\n<p data-start=\"1251\" data-end=\"1631\"><strong>Nevertheless, entitlement to dismissal compensation in Turkey does not arise in every specific case<\/strong>; in order for employees to acquire any compensation rights, <strong>including severance pay<\/strong>, the conditions stipulated by law must be fulfilled. <strong>Therefore, even in cases of dismissal in Turkey, the legal requirements set forth under labour law must be met for the right to severance pay to arise.<\/strong><\/p>\n<h2 data-start=\"104\" data-end=\"141\"><span class=\"ez-toc-section\" id=\"WHAT_IS_REDUNDANCY_PAY_IN_TURKEY\"><\/span>WHAT IS REDUNDANCY PAY IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"143\" data-end=\"804\"><strong data-start=\"143\" data-end=\"266\">Redundancy pay in Turkey is a type of compensation paid to employees upon the termination of their employment contracts<\/strong> <strong>within the scope of <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/contract-law-in-turkey\/\">Turkish contract law<\/a><\/strong>, and it holds a significant place among worker compensation rights in Turkey. However, redundancy pay in Turkey is not required to be paid to the employee in every dismissal situation.<\/p>\n<p data-start=\"143\" data-end=\"804\"><strong data-start=\"465\" data-end=\"583\">For an employee to be entitled to such compensation, the conditions stipulated under labour law must be fulfilled.<\/strong> For example, in order to qualify for severance pay in Turkey, the employee must have worked for <strong>a certain period under the same employer<\/strong>, a<strong>nd the reason for dismissal must fall within the situations<\/strong> specified under the labour law.<\/p>\n<p data-start=\"806\" data-end=\"1466\"><strong>Redundancy pay in Turkey is applied in accordance with the relevant provisions of the Labour Law and the Turkish Code of Obligations and differs from material or moral compensation claims.<\/strong> For instance, <a href=\"https:\/\/www.cbhukuk.com\/en\/medical-malpractice-in-turkey\/\"><strong>a compensation claim arising from medical malpractice<\/strong><\/a> is based on tort or contractual liability under a contract for services, while <strong>a compensation claim due to a defective product<\/strong> is pursued under the provisions of the Consumer Protection Law. <strong data-start=\"1254\" data-end=\"1466\">In contrast, employment compensation rights in Turkey arise only if the conditions set out in the Labour Law are met <\/strong>and these compensations represent the employee\u2019s special rights arising from the employment contract.<\/p>\n<p data-start=\"1468\" data-end=\"1784\">Nevertheless, if the necessary conditions regulated under labour law are not present, the right to <strong>redundancy pay in Turkey<\/strong> does not arise. Therefore, it is of great importance for employers to act in compliance with their legal obligations during<strong data-start=\"1609\" data-end=\"1784\"> the dismissal process in Turkey and to observe the compensation rights of employees.<\/strong><\/p>\n<p data-start=\"1786\" data-end=\"2251\"><strong>On the other hand, even if there is no dismissal, an employee\u2019s right to compensation in Turkey may arise due to different legal reasons.<\/strong> For example, if an employee <strong>suffers harm as a result of a workplace accident<\/strong> <strong>or occupational disease,<\/strong> the employer may be obliged to pay compensation. Additionally, if the employer engages in <strong>workplace mobbing or fails to provide working conditions<\/strong> in accordance with legal regulations, <strong>the employee may also acquire worker compensation rights in Turkey.<\/strong><\/p>\n<p data-start=\"2253\" data-end=\"2608\">In conclusion, <strong data-start=\"2268\" data-end=\"2450\">worker compensation rights are important legal protections arranged either to cover damages suffered by employees or to provide financial security upon termination of employment.<\/strong> However, in order for all compensation rights, <strong>including redundancy pay in Turkey<\/strong>, to arise, the conditions specified under labour law must be fulfilled.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_small\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"w-iconbox us_custom_aea21514 iconpos_left style_default color_secondary align_center no_title\"><div class=\"w-iconbox-icon\" style=\"font-size:2rem;\"><i class=\"fas fa-gavel\"><\/i><\/div><div class=\"w-iconbox-meta\"><div class=\"w-iconbox-text\"><p><strong><a href=\"https:\/\/www.mevzuat.gov.tr\/mevzuat?MevzuatNo=4857&amp;MevzuatTur=1&amp;MevzuatTertip=5\" target=\"_blank\" rel=\"noopener\">Article 19 of the Labor Law No. 4857<\/a><\/strong> \u2013 The employer is obliged to make the termination notice in writing and to clearly and precisely specify the reason for termination. An indefinite-term employment contract of an employee cannot be terminated due to reasons related to the employee&#8217;s behavior or performance without first obtaining the employee&#8217;s defense against the allegations. However, the employer&#8217;s right to terminate in accordance with the conditions stipulated in subparagraph (II) of Article 25 is reserved.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_auto\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column us_custom_275474cc has_text_color\"><div class=\"wpb_wrapper\"><h2 data-start=\"137\" data-end=\"198\"><span class=\"ez-toc-section\" id=\"WHAT_ARE_DISMISSAL_COMPENSATIONS_AND_WORKER_RECEIVABLES_IN_TURKEY\"><\/span>WHAT ARE DISMISSAL COMPENSATIONS AND WORKER RECEIVABLES IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"200\" data-end=\"311\"><strong data-start=\"200\" data-end=\"311\">Dismissal compensations and worker receivables are different concepts regulated separately under <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/labor-law-in-turkey\/\">Turkish labour law<\/a>. <\/strong><strong data-start=\"313\" data-end=\"482\">Worker compensation rights in Turkey refer to the financial rights that arise when an employee leaves the job or is dismissed by the employer and must be paid to the employee.<\/strong><\/p>\n<p data-start=\"200\" data-end=\"311\">In this context, <strong>dismissal compensation in Turkey is a type of compensation calculated based on legal regulations<\/strong> such as labour laws or employment contracts and paid to the employee. The amount of redundancy pay in Turkey varies depending on factors <strong>such as the employee\u2019s length of service, performance at the workplace, and reason for termination.<\/strong><\/p>\n<p data-start=\"825\" data-end=\"1374\">On the other hand, <strong data-start=\"844\" data-end=\"983\">worker receivables in Turkey cover the wages and other financial rights that an employee can claim from the employer in return for their service.<\/strong> Worker receivables in Turkey include <strong data-start=\"1011\" data-end=\"1171\">payments such as wages, bonuses, overtime pay, and annual leave pay, <\/strong>which the employee earns during the employment period and must be paid by the employer. These receivables are calculated and paid based on the conditions stipulated in labour laws and employment contracts. <strong data-start=\"1290\" data-end=\"1374\">Unlike dismissal compensation in turkey, claiming worker receivables does not depend on dismissal.<\/strong><\/p>\n<p data-start=\"1376\" data-end=\"1439\"><strong>Differences between dismissal pay in Turkey and worker receivables:<\/strong><\/p>\n<ul>\n<li data-start=\"1441\" data-end=\"1742\"><strong data-start=\"1441\" data-end=\"1467\">Definition Difference:<\/strong> Redundancy pay in Turkey is <strong>a type of compensation paid upon the termination of the employment contract<\/strong> due to dismissal or resignation. In contrast, worker receivables refer to <strong data-start=\"1608\" data-end=\"1742\">wages, bonuses, overtime pay, and annual leave pay <\/strong>earned by the employee in return for their service.<\/li>\n<li data-start=\"1744\" data-end=\"1958\"><strong data-start=\"1744\" data-end=\"1768\">Reasons for Arising:<\/strong> Dismissal pay in Turkey arises upon the <a href=\"https:\/\/www.cbhukuk.com\/en\/types-of-employment-contracts\/\"><strong data-start=\"1800\" data-end=\"1842\">termination of the employment contract<\/strong><\/a>, while worker receivables arise based on <strong data-start=\"1884\" data-end=\"1958\">work performed during the continuation of the employment relationship.<\/strong><\/li>\n<li data-start=\"1960\" data-end=\"2227\"><strong data-start=\"1960\" data-end=\"1976\">Legal Basis:<\/strong> Employment termination compensation in Turkey is based on <strong data-start=\"2004\" data-end=\"2092\">rights arising from termination <\/strong>regulated under labour laws or employment contracts. Worker receivables, however, stem from <strong data-start=\"2132\" data-end=\"2227\">provisions in labour laws and employment contracts regarding wages and additional payments.<\/strong><\/li>\n<li data-start=\"2229\" data-end=\"2490\"><strong data-start=\"2229\" data-end=\"2252\">Calculation Method:<\/strong> Redundancy pay in Turkey is calculated based on the employee\u2019s <strong data-start=\"2306\" data-end=\"2392\">length of service, reason for termination, and conditions set forth in labour law.<\/strong> Worker receivables are calculated based on <strong data-start=\"2436\" data-end=\"2490\">the days, hours, and wages worked by the employee.<\/strong><\/li>\n<li data-start=\"2492\" data-end=\"2734\"><strong data-start=\"2492\" data-end=\"2509\">Payment Time:<\/strong> Employment termination compensation in Turkey is paid<strong data-start=\"2510\" data-end=\"2585\"> upon the termination of the employment contract.<\/strong> Worker receivables, on the other hand, are paid <strong data-start=\"2634\" data-end=\"2734\">during the employment period on the payment dates specified under labour law or in the contract.<\/strong><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"1-_TYPES_OF_DISMISSAL_COMPENSATION_IN_TURKEY\"><\/span><strong>1- TYPES OF DISMISSAL COMPENSATION IN TURKEY<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>In labour law, the dismissal of an employee not only results in the termination of the employment contract but also grants the employee various compensation rights in Turkey.<\/strong> Dismissal compensations in Turkey are regulated in different types depending on factors such as <strong>the employee\u2019s length of service, the reason for dismissal, and the employer\u2019s method of termination.<\/strong> Below is a brief explanation of <strong>the main types of dismissal compensation provided under Turkish labour law.<\/strong><\/p>\n<ul>\n<li data-start=\"52\" data-end=\"435\">\n<h4><span class=\"ez-toc-section\" id=\"Severance_Pay\"><\/span><strong data-start=\"52\" data-end=\"69\">Severance Pay<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"52\" data-end=\"435\"><strong>Severance pay in Turkey is compensation paid to an employee who has worked for the same employer for a certain period and whose employment contract ends for reasons specified by law.<\/strong> Severance pay represents the rights the employee has earned during their period of service and provides financial security in cases such <strong>as resignation, retirement, or justified termination.