Turkey: Employee Rights/ Labour Relations

Toplu işten çıkarma (kanuni adıyla toplu işçi çıkarma), yalnızca bir insan kaynakları kararı değil; işverenin ağır prosedürel yükümlülükler üstlendiği, ihlal edilmesi halinde idari ve hukuki sonuçlar doğurabilen ve işçiler için özel güvenceler içeren bir hukuki rejimdir. 4857 sayılı İş Kanunu’nun 29. maddesi bu süreci belirli eşik sayılar, bildirim zorunlulukları ve bekleme süreleriyle çerçeveler. Dolayısıyla toplu işçi çıkarma kararı alınmadan önce yasal koşulların titizlikle değerlendirilmesi gerekir.

Turkey's severance pay ceiling for 2026 has been set at two distinct amounts: TRY 64,948.77 for the first half and TRY 73,729.87 for the second half of the year.

A collective dismissal—referred to under Turkish law as a “collective termination of employees”—is not merely a human resources decision. It constitutes a distinct legal regime under which employers are subject to substantial procedural obligations, non-compliance may result in administrative and legal consequences, and employees benefit from specific statutory protections.

Turkey's Personal Data Protection Authority has issued a public notice addressing widespread complaints about unlawful security camera usage in workplaces.

Tarafların karşılıklı ve birbirine uygun irade açıklamalarıyla iş sözleşmesini sona erdirmelerine ikale sözleşmesi adı verilmektedir. İkale kurumu, 4857 sayılı İş Kanunu’nda açıkça düzenlenmemiş olmakla birlikte, hukuki dayanağını Türk Borçlar Kanunu’nun sözleşme özgürlüğünü düzenleyen 26. maddesinden almaktadır.

The conclusion of an agreement between the parties to bring the employment contract to an end through their mutual and corresponding declarations of intent is referred to as a mutual rescission agreement. Although the concept of mutual rescission is not expressly regulated under the Turkish Labour Code No. 4857, its legal basis is derived from Article 26 of the Turkish Code of Obligations, which embodies the principle of freedom of contract.

Labour law, in harmony with its historical development, is not merely a normative system but also a dynamic field of practice.

Dismissal during the probationary period is not merely a process in which the parties may unilaterally and easily terminate the employment relationship; it is also a critical stage in which the mutual suitability of the employment relationship is tested and the legal boundaries of this process are defined.

Turkey has introduced a comprehensive new regulation restructuring occupational health and safety training requirements for employees, significantly expanding employer obligations and introducing stricter compliance measures.