While the Turkish Labor Code No. 4857, which is the basic legislative text of the Turkish Labor Law, determines the basic obligation of the workers as working (commencing the work), it also determines the basic obligation of the employers as the obligation to pay wages.
If we look at the legal definition in the law, in general terms, “wage” is defined as the amount provided by the employer or third parties to a person in return for a job and paid in money.
As a rule, wages, premiums, bonuses and all kinds of remuneration of this nature are obliged to be paid in Turkish currency to a bank account opened at the workplace or privately. If wages, premiums, bonuses and all kinds of remuneration of this nature are determined in foreign currency, payments can be made in Turkish currency according to the current rate on the payment day.
The Ministry of Labour and Social Security, the Ministry of Finance and the Ministry of State responsible for the Undersecretariat of Treasury have been jointly authorized to determined the payment of the wages, premiums, bonuses and all kinds of remuneration of this nature by depositing them into a specially opened bank account.
Employers or third parties, who are subject to the obligation to pay the wages, premiums, bonuses and all kinds of such remunerations of their workers through specially opened bank accounts, cannot pay their workers’ wages, premiums, bonuses and all kinds of remunerations of this nature except through specially opened bank accounts.
No fee can be paid with a promissory note (bond), coupon, or a promissory note that is claimed to represent the currency valid in the dormitory or in any other way.
The wage of the worker is paid at least once a month. This period can be less but cannot exceed one month in all cases. With employment contracts or collective bargaining agreements, the payment period can be reduced to one week.
At the termination of employment contracts, it is obligatory to pay in full the wages of the worker and the benefits that can be measured in money arising from the contract and the Labour Code No. 4857.
Salary payments cannot be made in taverns and similar entertainment venues and shops and stores selling retail goods, except those working in these places.
The statute of limitations for wage receivables is five years in accordance with the Turkish Labour Code No. 4857.