<\/strong><\/p>\n<ul>\n<li data-start=\"437\" data-end=\"813\">\n<h4><span class=\"ez-toc-section\" id=\"Notice_Pay\"><\/span><strong data-start=\"437\" data-end=\"451\">Notice Pay<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"437\" data-end=\"813\"><strong>Notice pay is compensation that one party must pay to the other if they fail to comply with the notice period required by law during the termination of the employment contract<\/strong>. The length of the notice period depends on <strong>the employee\u2019s length of service at the workplace, and failure to observe this period results<\/strong> in the obligation to pay notice compensation.<\/p>\n<ul>\n<li data-start=\"815\" data-end=\"1512\">\n<h4><span class=\"ez-toc-section\" id=\"Job_Security_Compensation_Compensation_for_Not_Reinstating_and_Salary_for_Idle_Periods\"><\/span><strong data-start=\"815\" data-end=\"907\">Job Security Compensation (Compensation for Not Reinstating and Salary for Idle Periods)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"815\" data-end=\"1512\"><strong>Under job security provisions, an employee has the right to <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/file-a-lawsuit-in-turkey\/\">file a lawsuit in Turkey<\/a> for <a href=\"https:\/\/www.cbhukuk.com\/en\/reinstatement-lawsuit\/\">reinstatement<\/a> if dismissed without valid cause.<\/strong> If the court orders reinstatement but the employer fails to allow the employee to resume work, <strong>the employee is entitled to compensation ranging from at least four to a maximum of eight months\u2019 salary.<\/strong> Additionally, if the employee wins the case and is reinstated, <strong>they may claim up to four months\u2019 salary for the idle period<\/strong> between the court decision and the actual return to work. <strong>These compensations aim to protect employees from unfair dismissal under job security rules.<\/strong><\/p>\n<ul>\n<li data-start=\"1514\" data-end=\"1781\">\n<h4><span class=\"ez-toc-section\" id=\"Bad_Faith_Compensation\"><\/span><strong data-start=\"1514\" data-end=\"1540\">Bad Faith Compensation<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"1514\" data-end=\"1781\"><strong>Bad faith compensation in Turkey arises when employees not covered by job security provisions are dismissed maliciously by the employer.<\/strong> In cases of bad faith termination, the employer must pay the employee <strong>three times the amount of the notice pay.<\/strong><\/p>\n<ul>\n<li data-start=\"1783\" data-end=\"2289\">\n<h4><span class=\"ez-toc-section\" id=\"Compensation_Due_to_Work_Accident_or_Occupational_Disease\"><\/span><strong data-start=\"1783\" data-end=\"1844\">Compensation Due to Work Accident or Occupational Disease<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"1783\" data-end=\"2289\"><strong>A work accident refers to an incident causing harm to an employee due to a sudden and external factor occurring at the workplace or during the execution of work.<\/strong> Occupational disease refers to health damages suffered over time due to the nature of the employee\u2019s work. If the employer fails to take necessary precautions, <strong>they are liable to pay both material and moral compensation to the employee for work accidents or occupational diseases.<\/strong><\/p>\n<ul>\n<li data-start=\"2291\" data-end=\"2655\">\n<h4><span class=\"ez-toc-section\" id=\"Union_Compensation\"><\/span><strong data-start=\"2291\" data-end=\"2313\">Union Compensation<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"2291\" data-end=\"2655\"><strong>Union compensation applies when the employer terminates the employment contract due to the employee\u2019s union membership or union activities.<\/strong> In this case, the employer is required to pay the employee compensation equal to <strong>at least one year\u2019s salary<\/strong>. This compensation serves as <strong>a constitutional safeguard<\/strong> for the protection of union rights.<\/p>\n<ul>\n<li data-start=\"2657\" data-end=\"3093\">\n<h4><span class=\"ez-toc-section\" id=\"Compensation_for_Discrimination\"><\/span><strong data-start=\"2657\" data-end=\"2692\">Compensation for Discrimination<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"2657\" data-end=\"3093\"><strong>The employer cannot discriminate against an employee based on language, race, color, gender, disability, political opinion, philosophical belief, religion, or sect.<\/strong> In cases of violation of the principle of equal treatment in Turkey, <strong>the employee may be awarded compensation of up to four months\u2019 salary.<\/strong> This compensation can be claimed separately from other severance payments if the employee is dismissed in Turkey.<\/p>\n<h3><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilan-iscinin-tazminati.jpg\"><img decoding=\"async\" class=\"aligncenter size-full wp-image-7269\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilan-iscinin-tazminati.jpg\" alt=\"redundancy pay in Turkey\" width=\"700\" height=\"217\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilan-iscinin-tazminati.jpg 700w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilan-iscinin-tazminati-300x93.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilan-iscinin-tazminati-100x31.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilan-iscinin-tazminati-90x28.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilan-iscinin-tazminati-120x37.jpg 120w\" sizes=\"(max-width: 700px) 100vw, 700px\" \/><\/a><\/h3>\n<h3><span class=\"ez-toc-section\" id=\"2-_TYPES_OF_WORKERS_CLAIMS_IN_TURKEY\"><\/span>2- TYPES OF WORKER&#8217;S CLAIMS IN TURKEY<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"52\" data-end=\"465\"><strong>In Turkish labour law, the receivable rights of employees are not limited to wages alone <\/strong>but encompass all rights and benefits they acquire during their period of employment. <strong>Worker receivables in Turkey are regulated to ensure that employees receive full and complete compensation for their labor<\/strong>, serving as an important legal mechanism that protects both the economic security of workers and workplace harmony.<\/p>\n<p data-start=\"467\" data-end=\"573\" data-is-last-node=\"\" data-is-only-node=\"\"><strong>The main types of worker receivables that employees can claim under Turkish labour law are outlined below.<\/strong><\/p>\n<ul>\n<li data-start=\"80\" data-end=\"571\">\n<h4><span class=\"ez-toc-section\" id=\"Wage_Receivable\"><\/span><strong data-start=\"80\" data-end=\"100\">Wage Receivable<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"80\" data-end=\"571\"><strong>One of the worker\u2019s most fundamental rights in Turkey, the wage due is the payment for the labor provided to the employer.<\/strong> According to the Labour Law, the employer is <strong data-start=\"278\" data-end=\"345\">obliged to pay the worker the rightful wage on time and in full<\/strong> in return for the work performed. The wage receivable in Turkey <strong data-start=\"400\" data-end=\"438\">must be paid regularly every month<\/strong> during the worker\u2019s employment period. If the employer delays or underpays the wage in Turkey, <strong>the worker can<\/strong> <strong data-start=\"539\" data-end=\"570\">legally claim the owed wage<\/strong>.<\/p>\n<ul>\n<li data-start=\"573\" data-end=\"1097\">\n<h4><span class=\"ez-toc-section\" id=\"Overtime_Pay\"><\/span><strong data-start=\"573\" data-end=\"590\">Overtime Pay<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"573\" data-end=\"1097\">Overtime pay is regulated by <strong data-start=\"622\" data-end=\"683\">Article 41 of Labour Law No. 4857 and related regulations<\/strong>. Before requiring <a href=\"https:\/\/www.cbhukuk.com\/en\/overtime-work-in-turkey\/\"><strong>overtime work in Turkey<\/strong><\/a>, the employer must <strong data-start=\"735\" data-end=\"766\">obtain the worker\u2019s consent<\/strong>. For work hours exceeding <strong data-start=\"793\" data-end=\"814\">45 hours per week<\/strong>, workers are paid <strong data-start=\"833\" data-end=\"875\">50% more than their normal hourly wage<\/strong> as overtime pay in Turkey. Additionally, the total overtime hours in a year <strong>cannot exceed<\/strong> <strong data-start=\"956\" data-end=\"969\">270 hours<\/strong>. If overtime pay is included in the worker\u2019s salary, <strong>any hours exceeding this limit must be calculated and paid separately.<\/strong><\/p>\n<ul>\n<li data-start=\"1099\" data-end=\"1494\">\n<h4><span class=\"ez-toc-section\" id=\"Weekly_Rest_Day_Pay\"><\/span><strong data-start=\"1099\" data-end=\"1123\">Weekly Rest Day Pay<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"1099\" data-end=\"1494\">According to the Turkish Labour Law, for a worker to be paid for a weekly rest day in Turkey, the condition of <strong data-start=\"1219\" data-end=\"1293\">working a certain number of days before the rest day must be fulfilled<\/strong>. If the employer suspends work on a rest day <strong data-start=\"1339\" data-end=\"1370\">without a compelling reason<\/strong>, the non-working days of the week are considered <strong data-start=\"1420\" data-end=\"1445\">paid weekly rest days<\/strong>, and the worker must be compensated accordingly.<\/p>\n<ul>\n<li data-start=\"1496\" data-end=\"1720\">\n<h4><span class=\"ez-toc-section\" id=\"National_Holiday_and_General_Holiday_Pay\"><\/span><strong data-start=\"1496\" data-end=\"1541\">National Holiday and General Holiday Pay<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"1496\" data-end=\"1720\">Employers are <strong data-start=\"1558\" data-end=\"1589\">obliged to pay double wages<\/strong> to workers who work on national and general holidays. These days are considered <strong data-start=\"1670\" data-end=\"1694\">holidays for workers<\/strong>, subject to special laws.<\/p>\n<ul>\n<li data-start=\"1722\" data-end=\"2062\">\n<h4><span class=\"ez-toc-section\" id=\"Annual_Leave_Pay\"><\/span><strong data-start=\"1722\" data-end=\"1743\">Annual Leave Pay<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"1722\" data-end=\"2062\">Regulated by Article 53 of the Labour Law, <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/annual-leave-calculation\/\">annual leave pay in Turkey<\/a><\/strong> <strong>is a right that arises if the worker has<\/strong> <strong data-start=\"1851\" data-end=\"1900\">worked for at least one year at the workplace<\/strong>. The amount of paid annual leave depends on the worker\u2019s seniority, and if the employer does not grant the leave, the worker is entitled to <strong data-start=\"2041\" data-end=\"2061\">annual leave pay<\/strong>.<\/p>\n<ul>\n<li data-start=\"2064\" data-end=\"2605\">\n<h4><span class=\"ez-toc-section\" id=\"Other_Payments_Bonus_Premium_Child_Allowance_etc\"><\/span><strong data-start=\"2064\" data-end=\"2123\">Other Payments (Bonus, Premium, Child Allowance, etc.)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"2064\" data-end=\"2605\" data-is-last-node=\"\" data-is-only-node=\"\">Additional payments such as bonuses, premiums, and child allowances may be provided <strong data-start=\"2210\" data-end=\"2277\">based on the worker\u2019s performance or workplace success criteria in Turkey<\/strong>. Bonuses are regulated in favor of the worker and <strong data-start=\"2328\" data-end=\"2350\">cannot be deducted<\/strong>, while<strong> any changes unfavorable to the worker require written consent<\/strong>. These additional payments are binding for the workplace if they become a workplace practice, <strong data-start=\"2518\" data-end=\"2604\">even if not explicitly stated in the employment or collective bargaining agreement<\/strong>.