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The Article 29 of the Turkish Labour Code No. 4857 has set forth certain rules regarding collective dismissals and imposed an obligation of notifying such layoffs. In order to avoid administrative fines, it is important for employers to pay attention to the rules regarding collective dismissals and the notification requirement regarding it. Accordingly, collective dismissals...

Depending on the economic developments experienced nationwide or at the sector or at the enterprise level, mass layoffs may be made in some enterprises. The Article 29 of the Turkish Labour Code No. 4857 has set forth certain rules regarding collective dismissals and imposed an obligation of notifying such layoffs. In order to avoid administrative...

The payment made to unemployed people who are covered by the unemployment insurance and who have become unemployed against their will, provided that they meet certain conditions defined in the Act No. 4447 and to be made for a certain period of time in-line with the aforementioned act is called “Unemployment Benefit.” Insured people whose...

The Turkish Council of State 10th Chamber, with its decision numbered 2023/170 and decision numbered 2024/1853, annulled the subparagraph (a) of the seventh paragraph of the Article 97 of the Social Security Procedures Regulation and the Articles 2.1.2 and 2.1.4 of The Employer Procedures Circular of the Social Security Institution (SSI) numbered 2020/20 which is...

The payment made to unemployed people who are covered by the unemployment insurance and who have become unemployed against their will, provided that they meet certain conditions defined in the Act No. 4447 and to be made for a certain period of time in-line with the aforementioned act is called “Unemployment Benefit.” Insured people whose...

One of the most important disagreements between the parties to the employment contract (employee and employer) is ensuring the sustainability of the employment contract in practice. In order for the employment contract to be terminated by the employee or employer without a justified reason (termination to be effective immediately), the terminating party must notify the...

The Article 29 of the Turkish Labour Code No. 4857 has set forth certain rules regarding collective dismissals and imposed an obligation of notifying such layoffs. In order to avoid administrative fines, it is important for employers to pay attention to the rules regarding collective dismissals and the notification requirement regarding it. If the number...

Depending on the economic developments experienced nationwide or at the sector or at the enterprise level, mass layoffs may be made in some enterprises. Mass layoffs are being specially regulated in all labour regimes as they have a potential to harm the labour market. In this regard, the Article 29 of the Turkish Labour Code...

The primary regulations regarding occupational health and safety measures to be followed in workplaces in Türkiye are regulated by the Occupational Health and Safety Code No. 6331 of 2012. One of the obligations imposed on employers by the Article 18 of Code No. 6331 is to ensure that employees’ opinions are obtained and their participation...

The primary regulations regarding occupational health and safety measures to be followed in workplaces in Türkiye are determined by the Occupational Health and Safety Code No. 6331, which was enacted in the year 2012. One of the obligations imposed on employers by the Article 10 of Law No. 6331 is to conduct an assessment to...

The Occupational Health and Safety Code No. 6331, which is the primary legislation of the Turkish occupational health and safety regime, is the fundamental law that determines the minimum health and safety conditions in Türkiye that must be present in workplaces. One of the obligations brought by the Code No. 6331 is to record and...

The Occupational Health and Safety Code No. 6331, which entered into force in 2012, is the fundamental law that determines the minimum health and safety conditions in Türkiye that must be present in workplaces which are within the scope of the law. One of the regulations introduced by the Code No. 6331 is the obligation...

The Turkish Labour Code No. 4857, which is the fundamental law of Turkish Labor Law, has determined the working conditions of workers in detail. Accordingly, the periods that will be considered as “night work” are also defined in the Article 69 of the Law No. 4857. Additional restrictions and special regulations have been introduced for...

One of the rights granted to workers by the Turkish Labour Code No. 4857, which is the primary law of Turkish Labour Legislation, is the right of employees to “breaks”. According to the Article 68 of the Labour Code No. 4857, it is mandatory to apply a break to workers to be used in working...

In Türkiye, employers have a key responsibility to report the employment of foreign workers under the Turkish Social Insurance System. This involves submitting a declaration confirming the insured status of their employees. For those classified as insured according to the Article 4(a) of the Social Security and General Health Insurance Code No. 5510, this declaration...

According to the Code No. 6458 on Foreigners and International Protection, a residence permit refers to a permit issued to foreign nationals to stay in Türkiye. The term foreign consists of people who are not bound with citizenship to the Republic of Türkiye. The residence permit, issued by the competent authorities, grants the foreigner the...

According to the Turkish Labour Code No. 4857, “the notice period” is the notification period that occurs after the employee or employer notifies the termination intent. In Turkish Labour Law, termination of employment contracts (termination of employment) is addressed under two main headings. The first of these is “Termination of fixed-term employment contracts” and the...

The Turkish Labour Code No. 4857, which is the primary law of Turkish Labour Law, has introduced special provisions regarding workers who will be assigned with active military service or with a duty arising from any law. Accordingly, the employment contract of a worker who is called to arms for maneuvers or any reason other...