Labor law in Turkey is a comprehensive body of legislation that regulates the relationship between employers and employees, establishing rights and obligations for both parties. The primary legislation is the Turkish Labor Act (Is Kanunu, Law No. 4857), which governs employment contracts, working conditions, termination procedures, severance pay, overtime, and numerous other aspects of the employment relationship. Additional legislation, including the Occupational Health and Safety Act (Law No. 6331), the Trade Unions and Collective Bargaining Act (Law No. 6356), and the Social Insurance and General Health Insurance Act (Law No. 5510), supplements the Labor Act to create a broad regulatory framework.
Turkey's labor law framework is characterized by strong employee protections, including mandatory severance pay, strict termination procedures, limits on working hours, mandatory social security enrollment, and protections against workplace harassment. These protections reflect the constitutional mandate to protect workers and to establish a just balance between the interests of employers and employees. At the same time, the system imposes significant obligations on employers, and non-compliance can result in substantial financial penalties and litigation exposure.
This guide provides a comprehensive examination of Turkish labor law as of 2026, covering employment contracts, termination and its consequences, severance and notice pay, working hours and overtime, workplace harassment and mobbing, occupational health and safety, mandatory mediation, labor courts, and the rules governing foreign workers. The full text of the Turkish Labor Act is available at mevzuat.gov.tr.
Our firm, located in Kadikoy, Istanbul, assists both employers and employees with all aspects of labor and employment law. Contact us at +90 531 500 03 76 for guidance on your situation.
Employment Contracts Under Turkish Law
The employment contract (is sozlesmesi) is the foundation of the employer-employee relationship under Turkish law. Article 8 of the Labor Act defines the employment contract as an agreement in which one party (the employee) undertakes to perform work under the direction and supervision of the other party (the employer) in exchange for compensation. Employment contracts can be written or oral, though certain types of contracts (such as fixed-term contracts and part-time contracts) must be in writing to be valid.
Turkish law distinguishes between indefinite-term contracts (belirsiz sureli is sozlesmesi) and fixed-term contracts (belirli sureli is sozlesmesi). Indefinite-term contracts are the default and provide the employee with greater protections, including severance pay eligibility and protection against unfair dismissal. Fixed-term contracts are permissible only when there is an objective reason for the fixed term, such as the completion of a specific project, seasonal work, or the temporary replacement of an absent employee. If a fixed-term contract is renewed more than once without an objective reason, it is deemed to have been converted into an indefinite-term contract from the beginning.
The employment contract must specify (or at minimum should address) the identity of the parties, the nature of the work, the workplace location, the duration (if fixed-term), the compensation amount and payment method, the working hours, and any probationary period. While the law does not require a specific form for indefinite-term contracts, written contracts are strongly advisable to prevent disputes about the terms of employment.
The probationary period (deneme suresi) cannot exceed two months under the Labor Act, though collective bargaining agreements may extend it to four months. During the probationary period, either party may terminate the employment without notice and without obligation to pay severance or notice compensation. However, the employee's other rights (such as wages, social security, and workplace safety) are fully applicable during the probationary period.
Part-Time and On-Call Employment
Turkish law recognizes part-time employment (kismi sureli calisma) and on-call employment (cagri uzerine calisma) as distinct contract types. Part-time employment exists when the weekly working hours are significantly shorter than those of a comparable full-time employee in the same workplace. Part-time employees cannot be treated differently from full-time employees in terms of wages (calculated proportionally), social security, and other employment rights.
On-call employment is a flexible arrangement in which the employee works only when called by the employer. Unless otherwise agreed, the employee is deemed to have agreed to work 20 hours per week. The employer must notify the employee at least four days before the work is to be performed. When the employee is not working, they are still entitled to half of the daily wage for the guaranteed minimum hours.
Termination of Employment
The termination of employment is one of the most heavily regulated areas of Turkish labor law. The rules differ depending on whether the contract is indefinite-term or fixed-term, whether the termination is initiated by the employer or the employee, and whether there is a valid or just cause for the termination. Understanding these rules is critical, as errors in the termination process can result in significant financial liability for the employer.
For indefinite-term contracts, termination by either party requires compliance with notice periods, unless the termination is for just cause. The notice periods prescribed by Article 17 of the Labor Act depend on the employee's length of service: two weeks for employment of less than six months, four weeks for six months to one and a half years, six weeks for one and a half to three years, and eight weeks for employment exceeding three years. These are minimum periods; the employment contract or collective bargaining agreement may provide for longer notice periods.