<\/p>\n<h2 data-start=\"0\" data-end=\"83\"><span class=\"ez-toc-section\" id=\"WHAT_ARE_THE_CONDITIONS_FOR_RECEIVING_TERMINATION_COMPENSATION_IN_THE_PRIVATE_SECTOR_IN_TURKEY\"><\/span>WHAT ARE THE CONDITIONS FOR RECEIVING TERMINATION COMPENSATION IN THE PRIVATE SECTOR IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"85\" data-end=\"432\"><strong>The conditions for receiving dismissal compensation in the private sector in Turkey are shaped by the legal norms within labor law and the circumstances under which the employment contract is terminated.<\/strong> Workers in Turkey must act in accordance with the relevant provisions of Labor Law No. 4857 in order <strong>to obtain compensation rights in the private sector.<\/strong><\/p>\n<p data-start=\"434\" data-end=\"992\"><strong>The reasons for terminating the employment contract and the manner in which this termination occurs directly affect the worker\u2019s right to receive severance pay in Turkey.<\/strong> If the conditions for compensation set forth in the law are not met, the worker may be completely deprived of the right to compensation or <strong>face partial loss of rights.<\/strong> Therefore, in the processes of receiving dismissal compensation in the private sector in Turkey,<strong> it is essential to pay attention to the method of termination of the employment contract and the relevant articles of the Labor Law.<\/strong><\/p>\n<p data-start=\"994\" data-end=\"1097\" data-is-last-node=\"\" data-is-only-node=\"\"><strong>The conditions for receiving dismissal compensation in the private sector can be generally summarized as follows:<\/strong><\/p>\n<h3 data-start=\"210\" data-end=\"609\"><span class=\"ez-toc-section\" id=\"1_Termination_of_Employment_Due_to_Health_Military_Service_or_Retirement\"><\/span><strong data-start=\"210\" data-end=\"289\">1. Termination of Employment Due to Health, Military Service, or Retirement<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"210\" data-end=\"609\">When an employee\u2019s contract ends for justified reasons such as <strong data-start=\"355\" data-end=\"409\">health conditions, military service, or retirement<\/strong>, the conditions for receiving <strong data-start=\"440\" data-end=\"489\">employment termination compensation in Turkey<\/strong> are considered fulfilled. However, to validate these reasons, the relevant documents must be submitted to the employer.<\/p>\n<h3 data-start=\"611\" data-end=\"1037\"><span class=\"ez-toc-section\" id=\"2_Female_Employees_Leaving_Work_Due_to_Marriage\"><\/span><strong data-start=\"611\" data-end=\"663\">2. Female Employees Leaving Work Due to Marriage<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"611\" data-end=\"1037\">Female employees who leave work because of marriage must submit a written application to the employer <strong>within one year from the date of marriage<\/strong>, providing proof of their marital status. <strong>The termination of the employment contract due to marriage must be clearly stated<\/strong>, and when these conditions are met, female workers gain their <strong data-start=\"996\" data-end=\"1036\">worker compensation rights in Turkey<\/strong>.<\/p>\n<h3 data-start=\"1039\" data-end=\"1235\"><span class=\"ez-toc-section\" id=\"3_Resignation_Due_to_Pregnancy_or_Childbirth\"><\/span><strong data-start=\"1039\" data-end=\"1088\">3. Resignation Due to Pregnancy or Childbirth<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"1039\" data-end=\"1235\">Women who resign because of pregnancy or childbirth are considered to have voluntarily quit and are<strong> therefore not entitled to severance pay<\/strong>.<\/p>\n<h3 data-start=\"1237\" data-end=\"1602\"><span class=\"ez-toc-section\" id=\"4_Changes_in_Working_Conditions_and_Employers_Obligation_to_Notify\"><\/span><strong data-start=\"1237\" data-end=\"1309\">4. Changes in Working Conditions and Employer\u2019s Obligation to Notify<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"1237\" data-end=\"1602\"><strong>Employers must notify employees in writing about any changes in working conditions in Turkey.<\/strong> If the employee rejects the changes and the employer fails to notify the employee in writing <strong>within six working days<\/strong>, the employee gains the right <strong>to claim<\/strong> <strong data-start=\"1552\" data-end=\"1601\">employment termination compensation in Turkey<\/strong>.<\/p>\n<p data-start=\"1604\" data-end=\"1846\">In this context, <strong>protecting and enforcing worker compensation rights in Turkey in the private sector<\/strong> requires careful attention to the legal regulations governing employment termination conditions and <strong>seeking legal support when necessary.<\/strong><\/p>\n<h2><a style=\"font-family: inherit; font-size: 16px;\" ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/ozel-sektorde-tazminat-alma-sartlari.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-4805\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/ozel-sektorde-tazminat-alma-sartlari-800x216.jpg\" alt=\"workmen compensation in turkey\" width=\"800\" height=\"216\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/ozel-sektorde-tazminat-alma-sartlari-800x216.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/ozel-sektorde-tazminat-alma-sartlari-300x81.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/ozel-sektorde-tazminat-alma-sartlari-1024x276.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/ozel-sektorde-tazminat-alma-sartlari-100x27.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/ozel-sektorde-tazminat-alma-sartlari-90x24.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/ozel-sektorde-tazminat-alma-sartlari.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"HOW_MANY_YEARS_OF_WORK_ARE_REQUIRED_TO_RECEIVE_WORKMEN_COMPENSATION_IN_TURKEY_FROM_THE_WORKPLACE\"><\/span>HOW MANY YEARS OF WORK ARE REQUIRED TO RECEIVE WORKMEN COMPENSATION IN TURKEY FROM THE WORKPLACE?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>To answer the question of how many years of work are required to receive workmen compensation in Turkey from the workplace<\/strong>, it is necessary to differentiate between severance pay and notice pay.<\/p>\n<p><strong>In the Turkish labor law system, a worker\u2019s right to severance pay arises upon fulfilling the condition of at least one uninterrupted year of service at the workplace.<\/strong> When the worker completes one full year of employment in Turkey, the <strong data-start=\"235\" data-end=\"273\">legal right to claim severance pay<\/strong> <strong>becomes valid.<\/strong> If the employment contract ends before this period is completed, the <strong data-start=\"358\" data-end=\"403\">claim for severance pay is not applicable<\/strong>.<\/p>\n<p><strong>There is no predetermined mandatory period of work for notice pay in Turkey<\/strong>. Notice pay arises when the employment contract is terminated or when the employee exercises the right to immediate termination for just cause. <strong>If the notice period is not granted to the employee, the employee is entitled to notice pay in Turkey.<\/strong><\/p>\n<p data-start=\"0\" data-end=\"436\"><strong>On the other hand, the right to severance pay may also arise due to retirement in Turkey.<\/strong> According to the Social Insurance and General Health Insurance Law, <strong>workers who have reached a certain number of premium days and length of service are entitled to claim severance pay in Turkey.<\/strong> The entitlement to severance pay based on retirement varies depending on the worker\u2019s total length of service and premium days.<\/p>\n<p data-start=\"0\" data-end=\"436\"><strong>The relevant conditions are as follows:<\/strong><\/p>\n<ul>\n<li data-start=\"440\" data-end=\"562\">For those insured <strong data-start=\"458\" data-end=\"486\">before September 8, 1999<\/strong>, at least <strong data-start=\"497\" data-end=\"522\">15 years of insurance<\/strong> and <strong data-start=\"527\" data-end=\"548\">3600 premium days<\/strong> are required.<\/li>\n<li data-start=\"565\" data-end=\"707\">For those insured <strong data-start=\"583\" data-end=\"631\">between September 9, 1999 and April 30, 2008<\/strong>, at least <strong data-start=\"642\" data-end=\"667\">25 years of insurance<\/strong> and <strong data-start=\"672\" data-end=\"693\">4500 premium days<\/strong> are required.<\/li>\n<li data-start=\"710\" data-end=\"825\">For those insured <strong data-start=\"728\" data-end=\"749\">after May 1, 2008<\/strong>, at least <strong data-start=\"760\" data-end=\"785\">25 years of insurance<\/strong> and <strong data-start=\"790\" data-end=\"811\">5400 premium days<\/strong> are required.<\/li>\n<\/ul>\n<p data-start=\"827\" data-end=\"1105\" data-is-last-node=\"\" data-is-only-node=\"\">An important point is that the worker does <strong data-start=\"870\" data-end=\"957\">not need to complete these premium days and insurance periods at the same workplace<\/strong>; it is sufficient that <strong>the overall conditions<\/strong> are met. Workers who fulfill these requirements can claim severance pay on the grounds of retirement in Turkey.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"CONDITIONS_FOR_RECEIVING_REDUNDANCY_PAY_IN_TURKEY_WHEN_VOLUNTARILY_LEAVING_A_JOB\"><\/span>CONDITIONS FOR RECEIVING REDUNDANCY PAY IN TURKEY WHEN VOLUNTARILY LEAVING A JOB<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"203\" data-end=\"658\">The <strong data-start=\"207\" data-end=\"247\">worker compensation rights in Turkey<\/strong> for an employee who resigns voluntarily vary depending on the <strong data-start=\"310\" data-end=\"336\">reason for resignation<\/strong> and the <strong data-start=\"345\" data-end=\"367\">working conditions<\/strong>. Typically, when an employee decides to terminate the employment contract in Turkey, <strong>they submit a written resignation letter to express their intent.<\/strong> However, whether the employee becomes entitled to any <strong data-start=\"563\" data-end=\"599\">dismissal compensation in Turkey<\/strong> depends on the <strong data-start=\"615\" data-end=\"637\">underlying reasons<\/strong> for the resignation.<\/p>\n<p data-start=\"660\" data-end=\"1154\"><strong>If the employee resigns with just cause<\/strong>,<strong> they may be entitled to compensation similar to dismissal compensation in Turkey<\/strong>. In such cases, the employee must meet the criteria for <strong data-start=\"836\" data-end=\"862\">just cause termination<\/strong> as defined under the Turkish Labor Law. For instance, <strong>significant and unfavorable changes in working conditions by the employer, serious health and safety risks in the workplace, or the employer\u2019s failure to pay wages regularly<\/strong> may be considered valid grounds for just cause resignation in Turkey.<\/p>\n<p data-start=\"1156\" data-end=\"1439\"><strong>On the other hand, if an employee resigns voluntarily without a justified reason, they are<\/strong> <strong data-start=\"1251\" data-end=\"1293\">not entitled to dismissal compensation in Turkey<\/strong>. At this stage, it is crucial that the employee acts in compliance with the provisions of the labor law when <strong>terminating the employment contract in Turkey.