In terminations carried out without compensation on an assertion of just cause, the burden of proof lies with the employer. We address the compensation an employee may claim where that assertion cannot be made out, the possibility of reinstatement, and the time limits that must be observed.
Both payments are calculated on the gross wage including fringe benefits, yet they part company on the ceiling and on tax deductions. We explain the 2026 ceiling figure, the notice periods and the items that bear on the calculation.
Where a reinstatement decision has become final but the employer does not take the employee back to work, a special statutory obligation to pay compensation arises. We address the conditions for this compensation, the discretionary range of four to eight months, the method of calculation and the time of payment.
We examine the conditions governing compensatory work under Art. 64 of the Labour Act, which allows periods that passed idle to be made good later, together with the daily and four-month limits, the overtime liability arising where those limits are exceeded, and the court proceedings that follow.
Unpaid leave is, as a rule, given effect by the employee’s written application and the employer’s approval. We examine the circumstances in which the request arises and the matters the petition should contain.
Where the contract of an employee within the scope of job security is brought to an end without a valid reason being shown, the route to be taken is a finding that the termination was invalid together with a request to return to work. We examine, from a practical perspective, the conditions of the process, the periods whose loss extinguishes the entitlement, how the proceedings work and the financial consequences that arise.
The Labour Act No. 4857 limits the employer’s power of termination by requiring a valid reason and compliance with procedural rules. We examine who benefits from job security, the conditions under which a termination is treated as valid, and the rights arising in the reinstatement process.
The employment relationship of press employees is subject to a special regime distinct from the general employment legislation. We address the working time, wage and leave entitlements, severance and notice pay, and termination procedures of journalists within the scope of Act No. 5953.
Working periods that do not appear in the SGK records, or appear as less than they were, can become part of an official insurance history only by a court decision. We examine, from a practitioner’s perspective, the grounds for bringing a service determination action, the conditions required, the five-year preclusive period and the conduct of the proceedings.
In monetary disputes between employee and employer, applying to a mediator before going to court is a procedural requirement. We address the scope of the obligation, the application procedure, the time limits that run during the process and how the mediation fee is shared.
Where the parties end the employment relationship by mutual agreement there is no termination, and that carries serious consequences for reinstatement, compensation and unemployment benefit. We examine the criteria of validity, the reasonable benefit test and the Court of Cassation’s approach to review.
Where an employment contract of indefinite duration is ended without observing the statutory notice periods, the terminating party owes the other party the wage corresponding to that period. We examine the conditions, the calculation, the exceptions and the court process.
The employer is obliged to establish a preventive system protecting employees from hazards originating in the workplace. We examine the statutory basis and scope of that obligation and the administrative, civil and criminal consequences of its breach.
We consider, from a practical perspective, the conditions under which overtime pay arising once 45 hours per week are exceeded may be claimed, how it is calculated, by what evidence it is proved and how the litigation process unfolds.
An accident at work can permanently narrow an insured person’s earning capacity. We examine the employer’s liability, the heads of damages that may be claimed, how the actuarial calculation works and the course of the proceedings from a practical standpoint.
Certain periods during which the employee does not in fact work are deemed by statute to fall within working time. We examine the scope of those periods, their effect on the overtime calculation and the consequences they produce in terms of wages, within the framework of Article 66 of the Labour Act.
Not every document signed on leaving employment extinguishes the employee’s claims. We examine the conditions of validity of a release document under Art. 420 of the Turkish Code of Obligations, the situations in which it is held void, and its effect on the right to bring an action.
Moving the obligation to perform work outside the workplace does not extinguish rights to wages and overtime, but it does make them harder to prove. We examine the rights and obligations of the parties under remote and hybrid working models, the limits of monitoring and overtime disputes.
Whether an employee who leaves work of his own volition can claim severance pay depends on the reason behind the departure. We examine the cases treated as termination for just cause, the special grounds for departure recognised by statute, and the fate of resignation letters obtained under pressure.
Underperformance is a valid reason for termination, not a just cause. We set out the objective criteria, the written warning, the employee’s defence and the last-resort principle the courts require, and the reinstatement process that follows.
Leave not granted during employment turns into a monetary claim when the contract ends. We examine when the claim arises, how it is calculated on the final gross wage, and the burden of proof that rests on the employer.
For an employee who completes a year of service, annual paid leave is not a benefit left to the employer’s discretion but a statutory guarantee of rest. We address the conditions under which the right arises, the calculation of periods by length of service, the procedure for granting leave and the consequences of failing to grant it.
Where continuing the employment relationship can no longer be expected of the employee, the statute allows them to bring the contract to an end without regard to any notice period. We examine the grounds under Art. 24 of the Labour Act, the six working day rule and the entitlements that arise after termination.
An employer may bring the employment contract to an end without running a notice period only in the grave cases enumerated by statute. We examine the bases of this power, the six-working-day preclusive period, the consequences as to compensation and the regime of proof from a practitioner’s standpoint.
A non-compete obligation requires the employee to refrain from defined activities after the employment contract has ended. Within the framework of Arts. 444–447 of the Turkish Code of Obligations No. 6098, we examine the conditions of validity of such a clause, its limits as to duration and place, the regime of the contractual penalty and the course of the proceedings.
An employee whose wages remain unpaid twenty days after the payment date may suspend the obligation to perform work. We examine the conditions and limits of this right, and the other possibilities it affords the employee, from a practitioner’s perspective.
Not every collective stoppage of work amounts to a strike in law. We examine who holds the right to strike, the steps through which the decision is taken, the distinction between a lawful and an unlawful strike, and the consequences of the process for the parties.
Severance pay depends not only on the period worked but also on the reason for which the employment contract came to an end. We address the cases in which the right arises, the calculation on the wage including fringe benefits, the interest and limitation regime, and the litigation process.
Not every employment claim is subject to the same period; some items run for five years and others for ten, while a reinstatement claim brings preclusive periods into play. We examine when each period starts, what suspends and interrupts it, and how the calculation is constructed.
We examine the legal nature of unpaid leave, which suspends rather than terminates the employment contract, the conditions for its validity, the special cases arising from statute, and the consequences of a failure to return to work or a refusal to re-engage once the leave has ended.
We examine, from a practitioner’s perspective, the conditions under which the claim corresponding to the period the employee was not employed arises in files where the termination is declared invalid, its maximum duration, the payment items falling within its scope and the steps of its calculation.
An uninterrupted 24 hours of rest within a seven-day period is a mandatory right conferred on the employee by statute. We assess, from a practical standpoint, the conditions of the pay claim that arises where that right is not granted at all or only in part, the technique of calculation, the rules of proof and the route to court.
We examine, in practical terms and within the framework of Art. 2 of the Labour Act, whether an employee working for a sub-employer may direct unpaid claims, occupational accident compensation and a reinstatement request against the principal employer.