The employer may terminate the notice period by paying notice compensation (ihbar tazminati), which equals the wages the employee would have earned during the notice period. Conversely, an employee who resigns without serving the required notice period may be liable to pay the employer notice compensation in the same amount, though this is rarely enforced in practice.
For employers with 30 or more employees, the termination of an indefinite-term contract with a valid reason requirement applies under Article 18 of the Labor Act. The employer must state a valid reason for the termination, which must relate to the employee's capacity, conduct, or the operational requirements of the enterprise. Termination without a valid reason entitles the employee to seek reinstatement or additional compensation through the labor courts.
Just Cause Termination
Both the employer and the employee have the right to terminate the employment contract immediately and without notice for "just cause" (hakli neden) under Articles 24 and 25 of the Labor Act. The just causes available to the employer include the employee's serious misconduct (such as theft, assault on the employer, or unauthorized disclosure of trade secrets), the employee's absence from work for specified periods without valid excuse, and the employee's arrest or detention that prevents work for a specified period.
The just causes available to the employee include the employer's failure to pay wages on time, workplace conditions that endanger the employee's health or safety, the employer's harassment or humiliation of the employee, and material changes to the employment terms that the employee has not consented to. An employee who terminates for just cause retains the right to severance pay.
Severance Pay (Kidem Tazminati)
Severance pay is one of the most important entitlements under Turkish labor law and is often the primary subject of employment disputes. Under the Severance Pay Act (Law No. 1475, Article 14 -- the only surviving provision of the former Labor Act), an employee who has completed at least one year of continuous employment is entitled to severance pay when the employment is terminated under qualifying circumstances.
The qualifying circumstances for severance pay include: termination by the employer (unless the termination is for just cause based on the employee's conduct under Article 25/II of the Labor Act), termination by the employee for just cause under Article 24 of the Labor Act, termination due to the employee's retirement or eligibility for retirement, termination due to the employee's military service obligation, termination due to the female employee's marriage (within one year of marriage), and termination due to the employee's death.
The amount of severance pay is calculated as 30 days' gross wages for each full year of service. Partial years are calculated proportionally. The "wages" for this calculation include the employee's base salary plus all regular and consistent benefits such as food allowances, transportation allowances, and other in-kind benefits. There is a ceiling on the 30-day severance amount, which is updated every six months by the government. As of 2026, the ceiling is announced biannually and typically increases in line with inflation.
Severance pay is a significant financial obligation for employers, particularly for long-tenured employees. For this reason, severance pay disputes are among the most common types of labor litigation in Turkey. Employees should be aware that the statute of limitations for severance pay claims is five years from the date of termination. Employers should ensure that their payroll records accurately reflect all components of the employee's compensation, as any undisclosed payments may form the basis for a higher severance pay calculation.
Notice Pay (Ihbar Tazminati)
Notice pay is the compensation owed when the terminating party fails to observe the required notice period. If the employer terminates without notice, they must pay the employee an amount equal to the wages the employee would have earned during the applicable notice period. If the employee resigns without notice, they are technically liable for the same amount, though employers rarely pursue this claim.
Notice pay is calculated based on the employee's gross wages, including regular benefits. Unlike severance pay, there is no ceiling on notice pay. The statute of limitations for notice pay claims is also five years from the date of termination.
Working Hours and Overtime
The Turkish Labor Act establishes a maximum regular working time of 45 hours per week. This limit can be distributed across the working days of the week in various ways, provided that no single workday exceeds 11 hours. The most common arrangements are 7.5 hours per day over 6 days or 9 hours per day over 5 days. Employers and employees may agree on flexible working time arrangements (denklestime), under which weekly hours may vary as long as the average over a period not exceeding two months does not exceed 45 hours per week.
Work performed beyond 45 hours per week constitutes overtime (fazla calisma) and must be compensated at a rate of 1.5 times the normal hourly wage. Work performed beyond the normal daily working hours but within the 45-hour weekly limit constitutes "additional work" (fazla surelerle calisma) and is compensated at 1.25 times the normal hourly rate. The total amount of overtime work cannot exceed 270 hours per year.
Overtime work requires the employee's written consent. An employee cannot be compelled to work overtime without their agreement, and the employer must obtain this consent at the beginning of each year or when overtime becomes necessary. Employees may alternatively opt for compensatory time off instead of monetary overtime payment: 1.5 hours of free time for each hour of overtime worked, to be used within six months.