<\/strong><\/p>\n<p data-start=\"1441\" data-end=\"1724\"><strong>Moreover, if the employee resigns without observing the notice period and without a valid reason<\/strong>, the employer has the right to claim <strong data-start=\"1579\" data-end=\"1602\">notice compensation<\/strong> from the employee. Therefore, complying with the legal <strong data-start=\"1658\" data-end=\"1676\">notice periods<\/strong> helps the employee avoid potential legal risks.<\/p>\n<p data-start=\"1726\" data-end=\"2089\">In conclusion, the <strong data-start=\"1745\" data-end=\"1777\">eligibility for compensation<\/strong> for employees who resign voluntarily in Turkey depends on the <strong data-start=\"1830\" data-end=\"1863\">legitimacy of the resignation<\/strong> and compliance with the <strong data-start=\"1888\" data-end=\"1934\">termination provisions under the Labor Law<\/strong>. It is essential that employees fully understand their rights during this process and, <strong>if necessary, seek support from a qualified<\/strong> <strong data-start=\"2066\" data-end=\"2088\">labor law attorney in Turkey<\/strong>.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"WHAT_ARE_THE_CONDITIONS_FOR_RECEIVING_SEVERANCE_AND_NOTICE_COMPENSATION_UPON_DISMISSAL_IN_TURKEY\"><\/span>WHAT ARE THE CONDITIONS FOR RECEIVING SEVERANCE AND NOTICE COMPENSATION UPON DISMISSAL IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"307\" data-end=\"656\"><strong>The dismissal compensation in Turkey refers to key legal mechanisms designed to protect an employee\u2019s financial rights when their employment contract is terminated.<\/strong> Under Turkish labor law, the most common types of compensation awarded in such cases are <strong data-start=\"565\" data-end=\"609\">severance compensation <\/strong>and <strong data-start=\"614\" data-end=\"655\">notice compensation<\/strong>.<\/p>\n<p data-start=\"658\" data-end=\"1148\"><strong data-start=\"658\" data-end=\"684\">Severance compensation in Turkey<\/strong> is granted when an employee has worked for a specific period in the same workplace, while <strong data-start=\"775\" data-end=\"798\">notice compensation in Turkey<\/strong> arises if either the employer or the employee terminates the employment contract without complying with <strong>the legally required notice periods<\/strong>. The conditions and scope of these compensation types are determined by <strong>the employee\u2019s<\/strong> <strong data-start=\"1030\" data-end=\"1051\">length of service<\/strong>, <strong>the reason for termination, and the legal procedures governing the termination process.<\/strong><\/p>\n<p data-start=\"1150\" data-end=\"1654\"><strong>It is important to note that worker compensation rights in Turkey may vary across different professions, as not all employees are covered under the same legal regulations.<\/strong> For instance, <strong data-start=\"1340\" data-end=\"1353\">seafarers<\/strong> <strong>are subject to the<\/strong> <a href=\"https:\/\/www.cbhukuk.com\/en\/maritime-labor-law-in-turkey\/\"><strong data-start=\"1373\" data-end=\"1395\">Maritime Labor Law<\/strong><\/a>, and their severance and notice compensation rights differ from those under <strong data-start=\"1472\" data-end=\"1494\">Labor Law No. 4857<\/strong>. Similarly, <strong data-start=\"1507\" data-end=\"1532\">professional athletes<\/strong>, who are bound by <a href=\"https:\/\/www.cbhukuk.com\/en\/collection-of-footballers-debts\/\"><strong data-start=\"1551\" data-end=\"1571\">Sports Contracts<\/strong><\/a>, are not entitled to <strong>severance or notice compensation<\/strong> under the general labor law.<\/p>\n<p data-start=\"1656\" data-end=\"1814\">Therefore, <strong data-start=\"1667\" data-end=\"1683\">job security<\/strong> and <strong data-start=\"1688\" data-end=\"1727\">dismissal compensation entitlements<\/strong> in Turkey must be evaluated based on the <strong data-start=\"1759\" data-end=\"1813\">specific legislation applicable to each profession<\/strong>.<\/p>\n<h3 data-start=\"308\" data-end=\"375\"><span class=\"ez-toc-section\" id=\"1-_WHAT_IS_NOTICE_COMPENSATION_IN_TURKEY\"><\/span><strong data-start=\"312\" data-end=\"375\">1- WHAT IS NOTICE COMPENSATION IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"377\" data-end=\"897\">In <strong data-start=\"380\" data-end=\"390\">Turkey<\/strong>, <strong data-start=\"392\" data-end=\"415\">notice compensation<\/strong> refers to a type of compensation regulated under <strong data-start=\"465\" data-end=\"504\">Article 17 of the Turkish Labor Law<\/strong>, which becomes applicable when an employer terminates the employment contract <strong>without complying with the legally required notice period based on the employee\u2019s length of service.<\/strong> As the employee&#8217;s tenure increases, the required notice period the employer must observe also increases. <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/notice-pay-in-turkey\/\">The calculation of notice compensation in Turkey<\/a> is based on the length of the notice period owed to the employee.<\/strong><\/p>\n<p data-start=\"899\" data-end=\"994\"><strong>In Turkey, the legal notice periods depending on the duration of employment are as follows:<\/strong><\/p>\n<ul>\n<li data-start=\"998\" data-end=\"1072\"><strong data-start=\"998\" data-end=\"1019\">2 weeks (14 days)<\/strong> for employees who have worked <strong data-start=\"1050\" data-end=\"1072\">less than 6 months<\/strong><\/li>\n<li data-start=\"1075\" data-end=\"1157\"><strong data-start=\"1075\" data-end=\"1096\">4 weeks (28 days)<\/strong> for those who have worked <strong data-start=\"1123\" data-end=\"1157\">between 6 months and 1.5 years<\/strong><\/li>\n<li data-start=\"1160\" data-end=\"1241\"><strong data-start=\"1160\" data-end=\"1181\">6 weeks (42 days)<\/strong> for those who have worked <strong data-start=\"1208\" data-end=\"1241\">between 1.5 years and 3 years<\/strong><\/li>\n<li data-start=\"1244\" data-end=\"1313\"><strong data-start=\"1244\" data-end=\"1265\">8 weeks (56 days)<\/strong> for those who have worked <strong data-start=\"1292\" data-end=\"1313\">more than 3 years<\/strong><\/li>\n<\/ul>\n<p data-start=\"1315\" data-end=\"1757\">If the <strong data-start=\"1322\" data-end=\"1384\">employer fails to comply with the applicable notice period<\/strong>, they are required to <strong data-start=\"1407\" data-end=\"1481\">pay the employee the amount of salary equivalent to that notice period<\/strong> as <strong data-start=\"1485\" data-end=\"1508\">notice compensation<\/strong>. This amount reflects what the employee would have earned had they worked during the notice period. <strong>Therefore, notice compensation in Turkey serves as a financial safeguard for the employee when an employment contract is terminated without proper notice.<\/strong><\/p>\n<ul>\n<li data-start=\"1764\" data-end=\"1832\">\n<h4><span class=\"ez-toc-section\" id=\"What_Are_the_Legal_Notice_Periods_for_Termination_in_Turkey\"><\/span><strong data-start=\"1768\" data-end=\"1832\">What Are the Legal Notice Periods for Termination in Turkey?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"1834\" data-end=\"2205\"><strong>Notice periods for termination in Turkey refer to the required duration of prior notification before an employment contract can be lawfully ended.<\/strong> Both the employee and the employer are obligated to provide this notice when they intend to terminate the contract. This regulation ensures <strong>the protection of both parties<\/strong> and allows for an orderly and <strong>fair termination process.<\/strong><\/p>\n<p data-start=\"2207\" data-end=\"2260\"><strong>Key features of notice periods in Turkey include:<\/strong><\/p>\n<ol>\n<li data-start=\"2264\" data-end=\"2319\">They apply to <strong data-start=\"2278\" data-end=\"2318\">indefinite-term employment contracts in Turkey<\/strong>.<\/li>\n<li data-start=\"2322\" data-end=\"2443\">For <strong data-start=\"2326\" data-end=\"2361\">fixed-term employment contracts in Turkey<\/strong>, no notice period is required at the end of the contract unless otherwise stated.<\/li>\n<li data-start=\"2446\" data-end=\"2585\">According to <strong data-start=\"2459\" data-end=\"2490\">Article 17 of the Labor Law<\/strong>, the notice periods are set as <strong data-start=\"2522\" data-end=\"2545\">2, 4, 6, or 8 weeks<\/strong>, depending on the employee\u2019s seniority.<\/li>\n<li data-start=\"2588\" data-end=\"2672\">These periods may be <strong data-start=\"2609\" data-end=\"2671\">extended through individual or collective labor agreements<\/strong>.<\/li>\n<li data-start=\"2675\" data-end=\"2804\">The <strong data-start=\"2679\" data-end=\"2740\">employer may choose to terminate the contract immediately<\/strong> by paying the employee compensation equal to the notice period.<\/li>\n<li data-start=\"2807\" data-end=\"2988\"><strong data-start=\"2807\" data-end=\"2861\">If either party fails to observe the notice period in Turkey<\/strong>, they must <strong data-start=\"2873\" data-end=\"2946\">pay compensation equal to the salary for the applicable notice period<\/strong>\u2014this is known as <strong data-start=\"2964\" data-end=\"2987\">notice compensation<\/strong>.<\/li>\n<\/ol>\n<p data-start=\"2990\" data-end=\"3187\">In summary, <strong data-start=\"3002\" data-end=\"3036\">legal notice periods in Turkey<\/strong> are critical for ensuring that employment relationships are terminated fairly and orderly and help <strong data-start=\"3136\" data-end=\"3166\">prevent potential disputes<\/strong> between the parties.<\/p>\n<ul>\n<li data-start=\"3194\" data-end=\"3247\">\n<h4><span class=\"ez-toc-section\" id=\"When_Is_Notice_Compensation_Earned_in_Turkey\"><\/span><strong data-start=\"3198\" data-end=\"3247\">When Is Notice Compensation Earned in Turkey?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"3249\" data-end=\"3585\">As part of <strong data-start=\"3260\" data-end=\"3296\">dismissal compensation in Turkey<\/strong>, <strong data-start=\"3298\" data-end=\"3321\">notice compensation<\/strong> becomes due when the <strong data-start=\"3343\" data-end=\"3443\">employer terminates the employment contract without observing the legally required notice period<\/strong>. The employee may also be liable for notice compensation if they resign without just cause and without respecting the required notice period.<\/p>\n<p data-start=\"3587\" data-end=\"3990\">If an employee <strong data-start=\"3602\" data-end=\"3656\">leaves the job without observing the notice period<\/strong> and does not provide valid justification, and the employer fails to pay compensation accordingly, the employee can <strong data-start=\"3772\" data-end=\"3801\">claim notice compensation in Turkey<\/strong>. Likewise, if the employer <strong data-start=\"3829\" data-end=\"3891\">dismisses the employee without observing the notice period<\/strong>, the employee becomes entitled to receive compensation equal to the duration of the notice period.<\/p>\n<p data-start=\"3992\" data-end=\"4295\">To answer the question <strong data-start=\"4015\" data-end=\"4056\">\u201cWhen is notice compensation earned in Turkey?\u201d<\/strong>\u2014the entitlement arises <strong data-start=\"4080\" data-end=\"4149\">at the moment the employment termination is issued without notice<\/strong>. If the employer dismisses the employee without notice, the compensation becomes <strong data-start=\"4231\" data-end=\"4250\">immediately due<\/strong>, and the employee has the right to claim it.