Last Updated: 4 April 2018
Article by MGC Legal
Most Read Contributor in Turkey, September 2018


İş Kanunu kapsamında sayılan işçiler, işyerinde deneme süresi de dahil bir yılı dolduktan sonra yıllık izin kullanımına hak kazanmaktadır. Yıllık izin kullanımı İş Kanunu kapsamında madde 53 vd. da düzenlenmektedir.


İş Kanunu kapsamında çalışan işçi, işyerinde, deneme süresi de dahil toplam bir yıllık kıdemini doldurduğu anda yıllık izin kullanmaya hak kazanmaktadır.


Söz konusu süreler İş Kanunu 53. maddesinde düzenlenmiştir.

İlgili maddeye göre; işçilere verilecek yıllık ücretli izin süresi, hizmet süresi;

a) Bir yıldan beş yıla kadar (beş yıl dahil) olanlara on dört günden, 

b) Beş yıldan fazla on beş yıldan az olanlara yirmi günden, 

c) On beş yıl (dahil) ve daha fazla olanlara yirmi altı günden, 

az olamaz.

Ayrıca yıllık izin süreleri iş sözleşmeleri ve toplu iş sözleşmeleri ile artırılabilir.


Bir Anayasal hak olan dinlenme hakkı, bir yıl boyunca çalışıp izne hak kazanan işçiye ruh ve sağlık durumu açısından kullandırılması zorunlu bir haktır. Yıllık izin hakkının düzenlenmesinin esas amacı işçinin dinlenmesi, yapmakla görevli olduğu işine bir süre ara vermesinin sağlanmasıdır. Bu sebeplerle, yıllık izne hak kazanmış işçinin, ücret ödeme koşuluyla bu hakkını kullanması engellenemez. (9. H.D. 21.11.2016 tarih, 2015/8588 E., 2016/20520 K.) Diğer bir deyişle, işçiye iş sözleşmesi devam ederken, yıllık izin ücretinin ödenmiş olması, bu hakkını ortadan kaldırmayacaktır.

Aynı şekilde işçinin, yıllık izin hakkını kullanmayıp, bu hakkını maddi olarak talep etmesi de kanuna uygun değildir.


4857 Sayılı İş Kanunu'na tabi çalışan işçiler açısından kullanılmayan yıllık izinlerin yanacağı yönünde bir düzenleme mevcut değildir. Kanun kapsamında böyle bir düzenleme olmadığı için, işçinin çalıştığı süre boyunca hak ettiği fakat kullanmadığı izinlerin yanması söz konusu olmaz.


İş sözleşmesinin herhangi bir nedenle sona ermesi halinde işçinin kullanmamış olduğu yıllık izin ücretleri kendisine nakit olarak ödenecektir. Söz konusu hak için iş sözleşmesinin ne şekilde sona erdiğinin bir önemi yoktur. İş sözleşmesi işveren tarafından haklı nedene dayanarak fesih edilmiş bile olsa, işçiye kullanmadığı tüm yıllık izinlerinin ücreti fesih tarihinde nakit olarak ödenmelidir.


Kullanılmayan yıllık izinlerin ücreti iş sözleşmesinin sona ermesi ile talep edilebilmektedir. Zaman aşımı hesaplaması da bu tarihten itibaren işlemeye başlayacaktır. (HGK. 05.07.2000 tarih, 2000/9-1079 E, 2000/1103 K.)

7036 Sayılı İş Mahkemeleri Kanun'da yapılan düzenleme ile yıllık izin ücretleri için zaman aşımı süresi beş yıl olarak belirlenmiştir. İşçi, kullanmadığı yıllık izin ücretlerini, iş sözleşmesinin sona erme tarihinden itibaren beş yıl içinde talep edebilecektir.


İş Kanunu kapsamında çalışan işçinin, iş yerinde bir yılı dolduğu zaman hak kazanacağı yıllık izin kullanma hakkı Anayasal bir dinlenme hakkıdır. İşçinin kullanmadığı yıllık izinlerinin yanacağına dair işverenler tarafından yapılan düzenlemeler kanunen geçerli kabul edilemez. İş sözleşmesi sona eren işçiye, kullanmadığı yıllık izinlere ilişkin ücretleri, sözleşme fesih tarihinde, nakit olarak ödenmelidir. İş sözleşmesi fesih olmadan işçiye yıllık izin ücreti ödemesi yapılması kanunen uygun değildir.

İş sözleşmesi sona eren işçi, sözleşme fesih tarihinden itibaren beş yıl içinde yıllık izin ücretlerinin ödenmesini talep edebilecek, beş yılın sonunda söz konusu alacağı zaman aşımına uğrayacaktır.

Av. Burcu Kuman, 2018

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