Certain categories of employees are prohibited from working overtime, including pregnant employees, employees under 18 years of age, and employees who hold a medical report indicating that overtime would be detrimental to their health. Night work (between 8:00 PM and 6:00 AM) is limited to 7.5 hours per shift, and night workers cannot be required to work overtime.
Annual Leave
Employees who have completed at least one year of service are entitled to paid annual leave. The minimum annual leave entitlements under the Labor Act are: 14 working days for employees with 1 to 5 years of service, 20 working days for 5 to 15 years of service, and 26 working days for 15 years or more. Employees under 18 and over 50 years of age are entitled to a minimum of 20 working days regardless of their length of service.
Annual leave cannot be waived by the employee, and the employer cannot substitute monetary compensation for unused leave during the employment relationship. Upon termination, however, accrued but unused annual leave must be compensated monetarily (yillik izin ucreti). The statute of limitations for annual leave compensation claims is five years from the date of termination.
Workplace Harassment and Mobbing
Workplace harassment, commonly referred to as "mobbing" in Turkish legal discourse, is a growing area of concern in Turkish labor law. Mobbing is defined as systematic and repeated psychological harassment directed at an employee by an employer, manager, or coworkers over an extended period, with the intent or effect of creating a hostile work environment, diminishing the employee's dignity, or forcing them to resign.
Turkish law addresses workplace harassment through multiple legal instruments. The Turkish Code of Obligations (Article 417) imposes a general duty on employers to protect the personality rights of their employees and to maintain a workplace free from harassment. The Labor Act provides employees with the right to terminate for just cause if they are subjected to harassment, entitling them to severance pay. The Occupational Health and Safety Act requires employers to address psychosocial risks in the workplace. The Turkish Penal Code criminalizes certain forms of harassment, particularly sexual harassment, under specific provisions.
Employees who experience mobbing have several legal remedies available to them. They may terminate their employment for just cause under Article 24 of the Labor Act and claim severance pay. They may file a lawsuit for material damages (loss of income, medical expenses) and moral damages (compensation for psychological suffering). In cases involving sexual harassment or particularly severe conduct, they may file criminal complaints. The combination of these remedies provides a robust framework for addressing workplace harassment.
In mobbing cases, the burden of proof is shared between the parties. The employee must present prima facie evidence of systematic harassment -- such as witness statements, written communications, medical reports documenting psychological harm, and records of complaints to management. Once the employee establishes a prima facie case, the burden shifts to the employer to demonstrate that the alleged conduct did not occur or that it was justified by legitimate workplace management reasons.
Employer's Duty to Prevent Harassment
Employers have an affirmative duty to prevent workplace harassment and to take remedial action when it occurs. This duty includes establishing anti-harassment policies and procedures, training managers and employees on acceptable workplace conduct, investigating complaints promptly and thoroughly, taking appropriate disciplinary action against perpetrators, and protecting complainants from retaliation. An employer who fails to fulfill this duty may be held liable for damages even if the harassment was perpetrated by a coworker rather than by the employer directly.
The establishment of an internal complaint mechanism and a written anti-harassment policy are increasingly viewed as essential components of workplace compliance in Turkey. While the law does not prescribe specific procedures, the availability of an accessible and effective complaint mechanism can significantly reduce the employer's legal exposure and contribute to a healthier workplace environment.
Occupational Health and Safety
The Occupational Health and Safety Act (Is Sagligi ve Guvenligi Kanunu, Law No. 6331) establishes comprehensive obligations for employers regarding workplace safety and employee health. The Act applies to all workplaces and all employees, including public sector workers, with very limited exceptions. It imposes risk assessment obligations, training requirements, health surveillance obligations, and record-keeping duties on employers.
Every employer must conduct a risk assessment (risk degerlendirmesi) identifying workplace hazards and evaluating the risks they pose to employees. The risk assessment must be reviewed and updated periodically and whenever there is a significant change in workplace conditions. Employers with 50 or more employees must establish an occupational health and safety board (is sagligi ve guvenligi kurulu) to advise on safety matters and monitor compliance.
Employers are required to appoint or engage occupational health and safety professionals, including a workplace physician (isyeri hekimi) and an occupational safety specialist (is guvenligi uzmani). The number and qualifications of these professionals depend on the size of the workforce and the risk class of the workplace (very dangerous, dangerous, or less dangerous). These professionals conduct workplace inspections, provide training, perform health surveillance, and advise the employer on compliance.