<\/p>\n<ul>\n<li data-start=\"4302\" data-end=\"4353\">\n<h4><span class=\"ez-toc-section\" id=\"When_Is_Notice_Compensation_Paid_in_Turkey\"><\/span><strong data-start=\"4306\" data-end=\"4353\">When Is Notice Compensation Paid in Turkey?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"4355\" data-end=\"4751\">The question <strong data-start=\"4368\" data-end=\"4407\">\u201cWhen is notice compensation paid in Turkey?\u201d<\/strong> arises when either the employee or the employer ends the employment contract without observing the statutory notice periods. According to <strong data-start=\"4546\" data-end=\"4599\">Paragraphs 4 and 5 of Article 17 of the Labor Law<\/strong>, the party who fails to comply with the notice requirement is <strong data-start=\"4662\" data-end=\"4750\">obligated to pay the other party the amount equivalent to the unserved notice period<\/strong>.<\/p>\n<p data-start=\"4753\" data-end=\"5049\">If the employer chooses not to allow the employee to work through the notice period, they must <strong data-start=\"4848\" data-end=\"4905\">pay the full amount of notice compensation in advance<\/strong> at the time of dismissal. This allows for the <strong data-start=\"4952\" data-end=\"4991\">immediate termination of employment<\/strong> while ensuring the <strong data-start=\"5011\" data-end=\"5048\">employee is financially protected<\/strong>.<\/p>\n<p data-start=\"5051\" data-end=\"5205\">This practice enables a <strong data-start=\"5075\" data-end=\"5105\">quick and clear separation<\/strong> and ensures that the employee does not suffer <strong data-start=\"5152\" data-end=\"5170\">financial loss<\/strong> as a result of sudden termination.<\/p>\n<h3 data-start=\"323\" data-end=\"390\"><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/aniden-istifa-etmek.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-7271\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/aniden-istifa-etmek-800x221.jpg\" alt=\"employment termination compensation in turkey\" width=\"800\" height=\"221\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/aniden-istifa-etmek-800x221.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/aniden-istifa-etmek-300x83.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/aniden-istifa-etmek-1024x283.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/aniden-istifa-etmek-100x28.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/aniden-istifa-etmek-90x25.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/aniden-istifa-etmek-120x33.jpg 120w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/aniden-istifa-etmek.jpg 1280w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/h3>\n<h3 data-start=\"323\" data-end=\"390\"><span class=\"ez-toc-section\" id=\"2-_WHAT_IS_SEVERANCE_COMPENSATION_IN_TURKEY\"><\/span>2- WHAT IS SEVERANCE COMPENSATION IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"392\" data-end=\"755\"><strong>In Turkey, severance compensation is a financial entitlement paid to an employee after a certain period of service, in cases where the employment contract is terminated by the employer without just cause<\/strong>. Governed by the Turkish Labor Law and related regulations, this compensation reflects the employee&#8217;s <strong data-start=\"710\" data-end=\"736\">dedication and service<\/strong> to the workplace.<\/p>\n<p data-start=\"757\" data-end=\"1011\">The main purpose of <strong data-start=\"777\" data-end=\"813\">severance compensation in Turkey<\/strong> is to <strong data-start=\"820\" data-end=\"853\">financially support employees<\/strong> who find themselves unemployed through no fault of their own. To qualify, the employee must have worked <strong data-start=\"958\" data-end=\"988\">for at least one full year<\/strong> for the same employer.<\/p>\n<p data-start=\"1013\" data-end=\"1044\"><strong>This compensation is paid when:<\/strong><\/p>\n<ul>\n<li data-start=\"1047\" data-end=\"1127\">The <strong data-start=\"1051\" data-end=\"1074\">employer terminates<\/strong> the employment contract without valid legal grounds,<\/li>\n<li data-start=\"1130\" data-end=\"1295\">The employee <strong data-start=\"1143\" data-end=\"1191\">retires, is conscripted for military service<\/strong>, or resigns due to <strong data-start=\"1211\" data-end=\"1257\">marriage (in the case of female employees)<\/strong> or other reasons permitted under law.<\/li>\n<\/ul>\n<p data-start=\"1297\" data-end=\"1628\">However, if an employee <strong data-start=\"1321\" data-end=\"1363\">resigns voluntarily without just cause<\/strong>, they are <strong data-start=\"1374\" data-end=\"1390\">not entitled<\/strong> to severance compensation in Turkey.<strong> The severance payment in Turkey is calculated based on the employee\u2019s total length of service and gross monthly salary.<\/strong>\u00a0As such, it serves as an important financial safeguard based on the employee\u2019s working period.<\/p>\n<ul>\n<li data-start=\"1635\" data-end=\"1694\">\n<h4><span class=\"ez-toc-section\" id=\"How_is_Severance_Compensation_Calculated_in_Turkey\"><\/span><strong data-start=\"1639\" data-end=\"1694\">How is Severance Compensation Calculated in Turkey?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"1696\" data-end=\"1941\">As a form of <strong data-start=\"1709\" data-end=\"1745\">dismissal compensation in Turkey<\/strong>, <strong data-start=\"1747\" data-end=\"1764\">severance pay<\/strong> is calculated as <strong data-start=\"1782\" data-end=\"1840\">30 days of gross wage for each full year of employment<\/strong>. If the employee has worked for more than a full year, the extra days are calculated proportionally.<\/p>\n<p data-start=\"1943\" data-end=\"1997\"><strong data-start=\"1948\" data-end=\"1997\">Steps for <a href=\"https:\/\/www.cbhukuk.com\/en\/severance-pay-calculation\/\">Calculating Severance Pay in Turkey<\/a>:<\/strong><\/p>\n<ol>\n<li data-start=\"2002\" data-end=\"2165\"><strong data-start=\"2002\" data-end=\"2033\">Determine the Gross Salary: <\/strong>This includes the base salary and all regular benefits (e.g., <strong data-start=\"2101\" data-end=\"2163\">meal allowance, transportation fees, regular bonuses, etc.<\/strong>).<\/li>\n<li data-start=\"2170\" data-end=\"2362\"><strong data-start=\"2170\" data-end=\"2203\">Calculate Total Service Time: <\/strong>All uninterrupted periods of employment <strong>with the same employer are counted.<\/strong> Gaps are included unless the employee worked for another employer in between.<\/li>\n<li data-start=\"2367\" data-end=\"2478\"><strong data-start=\"2367\" data-end=\"2398\">Calculate Daily Gross Wage: <\/strong>Divide the employee\u2019s gross monthly wage <strong>by 30 to find the daily wage<\/strong>.<\/li>\n<li data-start=\"2483\" data-end=\"2624\"><strong data-start=\"2483\" data-end=\"2513\">Multiply by Service Years: <\/strong>Multiply the daily gross wage <strong>by 30 for each full year.<\/strong> Add the proportional amount for incomplete years.<\/li>\n<li data-start=\"2629\" data-end=\"2722\"><strong data-start=\"2629\" data-end=\"2649\">Sum the Amounts: <\/strong>Add all the calculated values for <strong>the total severance compensation.<\/strong><\/li>\n<li data-start=\"2727\" data-end=\"2883\"><strong data-start=\"2727\" data-end=\"2755\">Apply the Severance Cap: <\/strong>Check whether the calculated amount exceeds the <strong data-start=\"2809\" data-end=\"2840\">legal severance pay ceiling<\/strong>. If not, only a <strong data-start=\"2857\" data-end=\"2870\">stamp tax<\/strong> is deducted.<\/li>\n<li data-start=\"2888\" data-end=\"3188\"><strong data-start=\"2888\" data-end=\"2918\">Income Tax Considerations: <\/strong>If the employer chooses to pay above the legal cap, the excess amount is subject to income tax,<strong data-start=\"2888\" data-end=\"2918\"> and <a href=\"https:\/\/www.cbhukuk.com\/en\/tax-liability-responsibility-in-companies-in-turkey\/\">the employer is responsible for withholding the tax<\/a>.<\/strong>\u00a0Income tax rates range between <strong data-start=\"3093\" data-end=\"3108\">15% and 40%<\/strong>, based on the total tax base. <strong data-start=\"3139\" data-end=\"3188\">Severance compensation is not subject to <a href=\"https:\/\/www.cbhukuk.com\/en\/vat-in-turkey\/\">VAT in Turkey<\/a>.<\/strong><\/li>\n<\/ol>\n<p data-start=\"3190\" data-end=\"3372\">Thus, the answer to \u201c<strong data-start=\"3211\" data-end=\"3266\">How is severance compensation calculated in Turkey?<\/strong>\u201d depends on the <strong data-start=\"3283\" data-end=\"3310\">employee\u2019s service time<\/strong>, <strong data-start=\"3312\" data-end=\"3331\">last gross wage<\/strong>, and <strong data-start=\"3337\" data-end=\"3371\">the legal compensation ceiling<\/strong>.<\/p>\n<ul>\n<li data-start=\"3379\" data-end=\"3428\">\n<h4><span class=\"ez-toc-section\" id=\"What_Does_Severance_Compensation_Include\"><\/span><strong data-start=\"3383\" data-end=\"3428\">What Does Severance Compensation Include?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"3430\" data-end=\"3735\"><strong data-start=\"3430\" data-end=\"3456\">Severance compensation<\/strong> is one of the most significant forms of <strong data-start=\"3497\" data-end=\"3537\">worker compensation rights in Turkey<\/strong> and reflects the full financial entitlements earned by the employee during their tenure. <strong>In addition to base salary, the following regular payments are included in the compensation calculation.<\/strong><\/p>\n<p data-start=\"3737\" data-end=\"3793\"><strong data-start=\"3742\" data-end=\"3793\">Included in Severance Compensation Calculation in Turkey:<\/strong><\/p>\n<ul>\n<li data-start=\"3796\" data-end=\"3812\">Meal allowance<\/li>\n<li data-start=\"3815\" data-end=\"3843\">Cash register compensation<\/li>\n<li data-start=\"3846\" data-end=\"3856\">Food aid<\/li>\n<li data-start=\"3859\" data-end=\"3869\">Fuel aid<\/li>\n<li data-start=\"3872\" data-end=\"3891\">Housing allowance<\/li>\n<li data-start=\"3894\" data-end=\"3914\">Clothing allowance<\/li>\n<li data-start=\"3917\" data-end=\"3935\">Family allowance<\/li>\n<li data-start=\"3938\" data-end=\"3955\">Child allowance<\/li>\n<li data-start=\"3958\" data-end=\"3969\">Dividends<\/li>\n<li data-start=\"3972\" data-end=\"3992\">Transportation aid<\/li>\n<li data-start=\"3995\" data-end=\"4007\">Health aid<\/li>\n<li data-start=\"4010\" data-end=\"4046\">Hygiene items (e.g., towels, soap)<\/li>\n<li data-start=\"4049\" data-end=\"4076\">Work fatigue compensation<\/li>\n<li data-start=\"4079\" data-end=\"4118\">Financial responsibility compensation<\/li>\n<li data-start=\"4121\" data-end=\"4148\">Religious holiday bonuses<\/li>\n<li data-start=\"4151\" data-end=\"4181\">Lodging (housing) allocation<\/li>\n<li data-start=\"4184\" data-end=\"4203\">Incentive bonuses<\/li>\n<li data-start=\"4206\" data-end=\"4224\">Monthly premiums<\/li>\n<\/ul>\n<p data-start=\"4226\" data-end=\"4267\"><strong data-start=\"4231\" data-end=\"4267\">Not Included in the Calculation:<\/strong><\/p>\n<ul>\n<li data-start=\"4270\" data-end=\"4288\">Annual leave pay<\/li>\n<li data-start=\"4291\" data-end=\"4311\">Marriage allowance<\/li>\n<li data-start=\"4314\" data-end=\"4327\">Weekend pay<\/li>\n<li data-start=\"4330\" data-end=\"4356\">One-time holiday bonuses<\/li>\n<li data-start=\"4359\" data-end=\"4369\">Sick pay<\/li>\n<li data-start=\"4372\" data-end=\"4392\">Public holiday pay<\/li>\n<li data-start=\"4395\" data-end=\"4413\">Vacation bonuses<\/li>\n<li data-start=\"4416\" data-end=\"4435\">Travel allowances<\/li>\n<li data-start=\"4438\" data-end=\"4474\">Irregular (non-continuous) bonuses<\/li>\n<li data-start=\"4477\" data-end=\"4499\">Job search allowance<\/li>\n<li data-start=\"4502\" data-end=\"4513\">Per diems<\/li>\n<li data-start=\"4516\" data-end=\"4531\">One-off bonuses<\/li>\n<\/ul>\n<p data-start=\"4533\" data-end=\"4565\"><strong data-start=\"4538\" data-end=\"4565\">Other Important Points:<\/strong><\/p>\n<ol>\n<li data-start=\"4568\" data-end=\"4657\">In <strong data-start=\"4571\" data-end=\"4595\">fixed-term contracts<\/strong>, severance compensation is not paid upon contract expiration in Turkey.<\/li>\n<li data-start=\"4660\" data-end=\"4790\">If an employee worked <strong data-start=\"4682\" data-end=\"4751\">intermittently or across multiple workplaces of the same employer<\/strong>, the total duration is added together.<\/li>\n<li data-start=\"4793\" data-end=\"4852\"><strong data-start=\"4793\" data-end=\"4817\">Unpaid leave periods<\/strong> are excluded from the calculation.<\/li>\n<li data-start=\"4855\" data-end=\"5007\">If the <strong data-start=\"4862\" data-end=\"4911\">employer unilaterally changes work conditions<\/strong>, the employee may resign within a reasonable time and still qualify for severance compensation.<\/li>\n<\/ol>\n<ul>\n<li data-start=\"5014\" data-end=\"5093\">\n<h4><span class=\"ez-toc-section\" id=\"What_Are_the_Conditions_for_Receiving_Severance_Compensation_in_Turkey\"><\/span><strong data-start=\"5018\" data-end=\"5093\">What Are the Conditions for Receiving Severance Compensation in Turkey?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"5095\" data-end=\"5217\">The <strong data-start=\"5099\" data-end=\"5165\">conditions for entitlement to severance compensation in Turkey<\/strong> are clearly defined in the Labor Law. They include:<\/p>\n<ol>\n<li data-start=\"115\" data-end=\"817\"><strong data-start=\"115\" data-end=\"167\">Condition of Being Subject to Turkish Labor Law:<\/strong> In order for an employee to be entitled to severance pay under Turkish labor law, <strong data-start=\"250\" data-end=\"362\">the employment must either take place in Turkey or be subject to the provisions of Turkish labor legislation<\/strong>. As a general rule, if the employee works in a foreign country, <strong data-start=\"427\" data-end=\"472\">the labor laws of that country will apply<\/strong>. However, if there is a <strong data-start=\"497\" data-end=\"545\">bilateral social security or labor agreement<\/strong> between Turkey and the relevant country, the provisions of that agreement should also be examined. On the other hand, <strong data-start=\"664\" data-end=\"716\">if a foreign company provides services in Turkey<\/strong>, Turkish labor law provisions will apply <strong data-start=\"758\" data-end=\"816\">even if <a href=\"https:\/\/www.cbhukuk.com\/en\/tax-on-foreign-income-in-turkey\/\">the employee receives their salary from abroad<\/a><\/strong>.<\/li>\n<li data-start=\"819\" data-end=\"1397\"><strong data-start=\"819\" data-end=\"841\">Being an Employee:<\/strong> One of the basic conditions for receiving severance pay is that the employee must have entered into <strong data-start=\"942\" data-end=\"1025\">an employment contract with the employer within the scope of Labor Law No. 4857<\/strong>. There is no distinction between written and verbal employment contracts. However, <strong data-start=\"1109\" data-end=\"1169\">certain occupational groups are not considered employees<\/strong> under the law, and therefore <strong data-start=\"1199\" data-end=\"1236\">are not entitled to severance pay<\/strong>. The employer may be <strong data-start=\"1258\" data-end=\"1396\"><a href=\"https:\/\/www.cbhukuk.com\/en\/company-types-in-turkey\/\">a company established in Turkey<\/a> under <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/business-law-in-turkey\/\">Commercial Law<\/a>, <a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-foreign-company-branch-in-turkey\/\">a branch of a foreign company<\/a>, <a href=\"https:\/\/www.cbhukuk.com\/en\/establishing-a-liaison-office-in-turkey\/\">liaison office<\/a>, a merchant, or a natural person<\/strong>.<\/li>\n<li data-start=\"1399\" data-end=\"1838\"><strong data-start=\"1399\" data-end=\"1443\">One-Year Minimum Employment Requirement:<\/strong> The employee must have worked <strong data-start=\"1474\" data-end=\"1512\">continuously for at least one year<\/strong> at the employer\u2019s workplace or workplaces. If the employee has worked for <strong data-start=\"1587\" data-end=\"1609\">less than one year<\/strong>, it is <strong data-start=\"1617\" data-end=\"1656\">not possible to claim severance pay<\/strong>. Even if the employee has worked at different <strong>workplaces or <a href=\"https:\/\/www.cbhukuk.com\/en\/corporate-law-in-turkey\/\">companies<\/a><\/strong> owned by the same employer, <strong data-start=\"1755\" data-end=\"1798\">all such periods are taken into account<\/strong> when calculating the one-year duration.<\/li>\n<li data-start=\"1840\" data-end=\"2377\"><strong data-start=\"1840\" data-end=\"1876\">Justified Termination Condition:<\/strong> In order to be entitled to severance pay, the employment contract must be <strong data-start=\"1951\" data-end=\"1977\">for an indefinite term<\/strong>. If the employer terminates the contract <strong data-start=\"2019\" data-end=\"2041\">without just cause<\/strong>, the employee becomes entitled to severance pay. However, in <strong data-start=\"2103\" data-end=\"2138\">fixed-term employment contracts<\/strong>, the employee <strong data-start=\"2153\" data-end=\"2210\">cannot claim severance pay upon completion of the job<\/strong> or fulfillment of contract conditions. Nevertheless, <strong data-start=\"2264\" data-end=\"2331\">if the employee terminates a fixed-term contract for just cause<\/strong>, they may still be entitled to severance pay.<\/li>\n<\/ol>\n<p data-start=\"2379\" data-end=\"2671\">To qualify for severance pay, <strong data-start=\"2409\" data-end=\"2475\">the conditions specified under the Labor Law must be fulfilled<\/strong>, and <strong data-start=\"2481\" data-end=\"2580\">the correct <a href=\"https:\/\/www.cbhukuk.com\/en\/employment-termination-codes\/\">Social Security Institution (SGK) termination code<\/a> must be reported by the employer<\/strong>. In cases where these conditions are not met, the employee <strong data-start=\"2640\" data-end=\"2670\">cannot claim severance pay in Turkey<\/strong>.<\/p>\n<h2><strong style=\"font-family: inherit; font-size: 16px;\"><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/kidem-tazminati-alma-sartlari.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=\"severance pay 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><\/strong><\/h2>\n<ul>\n<li>\n<h4><span class=\"ez-toc-section\" id=\"How_to_Claim_Seniority_Pay_in_Turkey\"><\/span>How to Claim Seniority Pay in Turkey?<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"276\" data-end=\"672\">In Turkey, <strong data-start=\"287\" data-end=\"331\">severance pay (seniority pay)<\/strong>\u00a0is a right that can only be claimed under specific conditions set out by Turkish labor legislation. The nature of the employment contract\u2014whether fixed-term or indefinite\u2014is not determinative on its own. What matters is that <strong data-start=\"557\" data-end=\"671\">at least one of the conditions for severance entitlement defined under the Turkish Labor Law must be fulfilled<\/strong>.<\/p>\n<p data-start=\"674\" data-end=\"1040\">To be eligible for <strong data-start=\"693\" data-end=\"720\">severance pay in Turkey<\/strong>, <strong data-start=\"722\" data-end=\"829\">the employment contract must be terminated based on limited and specific grounds provided under the law<\/strong>. Termination may occur either by the employer or the employee for legally justified reasons. <strong>Additionally, in the event of the employee&#8217;s death, the severance pay becomes directly payable to the rightful heirs.<\/strong><\/p>\n<p data-start=\"1042\" data-end=\"1167\"><strong>So, how can an employee claim seniority pay, which is legally considered a form of compensation for dismissal in Turkey?<\/strong><\/p>\n<h5><span class=\"ez-toc-section\" id=\"A_Termination_of_the_Employment_Contract_by_the_Employer_in_Accordance_with_Article_25_or_Article_17_of_Law_No_4857\"><\/span>A) Termination of the Employment Contract by the Employer in Accordance with Article 25 or Article 17 of Law No. 4857<span class=\"ez-toc-section-end\"><\/span><\/h5>\n<ul>\n<li><strong>Health Reasons <\/strong><\/li>\n<\/ul>\n<p>If an employee is absent from work for <strong>three (3) consecutive business days or a total of five (5) business days in a month due to illness or disability caused by the employee&#8217;s own intent or irregular lifestyle<\/strong>, or if the employee is determined to <strong>have an incurable illness by the Health Board<\/strong>, the employee may be entitled to seniority pay in Turkey if other conditions are also met.<\/p>\n<p>However, <strong>if the employer terminates the employment contract without notice<\/strong> for a period exceeding the notification periods specified in Article 17 of Law No. 4857 during <strong>the employee&#8217;s illness, accident, childbirth, or pregnancy,<\/strong> the right to severance pay arises. <strong>In the case of childbirth and pregnancy, this period begins from the expiration of Article 74 of Law No. 4857.<\/strong><\/p>\n<ul>\n<li><strong>Acts Contrary to Ethics, Good Faith and Similar Cases<\/strong><\/li>\n<\/ul>\n<p>According to the Labor Law, <strong>situations that violate the rules of morality and good faith<\/strong>, which entitle the employer to terminate the employment contract for just cause, <strong>include the employee deceiving the employer, making statements or behaving in a way that offends the honor and dignity of the employer or their family, sexually harassing another employee, provoking or assaulting the employer or other employees, engaging in conduct incompatible with honesty and loyalty, <a href=\"https:\/\/www.cbhukuk.com\/en\/fraud-crime-in-turkey\/\">committing fraud<\/a>, committing a crime in the workplace, being absent without excuse, insisting on not performing their duties, endangering workplace safety or causing serious damage to the employer, and <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/data-protection-in-turkey\/\">disclosing personal data<\/a> or trade secrets without authorization.<\/strong> In such cases, the employer may terminate the employment contract without notice.<\/p>\n<ul>\n<li><strong>Compelling Reasons <\/strong><\/li>\n<\/ul>\n<p><strong>If there is a compelling reason that prevents the employee from working in the workplace for more than one week<\/strong>, the employee may be entitled to <strong>seniority pay in Turkey<\/strong> if the employer terminates the employment contract, subject to other conditions being met. <strong>As long as the compelling reason continues, the employee always has the right to terminate the contract.