Work accidents (is kazasi) and occupational diseases (meslek hastaligi) are subject to specific reporting, investigation, and compensation requirements. Employers must report work accidents to the Social Security Institution (SGK) within three days and occupational diseases upon diagnosis. Failure to report carries administrative penalties. Employees who suffer work accidents or occupational diseases are entitled to social security benefits, and they may also pursue civil claims for material and moral damages against the employer if the employer's negligence contributed to the harm.
Criminal Liability for Workplace Accidents
Workplace accidents that result in death or injury may give rise to criminal liability for the employer and responsible managers under the Turkish Penal Code. If the accident was caused by the failure to comply with occupational safety obligations -- for example, failure to provide protective equipment, failure to train employees, or failure to address known hazards -- the responsible individuals may face prosecution for negligent homicide or negligent bodily harm. Criminal penalties can include imprisonment, and the financial and reputational consequences for the employer can be severe.
The increasing enforcement of occupational safety regulations and the growing number of criminal prosecutions for workplace accidents have made compliance with the Occupational Health and Safety Act a top priority for Turkish employers, particularly in high-risk industries such as construction, mining, and manufacturing.
Mandatory Mediation in Labor Disputes
Since 2018, mandatory mediation (zorunlu arabuluculuk) has been a prerequisite for filing certain categories of labor lawsuits in Turkey. Under the Labor Courts Act (Is Mahkemeleri Kanunu, Law No. 7036), claims for severance pay (kidem tazminati), notice pay (ihbar tazminati), overtime compensation, annual leave compensation, and reinstatement (ise iade) must be submitted to a registered mediator before a lawsuit can be filed. If the parties do not attempt mediation, the court will reject the lawsuit as premature.
The mediation process begins when the claimant applies to the mediation bureau at the courthouse, which assigns a registered mediator. The mediator contacts both parties and schedules a mediation session. The mediation must be completed within three weeks, extendable by one additional week at most. If the parties reach an agreement, the mediated settlement has the force of a court judgment and is directly enforceable. If mediation fails, the mediator issues a final report (son tutanak) documenting the failure, which must be attached to the subsequent lawsuit.
Mandatory mediation does not apply to all labor disputes. Claims arising from work accidents and occupational diseases are exempt from the mediation requirement and may be filed directly with the labor court. This exemption reflects the urgent nature of these claims and the public interest in ensuring prompt access to justice for injured workers.
The mediation requirement has significantly changed the landscape of labor dispute resolution in Turkey. A substantial proportion of labor claims are now resolved through mediation without the need for litigation, reducing the burden on the courts and providing faster resolution for the parties. Settlement rates in labor mediation are relatively high, as both parties often recognize the advantages of a negotiated resolution over the uncertainty, cost, and delay of litigation. The list of registered mediators is available through the Ministry of Justice.
Labor Courts and Litigation
Labor courts (is mahkemeleri) are specialized courts that handle employment-related disputes. They operate under the Labor Courts Act and apply the procedural rules of the Code of Civil Procedure, with certain modifications specific to labor litigation. Labor courts handle claims for severance pay, notice pay, overtime compensation, annual leave pay, reinstatement, workplace accident compensation, occupational disease compensation, and other employment-related disputes.
Labor court proceedings follow the written procedure (basit yargilama usulu), which is designed to be faster and simpler than the standard civil procedure. The court holds a preliminary examination hearing to identify the issues and evidence, followed by hearing sessions for the presentation of evidence and arguments. Expert reports are commonly used in labor cases, particularly for calculating the amounts owed for severance pay, overtime, and other entitlements based on the employee's wage records and employment history.
The statute of limitations for most labor claims is five years from the date of termination. This applies to claims for severance pay, notice pay, overtime, annual leave compensation, and other wage-related claims. Claims arising from work accidents and occupational diseases are subject to a ten-year statute of limitations. These time limits are strictly enforced, and claims filed after their expiration will be dismissed.
Appeals from labor court judgments follow the same istinaf (Regional Court of Justice) and temyiz (Court of Cassation) framework applicable to other civil cases. The availability of temyiz depends on the value of the claim -- claims below a certain monetary threshold are final at the istinaf stage. Given the typically modest amounts involved in individual labor claims, many labor cases do not proceed beyond the istinaf level.