<\/strong><\/p>\n<ul>\n<li><strong>Termination by the Employer in Accordance with Article 17 of the Labor Law <\/strong><\/li>\n<\/ul>\n<p>If the employer terminates the employment contract based on Article 17 of Law No. 4857, <strong>the employee is entitled to severance pay as<\/strong> <strong>employment<\/strong> <strong>termination compensation in Turkey<\/strong>. If the employer terminates the employment contract in compliance with the notification periods or in advance, <strong>the employer is obligated to pay redundancy payment to the employee.<\/strong><\/p>\n<h5><span class=\"ez-toc-section\" id=\"B_Termination_of_Employment_by_the_Employee_for_Reasons_Stated_in_Article_24_of_the_Law\"><\/span>B) Termination of Employment by the Employee for Reasons Stated in Article 24 of the Law<span class=\"ez-toc-section-end\"><\/span><\/h5>\n<ul>\n<li><strong>Health Reasons <\/strong><\/li>\n<\/ul>\n<p><strong>If the nature of the work covered by the employment contract poses a risk to the employee&#8217;s health or life due to health reasons, the employee has the right to terminate the employment contract immediately.<\/strong> Additionally, if the employee contacts <strong>a contagious disease or a disease incompatible with their work due to close contact with the employer or another employee<\/strong>, the employee also has the right to terminate the employment contract immediately. <strong>In these cases, the employee is entitled to dismissal compensation in Turkey.<\/strong><\/p>\n<ul>\n<li><strong>Acts Contrary to Ethics, Good Faith and Similar Cases <\/strong><\/li>\n<\/ul>\n<p>If the employer <strong>provides false information during the employment contract, deceives the employee, makes remarks that offend honor and dignity, engages in sexual harassment, <a href=\"https:\/\/www.cbhukuk.com\/en\/insult-crime-in-turkey\/\">insults the employee<\/a>, incites the employee to commit a crime, makes baseless allegations that damage the employee&#8217;s reputation, or fails to take necessary measures when the employee faces sexual harassment<\/strong>, the employee has the right to terminate the employment contract before its expiration or without waiting for the notice period. In this case,<strong> the employee is entitled to<\/strong> <strong>workmen compensation in Turkey<\/strong> as termination compensation.<\/p>\n<ul>\n<li><strong>Compelling Reasons <\/strong><\/li>\n<\/ul>\n<p>If compelling reasons arise that necessitate the cessation of work at the workplace for <strong>more than one week<\/strong>, such as <strong>earthquakes, fires, or the government taking over the workplace<\/strong>, the employee has the right to terminate the employment contract in Turkey.<\/p>\n<h5><span class=\"ez-toc-section\" id=\"C_Resignation_Due_to_Compulsory_Military_Service\"><\/span>C) Resignation Due to Compulsory Military Service<span class=\"ez-toc-section-end\"><\/span><\/h5>\n<p><strong>The Turkish Labor Law stipulates worker compensation rights for employees resigning due to compulsory military service.<\/strong> Whether the compulsory military service period is long or short<strong> does not affect the entitlement to redundancy pay in Turkey.<\/strong> Short-term military service obligations are considered equivalent to compulsory military service. Furthermore, whether <strong>the compulsory military service occurred before or after the establishment of the employment contract has no effect on the calculation of the dismissal compensation in Turkey<\/strong> for the credited military service.<\/p>\n<p><strong>However, if an employee is mobilized for reasons other than compulsory military service, their contract is suspended and therefore redundancy payment is not paid.<\/strong> Therefore, if the specified suspension period in the law elapses, the contract is considered terminated by the employer, and in this case, <strong>the employee is entitled to termination compensation in Turkey.<\/strong><\/p>\n<h5><span class=\"ez-toc-section\" id=\"D_Resignation_Due_to_Retirement\"><\/span><strong>D) Resignation Due to Retirement<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h5>\n<p>The Turkish Labor Law stipulates that if an employee terminates their employment contract <strong>to receive old-age, retirement, or disability pension or lump sum payment from the institution or funds established by law<\/strong>, they are entitled to <strong>workmen compensation in Turkey.<\/strong> However, if an employee resigns to receive income or pension from privately held insurance or funds, <strong>they are considered to have resigned, and therefore, they are not entitled to worker compensation rights in Turkey.<\/strong><\/p>\n<p><strong>For the employee to be entitled to redundancy payment in Turkey,<\/strong> it is not sufficient for them to terminate the employment contract; <strong>they must also prove that they are entitled to old-age, retirement, or disability pension or lump sum payment and have applied for it.<\/strong> This document should prove the application made to the relevant social security institution.<\/p>\n<h5><span class=\"ez-toc-section\" id=\"E_Death_of_the_Employee\"><\/span>E) Death of the Employee<span class=\"ez-toc-section-end\"><\/span><\/h5>\n<p data-start=\"85\" data-end=\"475\">Under Labor Law No. 4857, <strong data-start=\"111\" data-end=\"235\">if an employee with at least one year of seniority passes away, the employee\u2019s <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/inheritance-law-in-turkey\/\">legal heirs<\/a> are entitled to severance pay in Turkey<\/strong>. In this case, <strong data-start=\"251\" data-end=\"345\">it does not matter whether the employee\u2019s death occurred at the workplace or outside of it<\/strong>, nor does it affect the entitlement to severance pay <strong data-start=\"399\" data-end=\"473\">whether the death resulted from the employee\u2019s own fault or negligence<\/strong>.<\/p>\n<p data-start=\"477\" data-end=\"802\" data-is-last-node=\"\" data-is-only-node=\"\">Therefore, <strong data-start=\"488\" data-end=\"570\">the employee\u2019s death does not constitute a forfeiting reason for severance pay<\/strong>, and <strong data-start=\"576\" data-end=\"649\">the employer has the obligation <a href=\"https:\/\/www.cbhukuk.com\/en\/probate-in-turkey\/\">to pay this compensation to the heirs<\/a><\/strong>. However, if an heir <a href=\"https:\/\/www.cbhukuk.com\/en\/disclaimer-of-inheritance\/\"><strong>disclaims the inheritance in Turkey<\/strong><\/a>, they lose their status as an heir and <strong data-start=\"736\" data-end=\"801\">cannot receive the deceased employee\u2019s severance compensation<\/strong>.<\/p>\n<ul>\n<li>\n<h4><span class=\"ez-toc-section\" id=\"The_Statute_of_Limitations_Period_for_Severance_Pay_in_Turkey\"><\/span>The Statute of Limitations Period for Severance Pay in Turkey<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<\/li>\n<\/ul>\n<p data-start=\"64\" data-end=\"465\"><strong>The statute of limitations period for severance pay was reduced from 10 years to 5 years by the amendment made to Labor Law No. 4857 on<\/strong> <strong data-start=\"204\" data-end=\"224\">October 12, 2017 in Turkey<\/strong>. According to the added article in the Labor Law, a <strong data-start=\"277\" data-end=\"310\">5-year statute of limitations<\/strong> period was introduced for severance pay claims, and this regulation applies to limitation periods starting from the date the amendment entered into force.<\/p>\n<p data-start=\"467\" data-end=\"872\" data-is-last-node=\"\" data-is-only-node=\"\">Accordingly, currently, <strong data-start=\"491\" data-end=\"570\">a 5-year statute of limitations exclusively applies to redundancy pay claims in Turkey<\/strong>, and the limitation period begins to run <strong data-start=\"612\" data-end=\"710\">from the date the employment contract ends in a manner entitling the employee to severance pay<\/strong>. Therefore, severance pay claims that are not requested within <strong data-start=\"774\" data-end=\"838\">5 years from the termination date of the employment contract<\/strong> are considered to be time-barred.<\/p>\n<h2 data-start=\"191\" data-end=\"262\"><strong data-start=\"191\" data-end=\"262\"><a ref=\"magnificPopup\" href=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilma-tazminati-sartlari-scaled.jpg\"><img decoding=\"async\" class=\"aligncenter size-us_800_400 wp-image-7273\" src=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilma-tazminati-sartlari-800x229.jpg\" alt=\"dismissal compensation in turkey\" width=\"800\" height=\"229\" srcset=\"https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilma-tazminati-sartlari-800x229.jpg 800w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilma-tazminati-sartlari-300x86.jpg 300w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilma-tazminati-sartlari-1024x293.jpg 1024w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilma-tazminati-sartlari-100x29.jpg 100w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilma-tazminati-sartlari-90x26.jpg 90w, https:\/\/www.cbhukuk.com\/wp-content\/uploads\/2024\/02\/isten-cikarilma-tazminati-sartlari-120x34.jpg 120w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/a><\/strong><\/h2>\n<h2 data-start=\"191\" data-end=\"262\"><span class=\"ez-toc-section\" id=\"IS_SUDDEN_RESIGNATION_A_BARRIER_TO_CLAIMING_DISMISSAL_COMPENSATION_IN_TURKEY\"><\/span><strong data-start=\"191\" data-end=\"262\">IS SUDDEN RESIGNATION A BARRIER TO CLAIMING DISMISSAL COMPENSATION IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"264\" data-end=\"937\">Resignation in Turkey is one of the legal grounds terminating the employment contract, and <strong data-start=\"345\" data-end=\"427\">even in cases of sudden resignation, certain validity requirements must be met<\/strong>. Resignation is a unilateral declaration of intent and becomes effective <strong data-start=\"501\" data-end=\"571\">once the employee\u2019s resignation letter is received by the employer<\/strong>.<\/p>\n<p data-start=\"264\" data-end=\"937\">If a reason is stated in the resignation letter, the employee is bound by that reason and <strong data-start=\"663\" data-end=\"721\">cannot legally rely on a different justification later<\/strong>. Furthermore, <strong data-start=\"736\" data-end=\"797\">conditional resignations in Turkey are generally considered invalid<\/strong>; if the employer accepts the condition, this situation is regarded not as resignation but <strong>as a mutual termination agreement (conciliation)<\/strong>.<\/p>\n<p data-start=\"939\" data-end=\"1622\">As emphasized in the rulings of the Supreme Court, it is necessary to evaluate whether <strong data-start=\"1026\" data-end=\"1148\">the reason stated by the employee in the resignation letter aligns with the actual underlying cause of the resignation in Turkey<\/strong>. Courts investigate whether the resignation is based on a justified reason, and for example, <strong data-start=\"1242\" data-end=\"1336\">it is considered unusual for a long-serving employee to resign without claiming any rights<\/strong>. Consequently, it is important for the employee to have a <strong data-start=\"1395\" data-end=\"1460\">just and valid cause when terminating the employment contract<\/strong>, especially when forced to resign suddenly, in order to be eligible for <strong data-start=\"1533\" data-end=\"1573\">worker compensation rights in Turkey<\/strong>, including <strong data-start=\"1585\" data-end=\"1621\">dismissal compensation in Turkey<\/strong>.<\/p>\n<p data-start=\"1624\" data-end=\"1720\">There are some situations where an employee who suddenly resigns <strong data-start=\"1689\" data-end=\"1719\">cannot claim dismissal compensation in Turkey<\/strong>:<\/p>\n<ul>\n<li data-start=\"1724\" data-end=\"1876\"><strong data-start=\"1724\" data-end=\"1749\">Employee Abandonment:<\/strong> If the employee arbitrarily terminates the employment contract without any reason, they are <strong data-start=\"1842\" data-end=\"1875\">not entitled to redundancy pay in Turkey<\/strong>.<\/li>\n<li data-start=\"1879\" data-end=\"2121\"><strong data-start=\"1879\" data-end=\"1929\">Employee Leaving the Workplace Without Notice:<\/strong> If the employee leaves the workplace <strong>without any notification<\/strong>, this clearly expresses their intention to terminate the employment contract, and they <strong data-start=\"2079\" data-end=\"2120\">lose the right to claim severance pay in Turkey<\/strong>.<\/li>\n<li data-start=\"2124\" data-end=\"2268\"><strong data-start=\"2124\" data-end=\"2158\">Employee Starting Another Job:<\/strong> If the employee resigns to start a new job elsewhere, they <strong data-start=\"2218\" data-end=\"2267\">cannot claim severance pay in Turkey due to this choice<\/strong>.<\/li>\n<\/ul>\n<p data-start=\"2270\" data-end=\"2425\">Employees deciding to resign suddenly should consider the above situations carefully and <strong data-start=\"2359\" data-end=\"2424\">evaluate their <a href=\"https:\/\/www.cbhukuk.com\/en\/wrongful-termination\/\">wrongful termination rights in Turkey<\/a> correctly<\/strong>.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"DOES_RESIGNATION_NULLIFY_EMPLOYMENT_TERMINATION_COMPENSATION_ENTITLEMENT_IN_TURKEY\"><\/span>DOES RESIGNATION NULLIFY EMPLOYMENT TERMINATION COMPENSATION ENTITLEMENT IN TURKEY?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"133\" data-end=\"364\"><strong>Resignation nullifies the right to severance pay in Turkey. <\/strong>However,<strong> if resignation letters are signed under pressure or conditional, <\/strong>employees may still be entitled to severance pay.<strong> For this to be valid, certain conditions must be met.<\/strong><\/p>\n<ul>\n<li data-start=\"366\" data-end=\"712\"><strong data-start=\"366\" data-end=\"419\">Signature on a Blank Paper at the Time of Hiring:<\/strong> It is common in Turkey for employers to have employees <strong>sign a blank paper upon hiring and later fill it in as a resignation letter or similar document.<\/strong> Such resignation letters are <strong data-start=\"591\" data-end=\"602\">invalid<\/strong>. However, the employee must prove how such a resignation letter was created, <strong data-start=\"680\" data-end=\"711\">using witnesses or evidence<\/strong>.<\/li>\n<li data-start=\"714\" data-end=\"1048\"><strong data-start=\"714\" data-end=\"768\">Processing the Resignation Letter at a Later Date:<\/strong> There are cases where the employee submits a resignation letter, <strong>but the employer does not accept it.<\/strong> If the employee continues to work with the employer who has not accepted the resignation, <strong data-start=\"961\" data-end=\"1047\">the resignation letter cannot be later used by the employer as a valid resignation in Turkey<\/strong>.<\/li>\n<li data-start=\"1050\" data-end=\"1280\"><strong data-start=\"1050\" data-end=\"1118\">Contradictory Evidence and Statements to the Resignation Letter:<\/strong> Even if the employee submitted a resignation letter, if the employer makes contradictory statements in court defense, <strong>the resignation letter becomes invalid<\/strong>.<\/li>\n<li data-start=\"1282\" data-end=\"1610\"><strong data-start=\"1282\" data-end=\"1350\">Comparison Between the Actual Reason and the Resignation Letter:<\/strong> The employee may simply state \u201c<strong>I resign\u201d<\/strong> in the resignation letter without providing detailed reasons. The court may investigate the real reason for the resignation, and <strong data-start=\"1521\" data-end=\"1609\">if the employee has a just cause for termination, the resignation may be disregarded<\/strong>.<\/li>\n<\/ul>\n<p>Considering these circumstances, it&#8217;s important for employees to carefully approach resignation letters and, if necessary, <strong><a href=\"https:\/\/www.cbhukuk.com\/en\/online-legal-services\/\">seek legal assistance<\/a> from a worker compensation lawyer in Turkey to protect their rights.<\/strong><\/p>\n<h2 data-start=\"86\" data-end=\"156\"><span class=\"ez-toc-section\" id=\"IS_IT_POSSIBLE_TO_SEIZE_DISMISSAL_COMPENSATIONS_IN_TURKEY\"><\/span><strong data-start=\"86\" data-end=\"156\">IS IT POSSIBLE TO SEIZE DISMISSAL COMPENSATIONS IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"158\" data-end=\"589\">The enforcement of seizure measures on worker claims varies depending on the nature of the claim in Turkey. <strong data-start=\"256\" data-end=\"369\">Wages and salary claims are subject to partial seizure under Article 83 of the Enforcement and Bankruptcy Law<\/strong>. Accordingly, <strong data-start=\"384\" data-end=\"443\">only one-quarter of the employee\u2019s salary can be seized<\/strong>. However, this restriction does <strong data-start=\"476\" data-end=\"549\">not apply to alimony claims such as <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/family-law\/child-support-in-turkey\/\">child support<\/a> and <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/family-law\/alimony-in-turkey\/\">divorce alimony<\/a><\/strong>, where the entire salary may be seized.<\/p>\n<p data-start=\"591\" data-end=\"1179\">On the other hand, regarding <strong data-start=\"620\" data-end=\"680\">severance pay, notice pay, and annual leave remuneration<\/strong>, the established jurisprudence of the Supreme Court holds that these payments <strong data-start=\"759\" data-end=\"787\">are not considered wages in Turkey<\/strong>. As explicitly stated in the Supreme Court\u2019s 12th Civil Chamber decision dated December 26, 2016 (Case No. 2015\/26339, Decision No. 2016\/25442), the entire amounts of <strong data-start=\"955\" data-end=\"1066\">severance pay, notice pay, and annual leave remuneration owed to the employee by the employer may be seized<\/strong>, and these claims <strong data-start=\"1085\" data-end=\"1178\">are not subject to partial seizure under Article 83 of the Enforcement and Bankruptcy Law<\/strong>.<\/p>\n<p data-start=\"1181\" data-end=\"1630\"><strong>In conclusion, while only one-quarter of wages and wage-like payments may be seized, the full amounts of dismissal-related claims such as severance pay, notice pay, and annual leave remuneration can be subject to seizure through <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/debt-enforcement-in-turkey\/\">enforcement proceedings<\/a> without limitation in Turkey<\/strong>. Therefore, while enforcement offices limit wage seizures in practice, they may apply seizure on dismissal compensations and annual leave claims <strong data-start=\"1602\" data-end=\"1629\">without any restriction<\/strong>.<\/p>\n<h2 data-start=\"75\" data-end=\"153\"><span class=\"ez-toc-section\" id=\"IS_WORKER_COMPENSATION_DIVIDED_BETWEEN_SPOUSES_IN_DIVORCE_CASES_IN_TURKEY\"><\/span><strong data-start=\"75\" data-end=\"153\">IS WORKER COMPENSATION DIVIDED BETWEEN SPOUSES IN DIVORCE CASES IN TURKEY?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"155\" data-end=\"502\"><strong>According to the Turkish Civil Code, the legal property regime between spouses is the participation in acquired property regime.<\/strong> Under this regime, the assets acquired by the spouses during the marriage are considered <strong data-start=\"377\" data-end=\"398\">acquired property<\/strong>, <strong>and upon <a href=\"https:\/\/www.cbhukuk.com\/en\/guide-to-divorce-in-turkey\/\">divorce process<\/a>, the other spouse is entitled to a claim for participation in this acquired property.<\/strong><\/p>\n<p data-start=\"504\" data-end=\"932\">Regarding worker compensations, <strong data-start=\"536\" data-end=\"644\">redundancy pay in Turkey, notice pay, and annual leave remuneration earned by the employee in return for their work<\/strong> are generally considered part of the acquired property. However, the key factor is <strong data-start=\"728\" data-end=\"821\">the portion of these compensations corresponding to the period worked during the marriage<\/strong>. The parts related to service periods before the marriage are regarded as the personal property of the spouse.<\/p>\n<p data-start=\"934\" data-end=\"950\">In this context:<\/p>\n<ul>\n<li data-start=\"954\" data-end=\"1115\"><strong data-start=\"954\" data-end=\"1045\">Dismissal pay in Turkey is shared only in proportion to the length of service during the marriage<\/strong>. The portion earned from work done before the marriage is not shared.<\/li>\n<li data-start=\"1118\" data-end=\"1259\"><strong data-start=\"1118\" data-end=\"1258\">Notice pay and annual leave remuneration related to the period worked during the marriage are included in the property regime settlement<\/strong>.<\/li>\n<li data-start=\"1262\" data-end=\"1434\">If the spouses have a\u00a0<strong><a href=\"https:\/\/www.cbhukuk.com\/en\/marriage-contract-in-turkey\/\">marriage contract<\/a>, <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/family-law\/pre-nuptial-agreements-in-turkey\/\">a prenuptial agreement<\/a>, or <a href=\"https:\/\/www.cbhukuk.com\/en\/uncontested-divorce-process-in-turkey\/\">a mutual divorce agreement<\/a><\/strong> that provides otherwise, the division will be governed by such agreement.<\/li>\n<\/ul>\n<p data-start=\"1436\" data-end=\"1667\">In conclusion, <strong data-start=\"1451\" data-end=\"1538\">worker compensation rights in Turkey are not entirely considered personal property in <a href=\"https:\/\/www.cbhukuk.com\/en\/practice-areas\/family-law\/divorce-in-turkey\/\">divorce cases<\/a><\/strong>. Worker claims earned during the marriage period <strong data-start=\"1588\" data-end=\"1666\">can be claimed by the other spouse in a property regime settlement lawsuit<\/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-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":"WORKER COMPENSATION RIGHTS AND TYPES IN TURKEY Protecting workers\u2019 rights and ensuring safe working conditions in the business world are of great importance for maintaining industrial peace and enhancing social welfare. In this context, enabling workers to receive the value of their labour and safeguarding their entitlements under worker compensation rights in Turkey\u00a0contribute to the...","protected":false},"author":1,"featured_media":4801,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[85],"tags":[],"class_list":["post-5055","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\/5055","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=5055"}],"version-history":[{"count":0,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/posts\/5055\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media\/4801"}],"wp:attachment":[{"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/media?parent=5055"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/categories?post=5055"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.cbhukuk.com\/en\/wp-json\/wp\/v2\/tags?post=5055"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}