Reinstatement (Ise Iade)
Reinstatement is a remedy available to employees who have been dismissed without a valid reason from workplaces with 30 or more employees. The employee must have worked for at least six months under an indefinite-term contract. The reinstatement claim must be initiated through mandatory mediation within one month of the dismissal notification. If mediation fails, the employee must file a lawsuit within two weeks of the mediation failure report.
If the court finds that the dismissal was without valid reason and orders reinstatement, the employer must reinstate the employee within 30 days. If the employer refuses to reinstate, they must pay the employee compensation of four to eight months' wages (the amount is determined by the court) in addition to up to four months of back pay for the period between dismissal and the court judgment. This dual compensation structure provides strong incentives for employers to comply with reinstatement orders.
Foreign Workers in Turkey
Foreign nationals who wish to work in Turkey must obtain a work permit (calisma izni) from the Ministry of Labor and Social Security. Working without a permit is illegal and carries penalties for both the foreign worker and the employing entity. The work permit system is designed to regulate the employment of foreign nationals while protecting the domestic labor market and ensuring that foreign workers are afforded the same employment protections as Turkish workers.
The International Labor Force Act (Law No. 6735) governs the issuance and renewal of work permits for foreign nationals. Work permits are classified into several categories: standard work permits (employer-specific, initially granted for one year, renewable for up to three years), independent work permits (for self-employed individuals, granted after five years of legal employment), indefinite work permits (granted after eight years of continuous legal employment), and turquoise cards (for highly qualified professionals, offering permanent residency and employment rights).
The work permit application is typically initiated by the employer through an online system operated by the Ministry of Labor. The application must include the employment contract, the foreign worker's qualifications, and evidence that the position could not be filled by a Turkish worker (the labor market test). Certain categories of workers, such as those employed in free trade zones or in specific bilateral agreement frameworks, may be exempt from some of these requirements.
Foreign workers with valid work permits are entitled to the same employment protections as Turkish workers, including minimum wage, social security enrollment, severance pay, annual leave, and protection against workplace harassment. Employers who employ foreign workers without permits face significant administrative fines and may be subject to criminal prosecution. The foreign worker without a permit may face deportation proceedings.
Social Security for Foreign Workers
Foreign workers with valid work permits are enrolled in the Turkish social security system (SGK) on the same basis as Turkish workers. This enrollment provides access to health insurance, disability benefits, retirement benefits, and work accident/occupational disease coverage. Turkey has bilateral social security agreements with numerous countries that prevent double contributions and allow for the totalization of insurance periods for retirement purposes. Foreign workers should verify whether a bilateral agreement exists between Turkey and their home country.
Contributions to the social security system are shared between the employer and the employee, with specific rates for each category of coverage. The employer deducts the employee's share from their wages and remits the combined contributions to the SGK. Failure by the employer to make social security contributions constitutes a serious violation that can result in administrative penalties and criminal liability.
Collective Labor Rights
Turkish law recognizes the collective rights of workers, including the right to organize, the right to collective bargaining, and the right to strike. These rights are regulated by the Trade Unions and Collective Bargaining Act (Law No. 6356) and are subject to certain conditions and limitations. Understanding the collective labor framework is important for both employers and employees, as it affects workplace relations, wage negotiations, and the resolution of labor disputes.
Workers have the right to form and join trade unions (sendika) without the need for employer permission. Union membership is voluntary, and employees are protected against discrimination based on their union membership or activities. Employers cannot terminate, discipline, or otherwise disadvantage an employee because of their union membership or participation in union activities. Violations of these protections give rise to union discrimination compensation (sendikal tazminat), which is typically set at one year's wages.
Collective bargaining agreements (toplu is sozlesmesi) are negotiated between authorized trade unions and employers or employer organizations. A union must represent at least 1% of the workers in the relevant sector and a majority of the workers in the specific workplace to be authorized for collective bargaining. The agreement regulates wages, working conditions, benefits, and other terms of employment for all workers in the covered workplace, including non-union members.
The right to strike is constitutionally protected but subject to procedural requirements and substantive limitations. Strikes are only permitted in the context of collective bargaining disputes and must follow a prescribed procedure including mediation, notification, and a waiting period. Strikes in certain essential services (such as hospitals, water supply, and energy) are prohibited, and the government has the power to postpone strikes for up to 60 days in cases of national security or public health concerns.
Frequently Asked Questions About Labor Law in Turkey
How is severance pay calculated in Turkey?
Severance pay is calculated as 30 days' gross wages for each full year of service. The calculation is based on the employee's last gross wage including all regular benefits such as food allowances, transportation allowances, and other consistent supplements. Partial years are calculated proportionally. There is an annual ceiling on the 30-day amount, updated every six months by the government. To qualify, the employee must have completed at least one year of continuous employment and the termination must fall within qualifying categories such as employer-initiated dismissal, resignation for just cause, retirement, military service obligation, or death. The statute of limitations for severance pay claims is five years.
What are the notice periods for termination in Turkey?
Notice periods depend on the employee's length of service: 2 weeks for employment up to 6 months, 4 weeks for 6 months to 1.5 years, 6 weeks for 1.5 to 3 years, and 8 weeks for employment exceeding 3 years. These are minimum periods prescribed by Article 17 of the Labor Act and may be increased by the employment contract or collective bargaining agreement. The employer may choose to pay notice compensation (ihbar tazminati) equal to the wages for the applicable notice period instead of allowing the employee to work through the notice period. The notice obligation applies to both employer-initiated and employee-initiated terminations of indefinite-term contracts.
Is mediation mandatory before filing a labor lawsuit in Turkey?
Yes. Since 2018, mandatory mediation is a prerequisite for filing certain categories of labor lawsuits, including claims for severance pay, notice pay, overtime compensation, annual leave compensation, and reinstatement. The parties must attempt mediation through a registered mediator, and the process must be completed within three weeks (extendable by one week). If mediation succeeds, the settlement has the force of a court judgment. If it fails, the mediator issues a final report that must be attached to the lawsuit. Mediation is not required for work accident and occupational disease claims.
What legal protections exist against workplace harassment (mobbing) in Turkey?
Turkish law provides multiple protections against workplace harassment. The Turkish Code of Obligations imposes a duty on employers to protect employees' personality rights and maintain a harassment-free workplace. The Labor Act allows employees to terminate for just cause due to harassment and claim severance pay. Employees can also file lawsuits for material and moral damages. In cases of sexual harassment, criminal complaints may be filed under the Turkish Penal Code. The burden of proof is shared: the employee must present prima facie evidence, after which the burden shifts to the employer to demonstrate the conduct did not occur or was justified.
Can foreign nationals work in Turkey and what permits do they need?
Foreign nationals need a work permit issued by the Ministry of Labor and Social Security. Standard work permits are employer-specific and initially granted for one year, renewable for up to three years. After five years of continuous legal employment, a foreign worker may apply for an independent work permit. After eight years, an indefinite work permit becomes available. The turquoise card is available for highly qualified professionals. Working without a permit is illegal and carries penalties for both the worker and the employer. Foreign workers with valid permits enjoy the same employment protections as Turkish workers, including minimum wage, social security, and severance pay.
What are the maximum working hours and overtime rules in Turkey?
The maximum regular working time is 45 hours per week, typically distributed as 7.5 hours per day over 6 days or 9 hours per day over 5 days. No single workday may exceed 11 hours. Overtime beyond 45 hours per week is compensated at 1.5 times the normal hourly rate and requires the employee's written consent. Total annual overtime cannot exceed 270 hours. Employees may opt for 1.5 hours of compensatory time off for each hour of overtime instead of monetary payment. Pregnant employees, workers under 18, and employees with medical restrictions cannot be required to work overtime.
What is reinstatement (ise iade) and when does it apply?
Reinstatement is a remedy for employees dismissed without valid reason from workplaces with 30 or more employees. The employee must have worked at least 6 months under an indefinite-term contract. The claim must be initiated through mandatory mediation within one month of dismissal. If mediation fails, a lawsuit must be filed within two weeks. If the court orders reinstatement but the employer refuses to rehire, the employer must pay compensation of 4 to 8 months' wages plus up to 4 months of back pay. This dual compensation structure provides strong incentives for compliance with reinstatement orders.
Professional Legal Support for Labor and Employment Matters
Based in Kadikoy, Istanbul, our firm provides comprehensive legal services in labor law, representing both employers and employees. We handle severance pay disputes, wrongful termination, reinstatement claims, overtime compensation, workplace harassment, occupational safety matters, and work permit applications. Reach us at +90 531 500 03 76 or via WhatsApp.
Labor law matters affect the livelihoods and well-being of both employees and employers. Whether you are facing a termination, seeking unpaid wages, dealing with workplace harassment, or managing a workforce, knowledgeable legal counsel can make a decisive difference. For further information, visit our homepage or contact our office directly.